Hi dear Sunita,
I feel that this is not the only issue you are mentioning. I sense some dissatisfaction or an unfavorable office environment. Please investigate the working style and the type of work the person is doing. You may observe an employee who becomes more confident after arriving late; perhaps they are the oldest employee or have more direct interaction with higher authorities, which may make them feel superior to others. One solution may not fit all situations.
Regarding office size and reporting culture, I am not aware, but I believe several factors may affect managing office timing.
From India, New Delhi
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I feel that this is not the only issue you are mentioning. I sense some dissatisfaction or an unfavorable office environment. Please investigate the working style and the type of work the person is doing. You may observe an employee who becomes more confident after arriving late; perhaps they are the oldest employee or have more direct interaction with higher authorities, which may make them feel superior to others. One solution may not fit all situations.
Regarding office size and reporting culture, I am not aware, but I believe several factors may affect managing office timing.
From India, New Delhi
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Dear Sunita,
In the absence of much information, just going on the content which you have posted, I have certain points to make.
1. Do you allow a grace period? For example, if the office starts at 9:00 a.m., then allowing people to reach the office by 9:10 a.m.
2. Do you have a policy for late arrivals? If not, then it's time for you to create one. For instance, clearly specifying slabs of late arrivals and the resulting consequences.
You could decide on or fix the number of late arrivals permissible, after which it could be adjusted either against salary or paid leaves. For example, allowing an employee to report to duty 15 minutes late twice in a month. Depending on your organization, this time limit could range from 30 minutes to 1 hour. For these late arrivals (though permitted), the employee will have to fill in a late arrival Permission Slip on that very day, get it approved from the immediate Head or Manager, and then submit it to HR for their approval too.
It's a personal experience that such methods do work. There is a very rare possibility that you will have to remind them again. Employees themselves will take care, and even the approving authority will be in the loop.
If the staff size isn't big enough, then please try to find out the possible reasons, followed by counseling. If still nothing changes, then verbal and written warnings should follow. Please make it a point to elaborate on everything step by step very precisely in the policy. This might help you. The most desirable action would be finding the root cause, whether this late coming is just out of habit or if there are other underlying reasons.
* * *
I have corrected the spelling, grammar, and formatting errors in the text.
From India, Vadodara
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7In the absence of much information, just going on the content which you have posted, I have certain points to make.
1. Do you allow a grace period? For example, if the office starts at 9:00 a.m., then allowing people to reach the office by 9:10 a.m.
2. Do you have a policy for late arrivals? If not, then it's time for you to create one. For instance, clearly specifying slabs of late arrivals and the resulting consequences.
You could decide on or fix the number of late arrivals permissible, after which it could be adjusted either against salary or paid leaves. For example, allowing an employee to report to duty 15 minutes late twice in a month. Depending on your organization, this time limit could range from 30 minutes to 1 hour. For these late arrivals (though permitted), the employee will have to fill in a late arrival Permission Slip on that very day, get it approved from the immediate Head or Manager, and then submit it to HR for their approval too.
It's a personal experience that such methods do work. There is a very rare possibility that you will have to remind them again. Employees themselves will take care, and even the approving authority will be in the loop.
If the staff size isn't big enough, then please try to find out the possible reasons, followed by counseling. If still nothing changes, then verbal and written warnings should follow. Please make it a point to elaborate on everything step by step very precisely in the policy. This might help you. The most desirable action would be finding the root cause, whether this late coming is just out of habit or if there are other underlying reasons.
* * *
I have corrected the spelling, grammar, and formatting errors in the text.
From India, Vadodara
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Thank you, members, for all your responses. Some of the members have asked me about the size of the org, so let me tell you it's a mid-sized organization with a headcount of less than 100.
I agree with most of the members that if an employee is productive and dedicated to their work (working late hours on their given projects/assignments), some relaxation can be considered. However, if he/she is idling away without much work and then reporting late to the office, it warrants serious action.
From India, Hyderabad
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I agree with most of the members that if an employee is productive and dedicated to their work (working late hours on their given projects/assignments), some relaxation can be considered. However, if he/she is idling away without much work and then reporting late to the office, it warrants serious action.
From India, Hyderabad
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(Fact Checked)-The user reply is [B]correct[/B] based on general HR principles and practices. (1 Acknowledge point)
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If the guy is productive enough than it is better to ignore his late coming. OR he can be directed to be in office in the evening till late in evening.
From India, Bangalore
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From India, Bangalore
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Hi all,
I personally agree with the suggestion given by Ms. Shalini. We are also practicing the same policy in our organization.
Sunita, our company is also of medium size. What we have done is that our office starts at 9:00 am, but we have given a grace period of 30 minutes. Besides that, we have divided time slots for leave deduction. For example, if a person comes after 11:00 am, then 0.25 is deducted from their CL/PL. Furthermore, if by coming late they are compensating by sitting late and completing their work, they need to email the HR department through their immediate supervisor for a waiver in leave deduction. This adjustment does not impact the productivity of the employee.
Similarly, implementing something along these lines can help resolve the issue of employees arriving late.
Regards,
Sheetal Sahasrabudhe
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I personally agree with the suggestion given by Ms. Shalini. We are also practicing the same policy in our organization.
Sunita, our company is also of medium size. What we have done is that our office starts at 9:00 am, but we have given a grace period of 30 minutes. Besides that, we have divided time slots for leave deduction. For example, if a person comes after 11:00 am, then 0.25 is deducted from their CL/PL. Furthermore, if by coming late they are compensating by sitting late and completing their work, they need to email the HR department through their immediate supervisor for a waiver in leave deduction. This adjustment does not impact the productivity of the employee.
Similarly, implementing something along these lines can help resolve the issue of employees arriving late.
Regards,
Sheetal Sahasrabudhe
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Dear Sunita,
I guess it is enough of efforts you have already put up on this guy. It will be better to move from thought to action. Do deduct his salary with reference to the late marks. For example, 3 late marks = Deduction of half day salary. If he is smarter with his work assignments, be cautious before implementing this action. Otherwise, you may lose your potential employee.
From India, Mumbai
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I guess it is enough of efforts you have already put up on this guy. It will be better to move from thought to action. Do deduct his salary with reference to the late marks. For example, 3 late marks = Deduction of half day salary. If he is smarter with his work assignments, be cautious before implementing this action. Otherwise, you may lose your potential employee.
From India, Mumbai
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Hi,
Our office time is 10 am, and a grace period of 5 minutes will be given. If you arrive after 10:05, it will be considered late until 11 am. Each employee is allowed to utilize 2 late arrivals in a month, and on their 3rd late arrival, they will lose a day's salary.
If you arrive after 11 am, you will be considered absent, even if you work on that day.
Employees are allowed 30 leaves per year. If this limit is exceeded, management will issue a warning, and it may also impact yearly increments. This principle applies to all senior and junior employees.
I am not sure whether this policy is right or wrong, but it is effective.
Regards,
Uma.
From India, Calcutta
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Our office time is 10 am, and a grace period of 5 minutes will be given. If you arrive after 10:05, it will be considered late until 11 am. Each employee is allowed to utilize 2 late arrivals in a month, and on their 3rd late arrival, they will lose a day's salary.
If you arrive after 11 am, you will be considered absent, even if you work on that day.
Employees are allowed 30 leaves per year. If this limit is exceeded, management will issue a warning, and it may also impact yearly increments. This principle applies to all senior and junior employees.
I am not sure whether this policy is right or wrong, but it is effective.
Regards,
Uma.
From India, Calcutta
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If the problem lies where his relatives may be hospitalized and need serious attention, I feel you have to excuse. If he is consistently coming late, you can warn him and take necessary action after issuing a memo.
From India, Bangalore
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From India, Bangalore
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Hi Sunitha,
One simple solution: make those guys work late, and they will surely come on time. If somebody is coming 30 minutes late, make them work one hour. Simply warn them to work double time if they come late. This will surely fix the problem, as I have practically used this and it worked out for me.
Thanks,
Kumar
From India, Hyderabad
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One simple solution: make those guys work late, and they will surely come on time. If somebody is coming 30 minutes late, make them work one hour. Simply warn them to work double time if they come late. This will surely fix the problem, as I have practically used this and it worked out for me.
Thanks,
Kumar
From India, Hyderabad
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HR Manual (Employee Hand Book).doc
CiteHR.AI
(Fact Checked)-The user provided accurate and relevant information regarding addressing the issue of late coming in the workplace, including implementing policies for late arrivals and setting permissible limits. The suggestion of documenting late arrivals and seeking approval can be effective in managing tardiness. (1 Acknowledge point)