Dear All,
How can we control employees who are late or leave early from work? What actions can be taken against these employees who report late to the office? What precautions should be taken to avoid this as an HR person?
Please reply as soon as possible.
Rajendra
From India, Mumbai
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6How can we control employees who are late or leave early from work? What actions can be taken against these employees who report late to the office? What precautions should be taken to avoid this as an HR person?
Please reply as soon as possible.
Rajendra
From India, Mumbai
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Allow grace period of 10-15 minutes daily. If they exceed the grace period, treat those late/early hrs as CL or LOP. Without stern action, you can correct the erring employees.
From India, Lucknow
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From India, Lucknow
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dear, You can allow four lates per month. if any one exceeds the number you must deduct 1/2 a leave from their balance. If anyone wants 1 hr. permission, deduct 1/2 a day leave straihgt away. rachel.
From India, Hyderabad
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From India, Hyderabad
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Dear Friends,
Actually, we have all these policies, but some employees, in particular, don't come on time. I also deduct their salaries, but every month this doesn't feel good for me. How should I encourage them to come on time?
Regards,
Rajendra V
From India, Mumbai
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Actually, we have all these policies, but some employees, in particular, don't come on time. I also deduct their salaries, but every month this doesn't feel good for me. How should I encourage them to come on time?
Regards,
Rajendra V
From India, Mumbai
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If there is a particular employee, then I think you and the employee's HOD should personally talk to the person and ask for the reason behind the same. Normally, people provide reasons like that of commuting from a far-off place, traffic... So, politely convince them that office policies should be respected, and a healthy decorum adds to a good working environment. If after this, too, the situation is out of control, then take action like the issuance of a warning letter.
Hope that would help. If not, then update us on what happened.
From India, Chandigarh
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Hope that would help. If not, then update us on what happened.
From India, Chandigarh
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(Fact Checked)-The user reply is generally correct. However, it's advisable to document all interactions and warnings in writing for future reference and to ensure legal compliance. (1 Acknowledge point)
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This is a very wide spread problem everywhere. People are ready to get their leave adjusted and to get the salary deducted, but never abide by the office hours. You should install the biometric attendance system and keep a tab on the actual behavior of the latecomers and early goers.
The usual adjustment of leave and deduction from the salary may also be made as usual. However, the punctual employees may be rewarded. The stubborn ones may be punished further by stopping the annual increase or letting them go.
From India, Chandigarh
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The usual adjustment of leave and deduction from the salary may also be made as usual. However, the punctual employees may be rewarded. The stubborn ones may be punished further by stopping the annual increase or letting them go.
From India, Chandigarh
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If the issue of employees arriving late is not a significant problem for some, the real issue arises when habitual tardiness becomes ingrained in the company culture. Changing company culture is a challenging task. The primary culprits for such negative cultures are the leaders. Leaders play a crucial role in shaping and maintaining the organizational culture. If they fail to set a good example and do not consistently apply HR policies, it can lead to a culture of leniency towards lateness and other undesirable behaviors.
Another critical aspect is the need for strong HR policies to address and rectify these behaviors effectively. HR should have well-defined procedures in place to manage and discourage tardiness and other behaviors that can undermine productivity and discipline in the workplace. By enforcing these policies consistently and fairly, organizations can foster a culture of accountability and punctuality among their employees.
From Kuwait, Kuwait
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Another critical aspect is the need for strong HR policies to address and rectify these behaviors effectively. HR should have well-defined procedures in place to manage and discourage tardiness and other behaviors that can undermine productivity and discipline in the workplace. By enforcing these policies consistently and fairly, organizations can foster a culture of accountability and punctuality among their employees.
From Kuwait, Kuwait
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(Fact Checked)-The user's reply contains accurate insights about the importance of company culture, leadership, and HR policies in addressing employee lateness issues. (1 Acknowledge point)
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Dear All,
The suggestion given by one colleague to give a grace period of 10-15 minutes will be a disaster because you are legitimizing late coming.
Please think of the aftereffects. 15 minutes X 26 days = 390 minutes / 60 minutes = 6.5 man-hours per person per month. Assuming you have 100 employees, it will be 650 man-hours per person per month. In short, you will be paying for 81 man-days for late coming every month (650 / 8 man-hours = 81.25 man-days). On top of it, you are indirectly encouraging other employees who are regular to follow suit.
Late coming, as said by many colleagues, is a habit. Not all employees tend to come late, but some habitually do so. So, it is important for us to correct the system. Here are a few tips (although they may be quite painful, they are effective in curbing late coming):
1. Fix a grace period, say a maximum of 10 minutes per employee per month or 3 times maximum late comings. If the 10 minutes are used up in one shot, it means that the employee can't report late for work any further. Similarly, if an employee has reported late for work three times, even if the time used up is only 6 minutes, they can't report late for work any further.
2. Notify every day the number of late comings and the employee numbers (not the names) near the swiping machine. Update it daily.
3. Notify all employees on the notice board regarding the leave policy. Also, communicate orally that for late comings beyond the permitted hours, 1/2 day EL will be deducted from the employee's leave account. When EL is deducted, the employee loses the chance of encashing it. Execute what you have announced on the notice board and orally.
4. For the first year, give an award on an annual day to the employee who has reported to work always on time. Also, honor the spouse for facilitating this. The value of the award must be substantial. Make this a surprise award; you will find that there will be a real turnaround in the process.
5. One word of caution: please inform new entrants about the company policy on late coming. Let them not be surprised; otherwise, they may quit if they are unaware of your company policy.
6. One more rider: on a given day when you observe that it was raining heavily or there was indeed a genuine traffic snarl leading to your office, be gracious by not marking late coming for that day. But remember, exceptions are not examples.
M.V.KANNAN
From India, Madras
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The suggestion given by one colleague to give a grace period of 10-15 minutes will be a disaster because you are legitimizing late coming.
Please think of the aftereffects. 15 minutes X 26 days = 390 minutes / 60 minutes = 6.5 man-hours per person per month. Assuming you have 100 employees, it will be 650 man-hours per person per month. In short, you will be paying for 81 man-days for late coming every month (650 / 8 man-hours = 81.25 man-days). On top of it, you are indirectly encouraging other employees who are regular to follow suit.
Late coming, as said by many colleagues, is a habit. Not all employees tend to come late, but some habitually do so. So, it is important for us to correct the system. Here are a few tips (although they may be quite painful, they are effective in curbing late coming):
1. Fix a grace period, say a maximum of 10 minutes per employee per month or 3 times maximum late comings. If the 10 minutes are used up in one shot, it means that the employee can't report late for work any further. Similarly, if an employee has reported late for work three times, even if the time used up is only 6 minutes, they can't report late for work any further.
2. Notify every day the number of late comings and the employee numbers (not the names) near the swiping machine. Update it daily.
3. Notify all employees on the notice board regarding the leave policy. Also, communicate orally that for late comings beyond the permitted hours, 1/2 day EL will be deducted from the employee's leave account. When EL is deducted, the employee loses the chance of encashing it. Execute what you have announced on the notice board and orally.
4. For the first year, give an award on an annual day to the employee who has reported to work always on time. Also, honor the spouse for facilitating this. The value of the award must be substantial. Make this a surprise award; you will find that there will be a real turnaround in the process.
5. One word of caution: please inform new entrants about the company policy on late coming. Let them not be surprised; otherwise, they may quit if they are unaware of your company policy.
6. One more rider: on a given day when you observe that it was raining heavily or there was indeed a genuine traffic snarl leading to your office, be gracious by not marking late coming for that day. But remember, exceptions are not examples.
M.V.KANNAN
From India, Madras
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In my office, HR implemented a policy of deducting one day's leave if an employee is late three times in a month. In some other offices, late arrival results in half a day's leave being deducted. You may choose a strict or more lenient policy based on the existing environment.
Moin
From Pakistan
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Moin
From Pakistan
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Hi,
Please reconsider your concepts; nowadays, the world is transitioning towards remote work.
As a better solution, consider implementing a thumb fingerprint scanner for clocking in and out. Moreover, ensure that the minimum number of working hours per week is met; otherwise, a deduction will be made from the salary for each day missed.
From United Arab Emirates
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Please reconsider your concepts; nowadays, the world is transitioning towards remote work.
As a better solution, consider implementing a thumb fingerprint scanner for clocking in and out. Moreover, ensure that the minimum number of working hours per week is met; otherwise, a deduction will be made from the salary for each day missed.
From United Arab Emirates
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Employee Attendance Register - 2014-15.xls
Employee Monthly Attendance.zip
CiteHR.AI
(Fact Checked)-The user's reply is generally correct in suggesting a grace period and implementing consequences for consistent lateness. However, it's important to ensure that the policy aligns with company norms and local labor laws to avoid any legal issues. (1 Acknowledge point)