Dear friends,
our office attendance is at 9.30 am , but some employees very often come late by 5 minutes to 1 hour. Prior to taking any harsh action against the defaulting employee, i want to commensurate their late arrival with deduction of their cl. What are the prevailing systems in pvt. Companies to deal with late arrival of employees in office/work place ?
Please impart ur valuable suggestions .
Awaiting your guidelines,
thanks & regards
From India, Kolkata
2our office attendance is at 9.30 am , but some employees very often come late by 5 minutes to 1 hour. Prior to taking any harsh action against the defaulting employee, i want to commensurate their late arrival with deduction of their cl. What are the prevailing systems in pvt. Companies to deal with late arrival of employees in office/work place ?
Please impart ur valuable suggestions .
Awaiting your guidelines,
thanks & regards
From India, Kolkata
Dear Mr.Subir
There is no fixed rule for deducting CL for late comming.Its depend upon the Standing order or policy of the company. If there is no rule till date please frame a rule for late comming. or put a notice/circular and inform your proposed action for late commers
HR Alphonse
Pondy
9443625359
There is no fixed rule for deducting CL for late comming.Its depend upon the Standing order or policy of the company. If there is no rule till date please frame a rule for late comming. or put a notice/circular and inform your proposed action for late commers
HR Alphonse
Pondy
9443625359
There is no such clause for deducting any leave for late comers and may frame new policy for such late comers and fix condition to recovery leave through system base.
Hi,
There is specific provision for fine under The Payments of Wages Act 1936 under section 8 (1 to 8). As per provision of the Act, we can not directly impose fine on any employees. First of all, it is expected to release the Show cause, and provide him opportunity of showing cause against his misconduct. If reply is irrelevant or not acceptable the Charge sheet and departmental inquiry is suggested. And at the end of inquiry, Fine can be imposed as per The Industrial Employment (Standing Orders) Act 1946 under Order 25 (b), on any employees in accordance with the provision of the Payment of Wages Act.
We as an role of HR or as an role of an Organisation Head or as a role of Management have to consider the rules and ensure that our HR policy is compatiable & in accordance to the Payment of wages act or Industrial act or Factories act. Also we have to take care that the policy takes care of leagel terms and conditions prevaling in the country.
Hope this helps.
From India, Mahesana
There is specific provision for fine under The Payments of Wages Act 1936 under section 8 (1 to 8). As per provision of the Act, we can not directly impose fine on any employees. First of all, it is expected to release the Show cause, and provide him opportunity of showing cause against his misconduct. If reply is irrelevant or not acceptable the Charge sheet and departmental inquiry is suggested. And at the end of inquiry, Fine can be imposed as per The Industrial Employment (Standing Orders) Act 1946 under Order 25 (b), on any employees in accordance with the provision of the Payment of Wages Act.
We as an role of HR or as an role of an Organisation Head or as a role of Management have to consider the rules and ensure that our HR policy is compatiable & in accordance to the Payment of wages act or Industrial act or Factories act. Also we have to take care that the policy takes care of leagel terms and conditions prevaling in the country.
Hope this helps.
From India, Mahesana
In India applicability of certain labour laws depends on overall manpower, including contract workers, the org engages. Just check if the state model standing orders rules are applicable to you based on this.
Considering the scenario explained by you you may adopt the following:
Display notice mentioning about observed instance of late coming & ask employees to report withing reporting time. In the last para you may mention that if the instances are repeated you may be forced to initiate disciplinary action against erring employees.
Actions for late coming can be two-fold; monetary & discipline. You may deduct salary for total late coming at the end of your payroll month cycle. You may initiate disciplinary action against such employee. You will need expert's guidance for the same.
From India, Mumbai
Considering the scenario explained by you you may adopt the following:
Display notice mentioning about observed instance of late coming & ask employees to report withing reporting time. In the last para you may mention that if the instances are repeated you may be forced to initiate disciplinary action against erring employees.
Actions for late coming can be two-fold; monetary & discipline. You may deduct salary for total late coming at the end of your payroll month cycle. You may initiate disciplinary action against such employee. You will need expert's guidance for the same.
From India, Mumbai
Forgot to mention about deduction of leave for late coming.
Though some organisations follow the practice of deducting leave for certain instances of late coming in the year, this will be by & large illegal. This is so as standing orders don't permit this; such punishment will be disproportionate to the late coming quantum / instances. It is difficult to perceive that certifying officer will allow this to be incorporated in certified standing orders.
From India, Mumbai
Though some organisations follow the practice of deducting leave for certain instances of late coming in the year, this will be by & large illegal. This is so as standing orders don't permit this; such punishment will be disproportionate to the late coming quantum / instances. It is difficult to perceive that certifying officer will allow this to be incorporated in certified standing orders.
From India, Mumbai
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Late Arrival or Early Leave.pdf
No more working till late hours.doc