Hi
In my company, we have set a 8 km radius. Anyone travelling to a site beyond 8 kms in range from the actual office location is paid a certain amount. You could have a slab, depending on the usual distane of sites.
Regards
From India, Visakhapatnam
4In my company, we have set a 8 km radius. Anyone travelling to a site beyond 8 kms in range from the actual office location is paid a certain amount. You could have a slab, depending on the usual distane of sites.
Regards
From India, Visakhapatnam
Dear Friend,
It is always true that employees want to take the fruits from the tree and also eat the ones that have fallen on the ground. Similarly owners not only want the fruits on the tree but also collect all those on the ground. It is when both parties insist on taking more than their respective fair share that we have industrial unrest. Hence in your case the employee wants to travel to and fro from home to work/office gratis at company's cost and employers wants to minimise the cost of conveyance by denying the employee the home to work conveyance from being gratis and loaded on the company expenses. What is the fair share of this cost that the employee should bear from his meagre salary and what should the rich employer bear? Is that right?
As an HR professional of over 30 years I suggest that you do some homework. i.e. what is the cost of bearing the conveyance cost vis-a-vis the cost of a work stoppage, harm to the company's goodwill by a disgruntled employee, employee trying to make up the loss of that conveyance reimbursement by some other means difficult for you to monitor, the additional cost of manhours in calculating the distances travelled minus distance from residence to office everytime locationwise on daily basis, the damage to the the psychological fabric of the employee over such a move, etc.,etc.
I can assure you that the savings you plan to get will be far outweighed by the "costs" to the business overall.
Think over it and then decide.
What should be done is dont stop this benefit to all because some few maybe abusing the benefit but catch those few culprits and give them examplery punishment and if the others object ask them what would they prefer- a general clampdown on the benefit or the their acquiescence to the punishment of the culprits.
Hope you will find my treatise of the matter useful. The decision is yours and your management's.
Regards,
UG
From India, Bangalore
It is always true that employees want to take the fruits from the tree and also eat the ones that have fallen on the ground. Similarly owners not only want the fruits on the tree but also collect all those on the ground. It is when both parties insist on taking more than their respective fair share that we have industrial unrest. Hence in your case the employee wants to travel to and fro from home to work/office gratis at company's cost and employers wants to minimise the cost of conveyance by denying the employee the home to work conveyance from being gratis and loaded on the company expenses. What is the fair share of this cost that the employee should bear from his meagre salary and what should the rich employer bear? Is that right?
As an HR professional of over 30 years I suggest that you do some homework. i.e. what is the cost of bearing the conveyance cost vis-a-vis the cost of a work stoppage, harm to the company's goodwill by a disgruntled employee, employee trying to make up the loss of that conveyance reimbursement by some other means difficult for you to monitor, the additional cost of manhours in calculating the distances travelled minus distance from residence to office everytime locationwise on daily basis, the damage to the the psychological fabric of the employee over such a move, etc.,etc.
I can assure you that the savings you plan to get will be far outweighed by the "costs" to the business overall.
Think over it and then decide.
What should be done is dont stop this benefit to all because some few maybe abusing the benefit but catch those few culprits and give them examplery punishment and if the others object ask them what would they prefer- a general clampdown on the benefit or the their acquiescence to the punishment of the culprits.
Hope you will find my treatise of the matter useful. The decision is yours and your management's.
Regards,
UG
From India, Bangalore
We are a contractual COmpany too and we follow a policy that when we send a person directly to site from Home and not requireing him to come to office we pay them full conveyance and the day we require them to report to office from Home we ask them not to charge the amount for the distance travelled from their home to our office.... Our Employees as more than happy for they have to come hardly one or two times to office.
Regards,
Maneesh Sanghi
From India, Delhi
Regards,
Maneesh Sanghi
From India, Delhi
Hi
We too have people out of office at client sites for audit and consulting assignments. They don't come to office most of the time.
We have a policy of reimbursing travel cost from deviation point, meaning, the cost is provided from the point where he has to divert from his or her normal route. If the employee goes in a direction different from the way to office, we pay entire conveyance. If he has to travel part of the way common to his office route, then that part is disallowed.
However, this is fair only if the persons posting location is fixed and doesn't change. And if it was known when the person joined. When we changed office 2 years back, we asked each one to give details of differential travle cost and increased salary to that extent. You have to naturally ensure that the person gets pay that is worthwhile for him to travel to office at his own cost.
From India, Mumbai
We too have people out of office at client sites for audit and consulting assignments. They don't come to office most of the time.
We have a policy of reimbursing travel cost from deviation point, meaning, the cost is provided from the point where he has to divert from his or her normal route. If the employee goes in a direction different from the way to office, we pay entire conveyance. If he has to travel part of the way common to his office route, then that part is disallowed.
However, this is fair only if the persons posting location is fixed and doesn't change. And if it was known when the person joined. When we changed office 2 years back, we asked each one to give details of differential travle cost and increased salary to that extent. You have to naturally ensure that the person gets pay that is worthwhile for him to travel to office at his own cost.
From India, Mumbai
thanks every one for wonderful and logical suggestions. I'am looking for more options. Plz keep poasting if you find some more ways to address this issue. Once again thank you very much for your active participations. All of you are amazing.
From India, Delhi
From India, Delhi
Durga, why dont u talk to yr manager and convince him if they earn a few bucks, the policy shud be proactive and positive to allow them claim conv from home to work spot and so on. In these days of high labour turnover, once u hv raised this issue, u can talk to yr unorganised labour and make it a point of motivation that u wud paying conv allowance from home to workspot. If the company happens to spend some amount here and there, it does not matter as a health HR policy makes a healthy work force. Yr employees will not try to manipulate and claim the actuals which may be good in the long run.
think of this and act accordingly. I believe we need to come of the conservative shell and think a bit different to maintain the force.
From India, Bangalore
think of this and act accordingly. I believe we need to come of the conservative shell and think a bit different to maintain the force.
From India, Bangalore
Dear M/s Durga,
i can understand the situation as i have faced it at many times when i was new. I have a Solution for this and you can contact me by mail. My email id is
.
Thanks and Regards
Viplolve
From India, Delhi
i can understand the situation as i have faced it at many times when i was new. I have a Solution for this and you can contact me by mail. My email id is
Thanks and Regards
Viplolve
From India, Delhi
Hello,
There are three Options for you.........
1. Deduct the amount or kms. of the distance from home to office and reimburse the remaining amount/kms. You can bifurcate them as per the designation if vary.
2. You can tell to your boss..If we go long then we should always have a win-win situation and for that if we earn Rs. 100/- with the help of these people then we should spend Re. 1/- for them. Ya their might be few people who take undue advantage of this but we will get more good people whom we can trust.
3. If your boss decline the 2nd option then FIRE HIM...........
From India, Bombay
There are three Options for you.........
1. Deduct the amount or kms. of the distance from home to office and reimburse the remaining amount/kms. You can bifurcate them as per the designation if vary.
2. You can tell to your boss..If we go long then we should always have a win-win situation and for that if we earn Rs. 100/- with the help of these people then we should spend Re. 1/- for them. Ya their might be few people who take undue advantage of this but we will get more good people whom we can trust.
3. If your boss decline the 2nd option then FIRE HIM...........
From India, Bombay
Hi,
I have a query, most of the employees do manipulations in their travel Allowance report, just want to know what kind of manipulations they can do.
generally employee submit fake bills of hotels, food, travel bills.
And also if two employees from different department sharing same room on tour and both claim for TA (one claim under with bill head & other claim under without bill claim) how we can recognize these people.
Apart form this what they can do, please suggest as my boss asked me to work on it.
Regards,
Swati
From India, Mumbai
I have a query, most of the employees do manipulations in their travel Allowance report, just want to know what kind of manipulations they can do.
generally employee submit fake bills of hotels, food, travel bills.
And also if two employees from different department sharing same room on tour and both claim for TA (one claim under with bill head & other claim under without bill claim) how we can recognize these people.
Apart form this what they can do, please suggest as my boss asked me to work on it.
Regards,
Swati
From India, Mumbai
Hello all, i am working in a Japanese company having a warehouse in Greater Noida. We have around 20 contractual staff working in warehouse for loading/ unloading activity. All are unskilled workers. Since all the staff were coming from different location, we want to give them conveyance reimbursement as having a company cab will not solve the purpose as the route doesn't match. As per their actual expenses, the cost is coming around 5000/- per person which will not be approved by the management at any cost. Can someone guide me how to design a conveyance policy for contractual labour ? It is very urgent. The salary bracket of all the contractual staff is between 12000-20000 K.
regards
Yamini
From India, Delhi
regards
Yamini
From India, Delhi
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