Hey Priyanky,
Although most of the suggestions are the most apt ones if they can be followed, I feel they aren't practically possible. Changing office policies would not be a one-night task. I suggest you talk to their department manager and try to find out why his/her department's people do this regularly. You can then issue circulars/memos to the employees stating that office timings are at 10, and they are expected to be in the office by then. You can monitor this and conduct daily/weekly reviews, reporting the employees as well as their seniors about the defaulters.
All the best.
Take care.
From India, Delhi
Although most of the suggestions are the most apt ones if they can be followed, I feel they aren't practically possible. Changing office policies would not be a one-night task. I suggest you talk to their department manager and try to find out why his/her department's people do this regularly. You can then issue circulars/memos to the employees stating that office timings are at 10, and they are expected to be in the office by then. You can monitor this and conduct daily/weekly reviews, reporting the employees as well as their seniors about the defaulters.
All the best.
Take care.
From India, Delhi
Hi,
This is a pretty common problem most organizations face, and I feel that it is more of a problem related to work structuring and work practices than the behavior of employees. If your employees need to stay 1-2 hours beyond the scheduled working hours on a regular basis, then there is a problem with how the work is structured and the manpower planning process. Making employees stay back late every day is not a very healthy sign and ultimately affects employee morale.
I am sure 8 hours a day is sufficient for a day's work and can be utilized effectively if we cut down unproductive work during working hours (unnecessary emails, coffee breaks, unnecessary meetings, gossip, etc.). Research has also shown that the maximum productivity for a human mind is for 7-8 hours at a stretch, beyond which it begins to drop.
So go ahead, urge your employees to work hard for 8 hours and follow the office timings. I am sure they would be happy and productive employees. And of course, coming to the office at the scheduled time is imperative for a disciplined workforce.
Regards,
Jagjit Singh
From India, Hyderabad
This is a pretty common problem most organizations face, and I feel that it is more of a problem related to work structuring and work practices than the behavior of employees. If your employees need to stay 1-2 hours beyond the scheduled working hours on a regular basis, then there is a problem with how the work is structured and the manpower planning process. Making employees stay back late every day is not a very healthy sign and ultimately affects employee morale.
I am sure 8 hours a day is sufficient for a day's work and can be utilized effectively if we cut down unproductive work during working hours (unnecessary emails, coffee breaks, unnecessary meetings, gossip, etc.). Research has also shown that the maximum productivity for a human mind is for 7-8 hours at a stretch, beyond which it begins to drop.
So go ahead, urge your employees to work hard for 8 hours and follow the office timings. I am sure they would be happy and productive employees. And of course, coming to the office at the scheduled time is imperative for a disciplined workforce.
Regards,
Jagjit Singh
From India, Hyderabad
1
Dear,
Why don't you make a policy for late coming? I am working in a garment industry as an executive HR. We are using a late coming policy for workers and staff. We allow 3 days late for workers for up to 10 minutes, and for staff, we give them 3 half an hour and 3 one-hour late coming permissible in a month. Why can't you make this type of policy to reduce late coming?
Regards,
Ajay
From India, Calcutta
Why don't you make a policy for late coming? I am working in a garment industry as an executive HR. We are using a late coming policy for workers and staff. We allow 3 days late for workers for up to 10 minutes, and for staff, we give them 3 half an hour and 3 one-hour late coming permissible in a month. Why can't you make this type of policy to reduce late coming?
Regards,
Ajay
From India, Calcutta
Dear Priyanky,
I too face the same issue in our company. So we framed the policy like this. Please find the below mentioned points. It's working out smoothly.
1. Office timing: 10:00 am till 7:00 pm
2. Lates: Three lates can be allowed to come per month. The 3rd late will be considered as half-day leave.
3. The person who is working after 7:00 pm should get permission from their team leaders or team in charge. The team leaders/team in charges should send a list of person names to the HR department.
4. The persons who are working after 7:00 pm can come the next day morning before 11:00 am or 11:30 am.
I hope these points are useful for you. Thank you.
From India, Madras
I too face the same issue in our company. So we framed the policy like this. Please find the below mentioned points. It's working out smoothly.
1. Office timing: 10:00 am till 7:00 pm
2. Lates: Three lates can be allowed to come per month. The 3rd late will be considered as half-day leave.
3. The person who is working after 7:00 pm should get permission from their team leaders or team in charge. The team leaders/team in charges should send a list of person names to the HR department.
4. The persons who are working after 7:00 pm can come the next day morning before 11:00 am or 11:30 am.
I hope these points are useful for you. Thank you.
From India, Madras
Our company follows a flexi-time policy. Our timings are from 9 am to 5 pm. If the employee swipes his/her attendance by 9:10 am, they can leave at 5 pm. If the swipe occurs by 9:30 am, they can leave after 5:30 pm. For arriving after 9:30 am and until 10 am, written permission from the supervisor is required, and the employee can leave after 6 pm. Arrivals after the flexitime window will be considered a full-day absence.
Employees staying late, even if they have work, is not a new occurrence, especially in a private organization. Therefore, no employee should take advantage of that excuse. The employee's immediate supervisor needs to be convinced that working beyond regular hours is productive for the organization; otherwise, the company may incur additional costs such as electricity. Also, overtime should not be allowed for the white-collar employees to discourage them from staying late, putting pressure on them to complete their tasks within normal working hours. Employees should also be encouraged to spend quality time with their families to maintain a healthy work-life balance, which is essential for good HR practices.
Regarding the suggestion from bhrugisha@vcantech.com, the spelling and grammar corrections are as follows:
"Permission of his superior can come late."
From India, Hyderabad
Employees staying late, even if they have work, is not a new occurrence, especially in a private organization. Therefore, no employee should take advantage of that excuse. The employee's immediate supervisor needs to be convinced that working beyond regular hours is productive for the organization; otherwise, the company may incur additional costs such as electricity. Also, overtime should not be allowed for the white-collar employees to discourage them from staying late, putting pressure on them to complete their tasks within normal working hours. Employees should also be encouraged to spend quality time with their families to maintain a healthy work-life balance, which is essential for good HR practices.
Regarding the suggestion from bhrugisha@vcantech.com, the spelling and grammar corrections are as follows:
"Permission of his superior can come late."
From India, Hyderabad
Hello Priyanki,
I think that the management in your company needs to be more flexible. When they don't question people staying back late after work hours, and since you have also indicated that it is a general trend except for female employees, their worry is unwarranted and baseless.
I have seen employees, and the only way the management can implement any rule successfully (there is a huge difference between implementing successfully and implementing forcefully!!!!) is only when the management doesn't give its employees an "ethical" space to argue. And since I infer that it is not the case with your management, I feel implementing blind rules like "3 late entries a month" or "proportional salary cut" based on the lapsed duration will only lead to "unrest" and "hot debate topics" during tea time!!!
So, a flexi work time of 8 hrs (excluding breaks) or "meeting deadlines rather than work times" sort of approach could be better!!!! Hope you find the above useful!!!
From India, Velluru
I think that the management in your company needs to be more flexible. When they don't question people staying back late after work hours, and since you have also indicated that it is a general trend except for female employees, their worry is unwarranted and baseless.
I have seen employees, and the only way the management can implement any rule successfully (there is a huge difference between implementing successfully and implementing forcefully!!!!) is only when the management doesn't give its employees an "ethical" space to argue. And since I infer that it is not the case with your management, I feel implementing blind rules like "3 late entries a month" or "proportional salary cut" based on the lapsed duration will only lead to "unrest" and "hot debate topics" during tea time!!!
So, a flexi work time of 8 hrs (excluding breaks) or "meeting deadlines rather than work times" sort of approach could be better!!!! Hope you find the above useful!!!
From India, Velluru
It depends on your management how they are going to implement the system of disciplinary action to be taken for late-coming employees.
1) Either talk with the top management for flexible timings.
2) If you want to set up the procedure for habitual late-coming employees, kindly follow this procedure:
- Keep a security guard near the time office with a register. This procedure will make the employees think that their behavior of late coming is monitored.
- Check the register and call the employee who has come late and counsel them.
- If you think that even after continuous counseling some employees remain very rigid and continue to come late,
send a show-cause notice asking for an explanation.
- If the explanation is not satisfactory, send an intimation letter for conducting a domestic inquiry.
I think this approach will serve the purpose. If you need any further explanation, you can inquire/call me at 9909001742.
Regards,
Abhijeet Sawant
From India, Ahmadabad
1) Either talk with the top management for flexible timings.
2) If you want to set up the procedure for habitual late-coming employees, kindly follow this procedure:
- Keep a security guard near the time office with a register. This procedure will make the employees think that their behavior of late coming is monitored.
- Check the register and call the employee who has come late and counsel them.
- If you think that even after continuous counseling some employees remain very rigid and continue to come late,
send a show-cause notice asking for an explanation.
- If the explanation is not satisfactory, send an intimation letter for conducting a domestic inquiry.
I think this approach will serve the purpose. If you need any further explanation, you can inquire/call me at 9909001742.
Regards,
Abhijeet Sawant
From India, Ahmadabad
Hello,
Can you tell me the fixed times for the hotel industry staff and also the administrative employees who are working in the hotel industry? For roles like accounts, HR, and F&B staff, what should be their work timings?
Help me out.
From India, Calcutta
Can you tell me the fixed times for the hotel industry staff and also the administrative employees who are working in the hotel industry? For roles like accounts, HR, and F&B staff, what should be their work timings?
Help me out.
From India, Calcutta
Hey,
You can try this if you are finding it hard to get your employees out of the office on time! We have implemented this in our office, and it is a huge success! Take an excuse that the company is going "eco-friendly" and hence to reduce global warming, there will be a compulsory power shutdown during breaks and after office hours. Give a 10-minute break so that employees can "save" whatever they had been doing at the end of the day! Now you can ethically enforce "3 late entries/month" or whatever you find sufficient! We have implemented this during lunch as well, and it has been great! No drop in performance either!
Always remember, "The management can never win until its employees are on the winning side!"
From India, Velluru
You can try this if you are finding it hard to get your employees out of the office on time! We have implemented this in our office, and it is a huge success! Take an excuse that the company is going "eco-friendly" and hence to reduce global warming, there will be a compulsory power shutdown during breaks and after office hours. Give a 10-minute break so that employees can "save" whatever they had been doing at the end of the day! Now you can ethically enforce "3 late entries/month" or whatever you find sufficient! We have implemented this during lunch as well, and it has been great! No drop in performance either!
Always remember, "The management can never win until its employees are on the winning side!"
From India, Velluru
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