If any employee comes late daily, then go through counseling to try to identify the exact reason for the tardiness. If no results are found through counseling, then stop that employee at the gate, call them into the office, and have a conversation with them in a compassionate manner one or two times. Subsequently, disciplinary action can be taken.
Thank you,
Vichitra Kumar
09927096590
From India, Haldwani
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1Thank you,
Vichitra Kumar
09927096590
From India, Haldwani
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Hi,
Please clarify if any organization has formulated a policy stating that if an employee enters the organization after 9:00 am, it will be observed as a half-day, and their first half will not count. I would like to understand what happens if the first half does not count. Does it count as overtime? If it is considered overtime, then overtime should be double his/her gross earnings for that hour. However, it should be shown as a profit for them. Please clarify.
From India, Delhi
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Please clarify if any organization has formulated a policy stating that if an employee enters the organization after 9:00 am, it will be observed as a half-day, and their first half will not count. I would like to understand what happens if the first half does not count. Does it count as overtime? If it is considered overtime, then overtime should be double his/her gross earnings for that hour. However, it should be shown as a profit for them. Please clarify.
From India, Delhi
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Dear Pradeep,
Companies can have a policy regarding reporting for work. They can frame guidelines stating that employees are permitted to report late for work on, let's say, 3 occasions, but the total lateness on these 3 occasions should not exceed 10 minutes combined. Any employee who reports beyond 3 occasions or exceeds 10 minutes will lose half a day of earned leave (EL) for each late reporting instance beyond the allowed grace period.
In short, on days when an employee reports late for work beyond the grace period, they do not lose wages, but their EL is deducted. If the employee has no leave credits, they will lose wages for the first half of the day even if physically present. This means they are deemed to be absent for the first half of the day. Overtime is not applicable in this scenario. If the employee chooses to report for the second half of the day on the days marked with half a day of EL deduction, they may have to be permitted, as they are deemed absent for the first half of the day in any case. However, this tendency to report late may decrease over time as employees realize they are depleting their accumulated EL.
Regards,
M.V. Kannan
From India, Madras
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Companies can have a policy regarding reporting for work. They can frame guidelines stating that employees are permitted to report late for work on, let's say, 3 occasions, but the total lateness on these 3 occasions should not exceed 10 minutes combined. Any employee who reports beyond 3 occasions or exceeds 10 minutes will lose half a day of earned leave (EL) for each late reporting instance beyond the allowed grace period.
In short, on days when an employee reports late for work beyond the grace period, they do not lose wages, but their EL is deducted. If the employee has no leave credits, they will lose wages for the first half of the day even if physically present. This means they are deemed to be absent for the first half of the day. Overtime is not applicable in this scenario. If the employee chooses to report for the second half of the day on the days marked with half a day of EL deduction, they may have to be permitted, as they are deemed absent for the first half of the day in any case. However, this tendency to report late may decrease over time as employees realize they are depleting their accumulated EL.
Regards,
M.V. Kannan
From India, Madras
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Hi sir,
Thank you for the information. Could you please tell me about these three occasions? Secondly, if he/she reports beyond the grace period, his/her first half will not count. Why would he/she work until the end of the first half if they will not receive wages for that period? Can he/she enter the organization at the beginning of the second half?
From India, Delhi
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Thank you for the information. Could you please tell me about these three occasions? Secondly, if he/she reports beyond the grace period, his/her first half will not count. Why would he/she work until the end of the first half if they will not receive wages for that period? Can he/she enter the organization at the beginning of the second half?
From India, Delhi
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Dear Pradeep,
I have already answered this query in my earlier reply itself.
"In the event the employee chooses to report for the second half of the day on those days he has been marked 1/2 day EL, he may have to be permitted as he is deemed absent for the first half in any case. However, this will tend to decrease, as over the period the employees start realizing that they are exhausting their EL accumulated."
So, if the employee wishes, he can be permitted to report in the second half of the day. Please have a record of this, and you can compare him with those employees who have reported late for work beyond the grace period and know that they will lose 1/2 day EL; despite this, they still continue to work in the first half of the day. This demonstrates the attitude of people, and certainly, the first person (who reports in the second half) will leave your organization shortly. So, you can prepare yourself well in advance.
M.V. KANNAN
From India, Madras
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I have already answered this query in my earlier reply itself.
"In the event the employee chooses to report for the second half of the day on those days he has been marked 1/2 day EL, he may have to be permitted as he is deemed absent for the first half in any case. However, this will tend to decrease, as over the period the employees start realizing that they are exhausting their EL accumulated."
So, if the employee wishes, he can be permitted to report in the second half of the day. Please have a record of this, and you can compare him with those employees who have reported late for work beyond the grace period and know that they will lose 1/2 day EL; despite this, they still continue to work in the first half of the day. This demonstrates the attitude of people, and certainly, the first person (who reports in the second half) will leave your organization shortly. So, you can prepare yourself well in advance.
M.V. KANNAN
From India, Madras
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Please find below the corrected version of the text with proper spelling, grammar, and paragraph formatting:
"Circulate a letter to all employees regarding condonation application for each late arrival (up to 2 times, up to 1 hour in a month). After two occasions, deduct casual leave/leave from employees' leave account if the employee applies for leave. If an employee does not apply for regular leave, start disciplinary action against all latecomers."
From India, Calcutta
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"Circulate a letter to all employees regarding condonation application for each late arrival (up to 2 times, up to 1 hour in a month). After two occasions, deduct casual leave/leave from employees' leave account if the employee applies for leave. If an employee does not apply for regular leave, start disciplinary action against all latecomers."
From India, Calcutta
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Hi all,
I intend to share my organization's practices. Our culture was very lenient a year back, but we took some strict actions as follows:
- allowed 10 mins grace time.
- upon every 3 late comings, we used to deduct one day's salary, meaning on 6 late comings, two days' salary is being deducted.
- we introduced 2 incentives based on regularity & punctuality. This means one day's salary if you are regular the entire month and one day's salary if you are on time (within the grace period).
- One can get their salary reimbursed upon submission of an application by adjusting it against annual or any other leave.
The most effective way that I, being GM Admin & Sales, started coming early, so we have seen positive results. But simultaneously, we lack in some areas, especially in the leave policy, which I believe we should improve in light of your suggestions:
- There is a disadvantage since we don't have a clear policy on deductions for leaves; therefore, one can think to have a day off in case they are late on the 3rd day. How can we address this?
- We did not pay leave encashment as we did not have proper data on leaves.
Please suggest to me what actions we should take now to improve the procedure.
Await expert views.
Regards,
Shazz
From Pakistan, Karachi
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I intend to share my organization's practices. Our culture was very lenient a year back, but we took some strict actions as follows:
- allowed 10 mins grace time.
- upon every 3 late comings, we used to deduct one day's salary, meaning on 6 late comings, two days' salary is being deducted.
- we introduced 2 incentives based on regularity & punctuality. This means one day's salary if you are regular the entire month and one day's salary if you are on time (within the grace period).
- One can get their salary reimbursed upon submission of an application by adjusting it against annual or any other leave.
The most effective way that I, being GM Admin & Sales, started coming early, so we have seen positive results. But simultaneously, we lack in some areas, especially in the leave policy, which I believe we should improve in light of your suggestions:
- There is a disadvantage since we don't have a clear policy on deductions for leaves; therefore, one can think to have a day off in case they are late on the 3rd day. How can we address this?
- We did not pay leave encashment as we did not have proper data on leaves.
Please suggest to me what actions we should take now to improve the procedure.
Await expert views.
Regards,
Shazz
From Pakistan, Karachi
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I agree with Mr. Kannan. The idea is to educate the employees and not to punish them because belligerency and resultant attrition are the last things you would want in your organization.
Another experiment we did in our company was the introduction of flexi hours (in the US, this is very much the norm as does working from home). We did this during the Commonwealth Games, where employees could come as early as 08:00 and leave at 16:30 hrs, or come as late as 10:00 and leave at 18:30 hrs (office timings start from 09:30 to 18:00 hrs). Some department bosses raised concerns regarding the availability of all employees at the same time; however, collectively, it was felt that even if the whole office was present together for 6 hours (10:00 to 16:30 hrs), things could go smoothly. Support functions like IT were asked to distribute hours of availability among themselves, ensuring at least one person was available at all times. The program was a hit, so much so that we might as well implement it.
From United States, San Francisco
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Another experiment we did in our company was the introduction of flexi hours (in the US, this is very much the norm as does working from home). We did this during the Commonwealth Games, where employees could come as early as 08:00 and leave at 16:30 hrs, or come as late as 10:00 and leave at 18:30 hrs (office timings start from 09:30 to 18:00 hrs). Some department bosses raised concerns regarding the availability of all employees at the same time; however, collectively, it was felt that even if the whole office was present together for 6 hours (10:00 to 16:30 hrs), things could go smoothly. Support functions like IT were asked to distribute hours of availability among themselves, ensuring at least one person was available at all times. The program was a hit, so much so that we might as well implement it.
From United States, San Francisco
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Dear All,
How to control employees who are late in or leave early from work? What actions can be taken against these employees who report late to the office? What precautions should be taken to avoid this as an HR person?
Please give a reply.
Vikrant K
From India, Pune
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How to control employees who are late in or leave early from work? What actions can be taken against these employees who report late to the office? What precautions should be taken to avoid this as an HR person?
Please give a reply.
Vikrant K
From India, Pune
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Why not have flexible working hours like it is implemented in most MNCs? You can set the number of hours an employee has to work each day, and if they work less than that, you can deduct their salary. Additionally, to implement this, there should be a maximum time limit by which the employee must report for duty.
Please let me know the pros and cons of using such a system.
From India, Bengaluru
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Please let me know the pros and cons of using such a system.
From India, Bengaluru
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Employee Attendance Register - 2014-15.xls
Employee Monthly Attendance.zip