Dear Srihari,
Can you specify which law in India prescribes that PL or other leaves can be deducted for late coming? There is no such law. Even the Payment of Wages Act can only be applicable to employees whose wages are not more than Rs 18,000 per month. Additionally, the Shops and Establishments Act or Section 9A of the Industrial Disputes Act is applicable only to workmen.
Varghese Mathew
09961266966
From India, Thiruvananthapuram
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972Can you specify which law in India prescribes that PL or other leaves can be deducted for late coming? There is no such law. Even the Payment of Wages Act can only be applicable to employees whose wages are not more than Rs 18,000 per month. Additionally, the Shops and Establishments Act or Section 9A of the Industrial Disputes Act is applicable only to workmen.
Varghese Mathew
09961266966
From India, Thiruvananthapuram
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Dear Saswata Banerjee,
I have endorsed the fact that, in my opinion, there are no provisions in the act for deducting leave for latecomings. However, if you announce that you are going to deduct leave for latecoming, I am sure, as you have indicated, employees will say, "OK, I will report in the second half of the shift."
This will not happen frequently because if he recognizes that he is likely to be late for work, he will choose to stay off for the first half and report for the second shift. So latecoming on record will come down. But, in my opinion, this will also diminish because his leave balance will keep reducing, and he may not have leave to his credit and will have to be on leave without pay sooner or later. Moreover, he will find it difficult to commute once again from his residence for the second half quite arduous. Hence, he will try to tune his reporting time in line with the organizational policy.
Yet another feature that can be introduced is the attendance incentive scheme. The scheme can encourage employees to restrict their leave availing in a month to say 1-2 days, apart from his regular weekly off and National and Festival holidays declared by the company, and the amount can be quite lucrative. This will promote reporting on time indirectly.
In short, a policy for latecoming clubbed with an attendance incentive scheme will bring in the desired benefit.
In my opinion, there are habitual latecomers, and if these habitual latecomers are not discouraged, it encourages others who are reporting on time to follow suit. If these habitual latecomers, who are generally few in number, are controlled, then this feature will be quite manageable.
Latecoming, in my opinion, if uncontrolled, leads to extended lunch breaks (more than the stipulated time).
Reporting to work on time has to slowly be culminated to lead to reporting at the work spot on time. This is because we do find employees reporting to work on time but still do not report to their work spot on time and keep chatting about the news of the day with their colleagues, wasting precious man-hours of theirs as well as their colleagues.
Regards,
M.V. Kannan
From India, Madras
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I have endorsed the fact that, in my opinion, there are no provisions in the act for deducting leave for latecomings. However, if you announce that you are going to deduct leave for latecoming, I am sure, as you have indicated, employees will say, "OK, I will report in the second half of the shift."
This will not happen frequently because if he recognizes that he is likely to be late for work, he will choose to stay off for the first half and report for the second shift. So latecoming on record will come down. But, in my opinion, this will also diminish because his leave balance will keep reducing, and he may not have leave to his credit and will have to be on leave without pay sooner or later. Moreover, he will find it difficult to commute once again from his residence for the second half quite arduous. Hence, he will try to tune his reporting time in line with the organizational policy.
Yet another feature that can be introduced is the attendance incentive scheme. The scheme can encourage employees to restrict their leave availing in a month to say 1-2 days, apart from his regular weekly off and National and Festival holidays declared by the company, and the amount can be quite lucrative. This will promote reporting on time indirectly.
In short, a policy for latecoming clubbed with an attendance incentive scheme will bring in the desired benefit.
In my opinion, there are habitual latecomers, and if these habitual latecomers are not discouraged, it encourages others who are reporting on time to follow suit. If these habitual latecomers, who are generally few in number, are controlled, then this feature will be quite manageable.
Latecoming, in my opinion, if uncontrolled, leads to extended lunch breaks (more than the stipulated time).
Reporting to work on time has to slowly be culminated to lead to reporting at the work spot on time. This is because we do find employees reporting to work on time but still do not report to their work spot on time and keep chatting about the news of the day with their colleagues, wasting precious man-hours of theirs as well as their colleagues.
Regards,
M.V. Kannan
From India, Madras
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From: Mohan BR - GM HR - Bangalore
I agree with the views of Arun Jain. For late coming or late punching of attendance, we can initiate proportionate deduction of salary as per the provisions of the Payment of Wages Act, on the principle of "No work - No wages". Deduction of 1/2 day's salary is not correct or fair, and a late comer may prefer to come in the second half instead of being immediately 15 minutes late. In that case, we are incurring production loss knowingly. For habitual latecomers, we should initiate disciplinary action as per standard operating procedures.
From India, Bangalore
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I agree with the views of Arun Jain. For late coming or late punching of attendance, we can initiate proportionate deduction of salary as per the provisions of the Payment of Wages Act, on the principle of "No work - No wages". Deduction of 1/2 day's salary is not correct or fair, and a late comer may prefer to come in the second half instead of being immediately 15 minutes late. In that case, we are incurring production loss knowingly. For habitual latecomers, we should initiate disciplinary action as per standard operating procedures.
From India, Bangalore
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Hi all,
Thank you for your comments and suggestions. I have proposed to management that instead of deducting EL/PL, we should deduct duty days.
For example, if someone arrives late throughout the month, let's say 8 hours late in total (calculating each day's lateness from the standard official time), then one day's salary should be deducted. Similarly, if someone is 6 hours late in total for the month, a stern warning letter will be issued immediately to prevent a repeat.
If I am wrong, please kindly suggest.
Regards,
Anjana
From India, Bhubaneswar
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Thank you for your comments and suggestions. I have proposed to management that instead of deducting EL/PL, we should deduct duty days.
For example, if someone arrives late throughout the month, let's say 8 hours late in total (calculating each day's lateness from the standard official time), then one day's salary should be deducted. Similarly, if someone is 6 hours late in total for the month, a stern warning letter will be issued immediately to prevent a repeat.
If I am wrong, please kindly suggest.
Regards,
Anjana
From India, Bhubaneswar
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