Hi Aarti,
In your late coming policy, you have to follow that strictly and issue them a warning letter. In the payslip, you need to show the amount deducted due to late coming.
For absenteeism, you need to make them aware and issue a warning letter for disciplinary actions. In case of uninformed absenteeism, you need to consider Leave Without Pay (LWP) whether the employee has leave balance or not, and issue 1-3 letters for absenteeism.
From India, New Delhi
19In your late coming policy, you have to follow that strictly and issue them a warning letter. In the payslip, you need to show the amount deducted due to late coming.
For absenteeism, you need to make them aware and issue a warning letter for disciplinary actions. In case of uninformed absenteeism, you need to consider Leave Without Pay (LWP) whether the employee has leave balance or not, and issue 1-3 letters for absenteeism.
From India, New Delhi
I fully agree with Mr. Kapil Dev Singh. Deducting salary would be a negative decision, particularly for those employees who have been late due to external factors like road traffic, etc.
In our company, we have a policy of 'Short Leave' where employees are allowed to be late up to two days in a month, arriving late in the office by a maximum of 2 hours or leaving two hours before the end of their duty. Employees must regularize their attendance after availing the facility or before taking it. If an employee avails Short Leave more than twice in a month, half-day CL is considered from the third instance of late arrival. If CL is exhausted, then Absenteeism is marked, although employees have the option of using Sick Leave upon approval from their senior.
In the regional office, I implemented a 'Gandhigiri Policy' for those who intentionally and regularly come late to the office. I created a monthly attendance sheet displayed on the notice board behind my workstation, where each employee's in-time and out-time are manually recorded and updated. For the first two late arrivals, the attendance is marked with an Orange color, and for more than two late arrivals, a Red color marking is used. At our morning meetings, I used to award a chocolate to the latecomer in front of everyone for being late intentionally, even multiple times in a month. Special gifts were arranged for those who were the most punctual in the month and did not take any leave.
Nowadays, 90% of employees have become punctual and keep their late arrivals within the permissible limit.
I believe that building a sense of awareness of punctuality is more important than merely punishing individuals.
From India, Gurgaon
In our company, we have a policy of 'Short Leave' where employees are allowed to be late up to two days in a month, arriving late in the office by a maximum of 2 hours or leaving two hours before the end of their duty. Employees must regularize their attendance after availing the facility or before taking it. If an employee avails Short Leave more than twice in a month, half-day CL is considered from the third instance of late arrival. If CL is exhausted, then Absenteeism is marked, although employees have the option of using Sick Leave upon approval from their senior.
In the regional office, I implemented a 'Gandhigiri Policy' for those who intentionally and regularly come late to the office. I created a monthly attendance sheet displayed on the notice board behind my workstation, where each employee's in-time and out-time are manually recorded and updated. For the first two late arrivals, the attendance is marked with an Orange color, and for more than two late arrivals, a Red color marking is used. At our morning meetings, I used to award a chocolate to the latecomer in front of everyone for being late intentionally, even multiple times in a month. Special gifts were arranged for those who were the most punctual in the month and did not take any leave.
Nowadays, 90% of employees have become punctual and keep their late arrivals within the permissible limit.
I believe that building a sense of awareness of punctuality is more important than merely punishing individuals.
From India, Gurgaon
Hi Arti,
Late coming - in this case, you need to make some changes to your late coming policy after the approval of management and strictly adhere to the rules of the modified policy.
Absenteeism Issue - Employees who are regularly engaging in the same behavior within the organization need to be issued a warning letter for disciplinary action.
If an employee does not inform that he/she will not be coming to the office, i.e., uninformed absenteeism, you have to issue them 1-3 letters of absenteeism and finally terminate their services from the organization to improve the situation.
Thanks & Regards,
Sunil Sharma
Mobile: 9910126718
From India, New Delhi
Late coming - in this case, you need to make some changes to your late coming policy after the approval of management and strictly adhere to the rules of the modified policy.
Absenteeism Issue - Employees who are regularly engaging in the same behavior within the organization need to be issued a warning letter for disciplinary action.
If an employee does not inform that he/she will not be coming to the office, i.e., uninformed absenteeism, you have to issue them 1-3 letters of absenteeism and finally terminate their services from the organization to improve the situation.
Thanks & Regards,
Sunil Sharma
Mobile: 9910126718
From India, New Delhi
Hi Aarti,
First and foremost, do observe, investigate, and if it seems to be a legitimate reason, then try to accommodate him in an alternative shift. However, if this still persists (if the reason is not legitimate), give a verbal warning twice, and the third should be a written warning (from the second warning onwards, it should be considered as part of the Disciplinary Procedure). After the written warning, the employment terminates. Due to absenteeism, a lot of workload is being transferred to other employees, which is not fair to them. If the employee on the verge of retrenchment performs well, they must be retained by making alternatives such as starting late and ending late.
Hope this information helps.
Regards,
Gaurav Patel
From United Kingdom, London
First and foremost, do observe, investigate, and if it seems to be a legitimate reason, then try to accommodate him in an alternative shift. However, if this still persists (if the reason is not legitimate), give a verbal warning twice, and the third should be a written warning (from the second warning onwards, it should be considered as part of the Disciplinary Procedure). After the written warning, the employment terminates. Due to absenteeism, a lot of workload is being transferred to other employees, which is not fair to them. If the employee on the verge of retrenchment performs well, they must be retained by making alternatives such as starting late and ending late.
Hope this information helps.
Regards,
Gaurav Patel
From United Kingdom, London
Hi Aarti,
First and foremost, observe, investigate, and if it seems to be a legitimate reason, then try to accommodate him in an alternative shift. However, if this issue persists (if the reason is not legitimate), issue a verbal warning twice, and the third should be a written warning (from the second warning onwards, it should be considered part of the Disciplinary Procedure). After the written warning, employment will be terminated. Due to absenteeism, a lot of workload is being shifted to other employees, which is unfair to them. If the employee on the verge of retrenchment performs well, they should be retained by adjusting their schedule, such as starting late and ending late.
Hope this information helps.
From United Kingdom, London
First and foremost, observe, investigate, and if it seems to be a legitimate reason, then try to accommodate him in an alternative shift. However, if this issue persists (if the reason is not legitimate), issue a verbal warning twice, and the third should be a written warning (from the second warning onwards, it should be considered part of the Disciplinary Procedure). After the written warning, employment will be terminated. Due to absenteeism, a lot of workload is being shifted to other employees, which is unfair to them. If the employee on the verge of retrenchment performs well, they should be retained by adjusting their schedule, such as starting late and ending late.
Hope this information helps.
From United Kingdom, London
HI, Thanx everyone or the reply. Hi Octavious, Sorry for the subject line mentioned incorrectly...will surely take care nxt time.
From India, Pune
From India, Pune
Dear Kapil Dev,
1) My boss will never forgive the employees for the late sitting.
2) As you said, we are implementing the same, but the employees are still taking leaves.
I think this is perfect... let me forward it to my boss. Please suggest something for the first two as well.
Thank you very much.
From India, Pune
1) My boss will never forgive the employees for the late sitting.
2) As you said, we are implementing the same, but the employees are still taking leaves.
I think this is perfect... let me forward it to my boss. Please suggest something for the first two as well.
Thank you very much.
From India, Pune
Dear Soniya, we are already following : that 3 latemarks are allowed and on the 4th latemark half day’s salary gets deducted. but still this issue
From India, Pune
From India, Pune
Hi all,
I have recently completed my final year project of MBA on the same topic. I believe that you do not need to get emotional. I strongly agree with all who suggested you to gather strong evidence, then confidentially approach your top management. It seems that there is no policy on Sexual Harassment regulation in your firm, hence the HR manager is unable to take any action. "Anything is legal until it's proven to be illegal."
You are taking an initiative for a new step that could lead to the implementation of a Sexual Harassment policy. However, for this, you need to proceed very carefully and actively at the same time, as the consequences will affect you as well.
All the best!
From Pakistan, Karachi
I have recently completed my final year project of MBA on the same topic. I believe that you do not need to get emotional. I strongly agree with all who suggested you to gather strong evidence, then confidentially approach your top management. It seems that there is no policy on Sexual Harassment regulation in your firm, hence the HR manager is unable to take any action. "Anything is legal until it's proven to be illegal."
You are taking an initiative for a new step that could lead to the implementation of a Sexual Harassment policy. However, for this, you need to proceed very carefully and actively at the same time, as the consequences will affect you as well.
All the best!
From Pakistan, Karachi
Dear Aarti,
Please provide classes on the importance of punctuality and other motivational aspects. Then, prepare policies to address late coming and absenteeism.
For example:
- If an employee punches in late by 15-30 minutes, their salary will be cut.
- If someone punches out early by 15-30 minutes, their salary will also be reduced.
- Implement a system where employees must enter their late arrival and early departure details for approval by their immediate supervisor. Otherwise, their full-day salary will be deducted. Additionally, if an employee is not present for 8 hours in the office without approval from their immediate supervisor through the system, they will not receive that day's salary.
- In the case of uninformed absence, it will be considered as absence, and employees should not be allowed to apply for leave.
These measures are necessary to curb these practices and instill discipline in the office.
Regards,
Anita George
From India, Bangalore
Please provide classes on the importance of punctuality and other motivational aspects. Then, prepare policies to address late coming and absenteeism.
For example:
- If an employee punches in late by 15-30 minutes, their salary will be cut.
- If someone punches out early by 15-30 minutes, their salary will also be reduced.
- Implement a system where employees must enter their late arrival and early departure details for approval by their immediate supervisor. Otherwise, their full-day salary will be deducted. Additionally, if an employee is not present for 8 hours in the office without approval from their immediate supervisor through the system, they will not receive that day's salary.
- In the case of uninformed absence, it will be considered as absence, and employees should not be allowed to apply for leave.
These measures are necessary to curb these practices and instill discipline in the office.
Regards,
Anita George
From India, Bangalore
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.