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Hi,

This is quite an issue in each organization. First of all, depending on the consensus with higher management, make a late-coming policy. There are no legal provisions for latecomers. Once you decide on the number of latecomings that you wish to allow each employee, no grace period should be allowed thereafter. It is the responsibility of each individual employee to come on time to the office. Please note that whatever period of grace period you allowed, habitual latecomers will never be happy and will continue to ask for more and more grace period. It is okay to deduct leave or salary for latecoming after exemptions are exhausted.

Finally, please note that the HR department should not be interested in deduction or punishment, but they should continuously keep on trying for improvement by taking support of the late-coming policy, etc. Habitual latecomers should be punished so that justice is done to those who respect the company policy and are disciplined. Some consideration should be given to those employees who sit late for work and do not claim any benefit in lieu of that.

Regards

From India, Mumbai
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Dear Sridhar,

It is always better to keep sending a warning email/letter/memo on a monthly basis that latecomers would be punished, and you can punish them only when things go beyond the limit/control. If you punish them, their help may be required when you want things to be done. As long as the job gets done, just leave it, but again, it depends on the nature of service you are offering to the clients/products that you manufacture, as one of the gentlemen said rightly.

Thanks and regards,

V. Gnanamani

From India, Madras
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If a senior-level employee is late on some occasions, should he/she be marked absent? What motivates senior employees to complete their work even if they have to stay in the office a little longer? Should highly skilled professionals be tied to specific duty hours? What are the disadvantages of maintaining an attendance register for senior responsible and accountable officers? Here, the administrative manager keeps strict vigilance over the attendance register and marks employees of equal rank as absent. Does this enforce discipline or demotivate employees?
From Bhutan, Phuntsholing
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Dear Members,

I have to adjust 48 working hours in a week, and according to staff, they need Saturdays off. Let me inform you of the scenario: we are construction project managers in Karachi, Pakistan. Our working hours are from 9:00 a.m. to no limit. The company is not well-organized by Partners, in case of the staff, and has spoiled them – no line managers, no department heads, just one-man departments. HR is considered as Martian. Our CEO is very keen to provide a friendly environment, but he can't recognize that he has already provided a home-like environment. There are no checks and balances; technically, staff is committing blunders but are still the stars in his eyes.

He wanted me to ask the staff about the work timings through a questionnaire. I was reluctant, but anyway, I did that and suggested some options (Questionnaire attached). Now, as they have given their viewpoint, he is not accepting anything. He says he wants to go for the easy procedures, but he cannot decide on any matters, and I wait for his signatures on every single document. We don't have an HR Policy because he makes changes and does not recognize them (Such a Confused Guy).

Suggestions required.

From Pakistan
Attached Files (Download Requires Membership)
File Type: doc Timing Questionnaire.doc (31.0 KB, 1419 views)

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Hi Sreedhar,

Time management policies vary from company to company. Grace timings can be set up to 09:37, meaning 7 minutes without penalty, and up to 09:50, 20 minutes charged at double the rate/single after 06:00. The out time will be 06:40 with double penalty, and if the penalty is single, then it's 06:20.

Khushnood

From Pakistan, Lahore
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Hi, I am sending our company policy regarding late coming as an attachment file. I have been using it and found it very effective. Sincerely yours, Prithvi Pal
From India, Mumbai
Attached Files (Download Requires Membership)
File Type: doc Company policy on Late coming.doc (21.5 KB, 4915 views)

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Only 15minutes grace period can be demanded in such case. HR has full right deduct you leave on the occasion of two late comings
From India, Mumbai
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Dear friend,

I need urgent help to write a letter or notice to all my staff, individually informing them that their salary will be deducted due to unexplained absences for the year 2009. In the letter, I need to communicate that we will deduct their salary or annual leave for 2009 if they do not reply after receiving this notice. If you have any templates available, please let me know or email them to me. I really need this urgently.

Thanks a lot.

From Malaysia, Seri Kembangan
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But is it legal coz if we do this wid the late comers they can raise their voice. I need to ask is it come in any Act or jus? Thanks in Advance Nisha
From India, Gurgaon
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Dear Sreedhar,

Even in my company, we had the same policy of salary cutting. Then, despite several complaints, a grace period of 10 minutes was given considering the traffic, etc. If the staff exceeds the grace period, then the salary cutting was applicable.

As our friend Samia rightly said, each company has its own HR policies, and it should be discussed with the management for a right decision.

Regards,
Philo

From Qatar, Doha
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