Dear,
I am planning to implement a one-day deduction for unapproved or unnotified absences from staff to streamline timings and maintain discipline in the workplace. Can I legally practice this according to labor law, where it is stated as 1/4 of the day's wage after warnings in the case of unnotified absences? Please advise.
Cheers,
From United Arab Emirates, Dubai
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I am planning to implement a one-day deduction for unapproved or unnotified absences from staff to streamline timings and maintain discipline in the workplace. Can I legally practice this according to labor law, where it is stated as 1/4 of the day's wage after warnings in the case of unnotified absences? Please advise.
Cheers,
From United Arab Emirates, Dubai
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It is better to implement discipline in attendance step by step:
1) by counseling
2) by issuing a memo to be regular and punctual in attendance
3) by issuing warnings if still not obeying, etc.
- B. Saikumar
From India, Mumbai
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19511) by counseling
2) by issuing a memo to be regular and punctual in attendance
3) by issuing warnings if still not obeying, etc.
- B. Saikumar
From India, Mumbai
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No labor law allows deductions from salary if an 8-hour duty has been completed by an employee. However, if you follow the procedure defined by Mr. B. Saikumar, then you will have a strong reason for the deduction.
Regards,
Rajvir Singh
From India, Chandigarh
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Regards,
Rajvir Singh
From India, Chandigarh
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Dear Sir,
Rather than deducting salary or initiating disciplinary action for late coming or unauthorized absence, please try to find out the reasons for late coming or unauthorized absence.
In most cases, we have observed that 'Conveyance' from the place of residence to the place of work is the main reason for late coming. You may help to overcome this and see whether this can reduce late coming and unauthorized absenteeism.
Deductions in salary may cause resentment among employees unless you follow the steps as suggested by Sri Sai Kumar.
Regards,
T.M. Rao
From India, Jamshedpur
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Rather than deducting salary or initiating disciplinary action for late coming or unauthorized absence, please try to find out the reasons for late coming or unauthorized absence.
In most cases, we have observed that 'Conveyance' from the place of residence to the place of work is the main reason for late coming. You may help to overcome this and see whether this can reduce late coming and unauthorized absenteeism.
Deductions in salary may cause resentment among employees unless you follow the steps as suggested by Sri Sai Kumar.
Regards,
T.M. Rao
From India, Jamshedpur
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Why find out reasons for late coming when you have been conveyed that office timing is 9:00 a.m. to 5:00 p.m.? It is your duty and responsibility to be on time in the office. Let the reasons be no proper conveyance, bus late, woke up late in the morning, to drop children at school by 8:40 a.m., and a whole host of reasons you may have (or you can create your own reasons).
When you were selected for the job, were you not informed about the office timing? Did you not agree to that? Then why do you expect the employer to find out reasons for your inability to be on time? My point is very simple. If the office timing is such and such, then you are bound to be in the office on time, nothing more.
Now, taking action against erring employees (latecomers) is a different issue. When we say latecomers, you must remember, there are other employees who also reported on time - how did they manage to come to the office on time? Give them an opportunity (whatever system you may adopt - sending circulars, counseling, etc.) to correct themselves. In spite of this, if they continue to be late, deduct their leave (perhaps half a day), and if they still persist, then go for disciplinary action.
V. Balaji
From India, Madras
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When you were selected for the job, were you not informed about the office timing? Did you not agree to that? Then why do you expect the employer to find out reasons for your inability to be on time? My point is very simple. If the office timing is such and such, then you are bound to be in the office on time, nothing more.
Now, taking action against erring employees (latecomers) is a different issue. When we say latecomers, you must remember, there are other employees who also reported on time - how did they manage to come to the office on time? Give them an opportunity (whatever system you may adopt - sending circulars, counseling, etc.) to correct themselves. In spite of this, if they continue to be late, deduct their leave (perhaps half a day), and if they still persist, then go for disciplinary action.
V. Balaji
From India, Madras
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As per UAE Labour Law, employees can be fined for disciplinary reasons, including absences, with "pay deduction" as a second step after giving warnings. Even though legally it is okay to deduct, please have a second thought before implementing such a measure as contemporary HR best practice does not support this.
Regards,
Majeed
From United Arab Emirates, Abu Dhabi
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Regards,
Majeed
From United Arab Emirates, Abu Dhabi
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