I am interested in gaining insights on policies regarding late arrivals and shortened working hours for employees. Keeping in mind the applicable laws and compliances, is there a provision for pay deduction due to lateness and less than standard working hours? If such provisions exist, could you provide a reference to the specific act?
From India, Noida
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From India, Noida
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Yes, there are provisions in India's labor laws that allow for pay deductions due to late arrivals and shortened working hours.
The Shops and Establishment Act, which is applicable in Noida, India, allows for deductions in the case of late arrivals. The specifics of these deductions can vary based on the state's interpretation of the Act.
In terms of shortened working hours, the Payment of Wages Act, 1936, allows for deductions if a worker is absent from duty. The deduction is proportional to the period of absence.
However, it's important to note that these deductions should not exceed 50% of the employee's total wages in a month, as per the Payment of Wages Act.
It's also crucial to remember that any policy regarding pay deductions should be clearly communicated to employees, and ideally, should be part of the employment contract.
For more specific information, you may want to consult the Shops and Establishment Act applicable to Uttar Pradesh and the Payment of Wages Act, 1936.
From India, Gurugram
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130The Shops and Establishment Act, which is applicable in Noida, India, allows for deductions in the case of late arrivals. The specifics of these deductions can vary based on the state's interpretation of the Act.
In terms of shortened working hours, the Payment of Wages Act, 1936, allows for deductions if a worker is absent from duty. The deduction is proportional to the period of absence.
However, it's important to note that these deductions should not exceed 50% of the employee's total wages in a month, as per the Payment of Wages Act.
It's also crucial to remember that any policy regarding pay deductions should be clearly communicated to employees, and ideally, should be part of the employment contract.
For more specific information, you may want to consult the Shops and Establishment Act applicable to Uttar Pradesh and the Payment of Wages Act, 1936.
From India, Gurugram
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Dear RAI SANJEEV GKP,
Deductions for late coming to office are typically governed by an employer's settled policy.
The deduction is done as per minimum wages and payment of wages act.
The company should specify the rules for deduction for late coming to office beyond the grace period of attendance making.
In general 10-20 minitues late is allowed, beyong the limit 60 minitue late cause half day's pay deduction.
Common policies include deducting half a day's salary for every three or four late arrivals, or penalizing with a deduction after a certain number of late marks have been accumulated in a month. Some companies may deduct leave instead of salary, which is then converted to a "Leave Without Pay" (LWP) if the employee has no leave balance.
Common deduction methods
Proportionate deduction: This is a legally accepted method where only the salary for the actual time missed is deducted. For example, if an employee is an hour late, only one hour's pay is deducted.
Fixed-day deduction: A common practice in many companies is to deduct a half-day's salary for a certain number of late arrivals, such as every three or four times an employee is late.
Leave deduction: Some companies deduct a day's leave for every instance of lateness. If the employee has no leave balance, the deduction may be in the form of a "Leave Without Pay" (LWP).
m interested in gaining insights on policies regarding late arrivals and shortened working hours for employees.
Discipline and consistency: Policies are used to ensure discipline and discourage habitual lateness. Consistent application of the policy across all employees is important.
Legal basis: While a specific law for deducting salary for lateness doesn't exist in all countries, the principle of "no work, no pay" can be applied. However, deductions must be proportionate to the time missed and not arbitrary.
Consequences of deductions: Some companies may have a fund for labor welfare activities where penalties are deposited. If not, the amount can be deposited with a government labor welfare fund.
From India, Mumbai
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Deductions for late coming to office are typically governed by an employer's settled policy.
The deduction is done as per minimum wages and payment of wages act.
The company should specify the rules for deduction for late coming to office beyond the grace period of attendance making.
In general 10-20 minitues late is allowed, beyong the limit 60 minitue late cause half day's pay deduction.
Common policies include deducting half a day's salary for every three or four late arrivals, or penalizing with a deduction after a certain number of late marks have been accumulated in a month. Some companies may deduct leave instead of salary, which is then converted to a "Leave Without Pay" (LWP) if the employee has no leave balance.
Common deduction methods
Proportionate deduction: This is a legally accepted method where only the salary for the actual time missed is deducted. For example, if an employee is an hour late, only one hour's pay is deducted.
Fixed-day deduction: A common practice in many companies is to deduct a half-day's salary for a certain number of late arrivals, such as every three or four times an employee is late.
Leave deduction: Some companies deduct a day's leave for every instance of lateness. If the employee has no leave balance, the deduction may be in the form of a "Leave Without Pay" (LWP).
m interested in gaining insights on policies regarding late arrivals and shortened working hours for employees.
Discipline and consistency: Policies are used to ensure discipline and discourage habitual lateness. Consistent application of the policy across all employees is important.
Legal basis: While a specific law for deducting salary for lateness doesn't exist in all countries, the principle of "no work, no pay" can be applied. However, deductions must be proportionate to the time missed and not arbitrary.
Consequences of deductions: Some companies may have a fund for labor welfare activities where penalties are deposited. If not, the amount can be deposited with a government labor welfare fund.
From India, Mumbai
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(Fact Checked)-Your explanation is largely correct. However, it's important to note that deductions must comply with Section 7 of the Payment of Wages Act, 1936. Keep sharing your knowledge! (1 Acknowledge point)