Dear All,
I work as an HR in a construction company. My major concern involves employees' office timings. Our office timings are from 9:30 am to 6:30 pm, but there are hardly any employees who come on time. When asked, they bluntly respond by saying, "We stay late in the night; you cannot expect us to be on time," or they say, "We stay far from the office."
My query here is: what should we do to control such employees? Please help!
Thanks & Regards,
Shobhit
Attribution: https://www.citehr.com/345104-office...#ixzz2n3HdspFK
From India, Hyderabad
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I work as an HR in a construction company. My major concern involves employees' office timings. Our office timings are from 9:30 am to 6:30 pm, but there are hardly any employees who come on time. When asked, they bluntly respond by saying, "We stay late in the night; you cannot expect us to be on time," or they say, "We stay far from the office."
My query here is: what should we do to control such employees? Please help!
Thanks & Regards,
Shobhit
Attribution: https://www.citehr.com/345104-office...#ixzz2n3HdspFK
From India, Hyderabad
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Dear Shobhit,
This is a common issue in most corporate offices where senior management expects employees to stay late while they themselves are sitting in the office, and they also expect employees to arrive on time even though they may come late. Another issue is the lack of overtime payment for employees who work beyond the legally stipulated working hours.
A solution that can be implemented in consultation with senior management is flexible timing and increased discipline regarding office hours, including the arrival and departure of senior management. Discipline is a matter of practice and should be demonstrated by senior management in the first place.
Regards,
Preetam Deshpande
From India, Mumbai
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133This is a common issue in most corporate offices where senior management expects employees to stay late while they themselves are sitting in the office, and they also expect employees to arrive on time even though they may come late. Another issue is the lack of overtime payment for employees who work beyond the legally stipulated working hours.
A solution that can be implemented in consultation with senior management is flexible timing and increased discipline regarding office hours, including the arrival and departure of senior management. Discipline is a matter of practice and should be demonstrated by senior management in the first place.
Regards,
Preetam Deshpande
From India, Mumbai
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Dear Preetam,
Thank you for your valuable suggestion. However, my major concern is that even after deducting salary from the employees who were late last month, they are still arriving late.
Please advise me on this matter.
Thank you.
From India, Hyderabad
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Thank you for your valuable suggestion. However, my major concern is that even after deducting salary from the employees who were late last month, they are still arriving late.
Please advise me on this matter.
Thank you.
From India, Hyderabad
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Flexi-timing is the best option. That is to say, the number of hours needs to be compensated on the same day by the said employee who comes late. The maximum limit for the arrival should be fixed, beyond which half a day is counted.
From India, Mumbai
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From India, Mumbai
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Problem: Controlling People coming late:
First, there should be a rule on office timing. Preetam was right - the Senior Management must be role models - Exceptions - Directors.
The rule should certainly include OT and other benefits. People should not be allowed to stay back unnecessarily without work.
On work, be strict - provide necessary resources and an environment conducive to efficient working - get the best out of the workers. Manager level and below, it is the responsibility of the organization/Management - the system should be outcome-focused. Always ask about the results.
If what you pay is much above the industry benchmark, and that he/she cannot get that elsewhere, they will follow your rules. But whereas what you pay is just ordinary that he/she can get at any time and from anywhere, they will not care for the rules. The principle should be: Recruit the right person, pay him double what he can get elsewhere, and get three times the work out of him. The right person includes aptitude for work - most of the time, this is not checked - and if the person does not enjoy his job, he will be indifferent to the job/rules.
I would advise you to review your system/rules - find out what your staff requires that would enable them to enjoy their work.
Iyer R N
From India, Madras
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First, there should be a rule on office timing. Preetam was right - the Senior Management must be role models - Exceptions - Directors.
The rule should certainly include OT and other benefits. People should not be allowed to stay back unnecessarily without work.
On work, be strict - provide necessary resources and an environment conducive to efficient working - get the best out of the workers. Manager level and below, it is the responsibility of the organization/Management - the system should be outcome-focused. Always ask about the results.
If what you pay is much above the industry benchmark, and that he/she cannot get that elsewhere, they will follow your rules. But whereas what you pay is just ordinary that he/she can get at any time and from anywhere, they will not care for the rules. The principle should be: Recruit the right person, pay him double what he can get elsewhere, and get three times the work out of him. The right person includes aptitude for work - most of the time, this is not checked - and if the person does not enjoy his job, he will be indifferent to the job/rules.
I would advise you to review your system/rules - find out what your staff requires that would enable them to enjoy their work.
Iyer R N
From India, Madras
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Dear Shobhit,
If they are coming regularly, please inform your Senior Management. With the consent of Senior Management, create a circular regarding punctuality.
If employees are arriving late, they should discuss this with their Head of Department. As HR, notify them initially by sending a circular; if the issue persists, consider implementing deductions from their pay. If the tardiness continues, proceed with issuing a notice, a charge sheet, a show cause notice, and further disciplinary action.
Failure to address this may lead to a lack of discipline in the office, with employees arriving and leaving at their convenience.
Thanks & Regards, Shashidhara.Gk
From India, Bangalore
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If they are coming regularly, please inform your Senior Management. With the consent of Senior Management, create a circular regarding punctuality.
If employees are arriving late, they should discuss this with their Head of Department. As HR, notify them initially by sending a circular; if the issue persists, consider implementing deductions from their pay. If the tardiness continues, proceed with issuing a notice, a charge sheet, a show cause notice, and further disciplinary action.
Failure to address this may lead to a lack of discipline in the office, with employees arriving and leaving at their convenience.
Thanks & Regards, Shashidhara.Gk
From India, Bangalore
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Hi Shobit,
As an HR professional, you can initially start with the 1-hour flexi-time policy. For example, if your company's timings are 9:30 a.m. - 6:30 p.m., you can allow flexibility up to 1 hour, i.e., if you are arriving at 10:15 a.m., you are supposed to leave by 7:15 p.m., and so on. If any employee arrives at 10:31 a.m., directly mark them as half-day. If there is no leave balance, consider it as a loss of pay. I believe this approach might work.
Additionally, you can have a discussion with your Senior HR, who can, in turn, support you in making the communication of this message to senior-level management smoother.
Regards,
Asmita
From India, Mumbai
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As an HR professional, you can initially start with the 1-hour flexi-time policy. For example, if your company's timings are 9:30 a.m. - 6:30 p.m., you can allow flexibility up to 1 hour, i.e., if you are arriving at 10:15 a.m., you are supposed to leave by 7:15 p.m., and so on. If any employee arrives at 10:31 a.m., directly mark them as half-day. If there is no leave balance, consider it as a loss of pay. I believe this approach might work.
Additionally, you can have a discussion with your Senior HR, who can, in turn, support you in making the communication of this message to senior-level management smoother.
Regards,
Asmita
From India, Mumbai
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