Dear friends,
Our office attendance is at 9:30 am, but some employees very often arrive late by 5 minutes to 1 hour. Before taking any harsh action against the defaulting employees, I want to address their tardiness by deducting from their leave balance. What are the prevailing systems in private companies to handle late arrivals of employees in the office or workplace? Please share your valuable suggestions.
I look forward to your guidance.
Thanks and regards
From India, Kolkata
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2Our office attendance is at 9:30 am, but some employees very often arrive late by 5 minutes to 1 hour. Before taking any harsh action against the defaulting employees, I want to address their tardiness by deducting from their leave balance. What are the prevailing systems in private companies to handle late arrivals of employees in the office or workplace? Please share your valuable suggestions.
I look forward to your guidance.
Thanks and regards
From India, Kolkata
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Dear Mr. Subir,
There is no fixed rule for deducting CL for late coming. It depends upon the standing order or policy of the company. If there is no rule in place to date, please frame a rule for late coming or issue a notice/circular informing about your proposed action for latecomers.
HR Alphonse
Pondy
9443625359
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There is no fixed rule for deducting CL for late coming. It depends upon the standing order or policy of the company. If there is no rule in place to date, please frame a rule for late coming or issue a notice/circular informing about your proposed action for latecomers.
HR Alphonse
Pondy
9443625359
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There is no such clause for deducting any leave for late comers and may frame new policy for such late comers and fix condition to recovery leave through system base.
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Hi,
There is a specific provision for a fine under The Payment of Wages Act, 1936, under sections 8 (1 to 8). According to the provisions of the Act, we cannot directly impose a fine on any employees. Firstly, it is expected to release a show cause notice and provide the employee with an opportunity to show cause against their misconduct. If the reply is irrelevant or not acceptable, a charge sheet and departmental inquiry are suggested. At the end of the inquiry, a fine can be imposed as per The Industrial Employment (Standing Orders) Act, 1946, under Order 25 (b), on any employees in accordance with the provisions of the Payment of Wages Act.
Whether in the role of HR, an Organizational Head, or Management, we have to consider the rules and ensure that our HR policy is compatible and in accordance with the Payment of Wages Act, Industrial Act, or Factories Act. Additionally, we have to ensure that the policy takes care of the legal terms and conditions prevailing in the country.
Hope this helps.
From India, Mahesana
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There is a specific provision for a fine under The Payment of Wages Act, 1936, under sections 8 (1 to 8). According to the provisions of the Act, we cannot directly impose a fine on any employees. Firstly, it is expected to release a show cause notice and provide the employee with an opportunity to show cause against their misconduct. If the reply is irrelevant or not acceptable, a charge sheet and departmental inquiry are suggested. At the end of the inquiry, a fine can be imposed as per The Industrial Employment (Standing Orders) Act, 1946, under Order 25 (b), on any employees in accordance with the provisions of the Payment of Wages Act.
Whether in the role of HR, an Organizational Head, or Management, we have to consider the rules and ensure that our HR policy is compatible and in accordance with the Payment of Wages Act, Industrial Act, or Factories Act. Additionally, we have to ensure that the policy takes care of the legal terms and conditions prevailing in the country.
Hope this helps.
From India, Mahesana
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In India, the applicability of certain labor laws depends on the overall manpower, including contract workers, that the organization engages. Just check if the state model standing orders rules are applicable to you based on this.
Considering the scenario explained by you, you may adopt the following: Display a notice mentioning the observed instances of late coming and ask employees to report within the reporting time. In the last paragraph, you may mention that if the instances are repeated, you may be forced to initiate disciplinary action against erring employees.
Actions for late coming can be two-fold: monetary and disciplinary. You may deduct salary for the total late coming at the end of your payroll month cycle. You may initiate disciplinary action against such employees. You will need an expert's guidance for the same.
From India, Mumbai
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Considering the scenario explained by you, you may adopt the following: Display a notice mentioning the observed instances of late coming and ask employees to report within the reporting time. In the last paragraph, you may mention that if the instances are repeated, you may be forced to initiate disciplinary action against erring employees.
Actions for late coming can be two-fold: monetary and disciplinary. You may deduct salary for the total late coming at the end of your payroll month cycle. You may initiate disciplinary action against such employees. You will need an expert's guidance for the same.
From India, Mumbai
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Forgot to mention the deduction of leave for latecoming.
Though some organizations follow the practice of deducting leave for certain instances of latecoming in the year, this will be largely illegal. This is because standing orders do not permit this; such punishment would be disproportionate to the instances of latecoming. It is difficult to imagine that the certifying officer would allow this to be incorporated into certified standing orders.
From India, Mumbai
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Though some organizations follow the practice of deducting leave for certain instances of latecoming in the year, this will be largely illegal. This is because standing orders do not permit this; such punishment would be disproportionate to the instances of latecoming. It is difficult to imagine that the certifying officer would allow this to be incorporated into certified standing orders.
From India, Mumbai
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