I am working with a HR Dept of a multinational Company.I have one employee who has a habit of late coming.
After many oral warnings he is still continuing the same.Can any of you suggest how this employee can be controlled.
Regards
Arya
From India, Chennai
1After many oral warnings he is still continuing the same.Can any of you suggest how this employee can be controlled.
Regards
Arya
From India, Chennai
Hi
You know you need to set a criteria if someone is habitual for late coming what you need to do is that issue him written warning then evaluate if is continues it or take this warning seriously then issue him warning again after three warnings give him a final written warning n let him know after that company reserves the right to terminate you at any point of time if you do not meet the requirements.
SABEETA MUSHTAQ
From Pakistan, Islamabad
You know you need to set a criteria if someone is habitual for late coming what you need to do is that issue him written warning then evaluate if is continues it or take this warning seriously then issue him warning again after three warnings give him a final written warning n let him know after that company reserves the right to terminate you at any point of time if you do not meet the requirements.
SABEETA MUSHTAQ
From Pakistan, Islamabad
Hi ,
I am sukhada. I can suggest to you that if said employee is continuing his habit of late coming then, he must be asked about reasons behind it. If there are valid reasons behind it efforts must be taken to solve them.
If it is not the case then the said employee must be given written warning and to be warned about possible circumstances of being fined.
The said employee must be given few lectures on Time Management so that he can learn usefullness of time.
Thanks...
From India, Pune
I am sukhada. I can suggest to you that if said employee is continuing his habit of late coming then, he must be asked about reasons behind it. If there are valid reasons behind it efforts must be taken to solve them.
If it is not the case then the said employee must be given written warning and to be warned about possible circumstances of being fined.
The said employee must be given few lectures on Time Management so that he can learn usefullness of time.
Thanks...
From India, Pune
Arya,
with due regards, since your organsiation claims to be a MNC then the answer is "arriving late/ leaving early is not an issue. "
unscheduled leaves affect business targets.
this is a sound business practice as per MBNQA and in use by top 200 cos.
surya
From India, Delhi
with due regards, since your organsiation claims to be a MNC then the answer is "arriving late/ leaving early is not an issue. "
unscheduled leaves affect business targets.
this is a sound business practice as per MBNQA and in use by top 200 cos.
surya
From India, Delhi
1)Speak to your higher Authority to change that persons time and make sure that he completes the hrs of working .
2)Give that person written memo saying that after several oral warings .
3) If you have punching machine for time record show that person his time make sure ua have enough records 3 months recours .[/b]
2)Give that person written memo saying that after several oral warings .
3) If you have punching machine for time record show that person his time make sure ua have enough records 3 months recours .[/b]
We have a Internal Memo in our office:
To: (NAME AND/OR DEPARTMENT)
From: (NAME AND/OR DEPARTMENT)
Subject: (SUBJECT TOPIC)
Date: (APPROPRIATE DATE)
This memo is to remind all employees that the customary working hours within our firm are (HOURS). We expect that all workers will be punctual in their arrival in the morning and will not leave early at the end of the day.
Unless you have made prior alternate arrangements for your business day, please adhere closely to the above-stated time guidelines. It is very important that all employees be aware of and follow the company's hours.
Habitual tardiness or early departure does negatively affect your personal review. Statements regarding your working hours can either be positive and lead to an increase in your salary at review time, or
negative and lead to no raise or even to disciplinary action.
We regret having to issue this reminder. We sincerely hope that no such additional reminders are needed in the future.
Signed (HR or MANAGEMENT)
From China, Shanghai
To: (NAME AND/OR DEPARTMENT)
From: (NAME AND/OR DEPARTMENT)
Subject: (SUBJECT TOPIC)
Date: (APPROPRIATE DATE)
This memo is to remind all employees that the customary working hours within our firm are (HOURS). We expect that all workers will be punctual in their arrival in the morning and will not leave early at the end of the day.
Unless you have made prior alternate arrangements for your business day, please adhere closely to the above-stated time guidelines. It is very important that all employees be aware of and follow the company's hours.
Habitual tardiness or early departure does negatively affect your personal review. Statements regarding your working hours can either be positive and lead to an increase in your salary at review time, or
negative and lead to no raise or even to disciplinary action.
We regret having to issue this reminder. We sincerely hope that no such additional reminders are needed in the future.
Signed (HR or MANAGEMENT)
From China, Shanghai
Hi, I am col j r vatsa(retd). it is unfortunate that the concerned employee is a habitual late comer. first of all please try to talk to him and find out the reasons for his habitual late coming. even if the reasons for delayed reporting are convincing, you need to impress upon him the necessity of reporting in time for the sake of discipline and corporate culture. such practices can have adverse fall outs on others. in case if the employee mends his ways then it is ok. if he still continues with the same habit, then give him three written warnings and thereafter initiate diciplinary action him with the provision of levying of financial penalities which is likely to hurt him most. hopefully wisdom would prevail over him and he is likely to become punctual. thanx. col j r vatsa(retd)
From India, Delhi
From India, Delhi
Whether you can raise this matter up depends on whether on not you had promised him flexi-hours as some companies do.
If you have, it must be checked whether the employee is both late in coming and early in leaving. If that is the case, chances are that his work suffers. If work suffers it is his manager's prerogative to insist him on following a particular, rough timing so that his work will not be affected. He can be shown in a gentle and persuasive way that his sloppy work and erratic timings can affect his growth in terms of responsibility and remuneration.
Three memos and disciplinary warnings and dismissal letter would have worked in 1975 and in 1985, but with a crunch for good quality, skilled resources these days, you wouldn't want to take the loyalty of an otherwise good employee who is just a habitual late-comer.
Remember, for good candidates, jobs are not difficult to find. They can just walk into the next company with better perks and benefits (perhaps even real flexi-hours)!
From India
If you have, it must be checked whether the employee is both late in coming and early in leaving. If that is the case, chances are that his work suffers. If work suffers it is his manager's prerogative to insist him on following a particular, rough timing so that his work will not be affected. He can be shown in a gentle and persuasive way that his sloppy work and erratic timings can affect his growth in terms of responsibility and remuneration.
Three memos and disciplinary warnings and dismissal letter would have worked in 1975 and in 1985, but with a crunch for good quality, skilled resources these days, you wouldn't want to take the loyalty of an otherwise good employee who is just a habitual late-comer.
Remember, for good candidates, jobs are not difficult to find. They can just walk into the next company with better perks and benefits (perhaps even real flexi-hours)!
From India
Hi
As suggested by Surya, late coming is not really an issue in MNCs, which normally have flexible timings. So there could be people who are comfortable coming in a little later in the day and staying back to make up for the time lost.
The most important factor here is that does the late coming affect work adversely. If it does not and the person continues to be a good performer despite coming late, then I don't think there should be a problem.
However if the late coming if affecting work, due to the person not spending enough time at office or the person not being available for important meetings, then it is definitely an issue to be tackled.
In either case, it is good to have a company policy in this regard. For example if your company follows a flexi time approach then mention the time band allowable and the minimum number of hours that need to be clocked to be counted as a full working day. If the company does not permit flexi time, then mention the time by which employees are expected to be in office. A couple of times of late coming can be over looked, however beyond that each day of late coming would be considered as un approved half day leave and that would be deducted from the person's salary as loss of pay.
However this kind of a policy should be used with caution, especially in instances where people do have a genuine reason for being late. So use it judiciously, it will work.
Regards
Rosy
From India, Bangalore
As suggested by Surya, late coming is not really an issue in MNCs, which normally have flexible timings. So there could be people who are comfortable coming in a little later in the day and staying back to make up for the time lost.
The most important factor here is that does the late coming affect work adversely. If it does not and the person continues to be a good performer despite coming late, then I don't think there should be a problem.
However if the late coming if affecting work, due to the person not spending enough time at office or the person not being available for important meetings, then it is definitely an issue to be tackled.
In either case, it is good to have a company policy in this regard. For example if your company follows a flexi time approach then mention the time band allowable and the minimum number of hours that need to be clocked to be counted as a full working day. If the company does not permit flexi time, then mention the time by which employees are expected to be in office. A couple of times of late coming can be over looked, however beyond that each day of late coming would be considered as un approved half day leave and that would be deducted from the person's salary as loss of pay.
However this kind of a policy should be used with caution, especially in instances where people do have a genuine reason for being late. So use it judiciously, it will work.
Regards
Rosy
From India, Bangalore
ARE WE LIVING IN INDUSTRIAL AGE OR INTERNET AGE. YOU AND YOUR COMPANY HAVE TO ARRIVE AT A CONSENSUS.
THIS IS THE ERA OF FLEXI TIMINGS, WORK FROM HOME, PART TIMERS, CONSULTANTS, ALL WILLING TO STRIKE A BALANCE IN LIFE.
TALENTED PEOPLE KNOW THIS AND SET THEIR OWN SET OF RULES.
DECIDE WHETHER YOU NEED THAT EMPLOYEE OR THAT EMPLOYEE NEEDS THE COMPANY.
YOU CAN FIND ANOTHER ONE CONFORMING TO YOUR PLACE.
ONE GETS WHAT ONE DESERVES.
From India, New Delhi
THIS IS THE ERA OF FLEXI TIMINGS, WORK FROM HOME, PART TIMERS, CONSULTANTS, ALL WILLING TO STRIKE A BALANCE IN LIFE.
TALENTED PEOPLE KNOW THIS AND SET THEIR OWN SET OF RULES.
DECIDE WHETHER YOU NEED THAT EMPLOYEE OR THAT EMPLOYEE NEEDS THE COMPANY.
YOU CAN FIND ANOTHER ONE CONFORMING TO YOUR PLACE.
ONE GETS WHAT ONE DESERVES.
From India, New Delhi
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No more working till late hours.doc