Dear Ganesh Ji,
Though it is the prerogative of any Company to frame rules for their late coming employees and they can easily be fined for this. But instead of penalising the late comers, it would be better to give special awards for those who attend their duties regularly and in time. I hope, it will have a positive effect on the late comers.
Wishing all members and viewers a Very Happy and Colourful Holi !!!
TR Chamoli
From India, Kanpur
Though it is the prerogative of any Company to frame rules for their late coming employees and they can easily be fined for this. But instead of penalising the late comers, it would be better to give special awards for those who attend their duties regularly and in time. I hope, it will have a positive effect on the late comers.
Wishing all members and viewers a Very Happy and Colourful Holi !!!
TR Chamoli
From India, Kanpur
Dear All,
Please give a satisfactory soluation of Ganesh's question.
Yes,we can make a rule to put some penalty for late comer.
Give 15 minutes grace period and give three chance in a month time to tolerate the late coming and after fourth late coming automatically deduct one day salary.
Before making above rule ,please ask to labour office to approve standing order for your company with this clause or incase your organisation does not required standing order as per rule then arrange a employee meeting and take consent/agreement of minutes of meeting with this clause.
Regarding the Overtime,you have to follows rules as per law.
From India, Delhi
46Please give a satisfactory soluation of Ganesh's question.
Yes,we can make a rule to put some penalty for late comer.
Give 15 minutes grace period and give three chance in a month time to tolerate the late coming and after fourth late coming automatically deduct one day salary.
Before making above rule ,please ask to labour office to approve standing order for your company with this clause or incase your organisation does not required standing order as per rule then arrange a employee meeting and take consent/agreement of minutes of meeting with this clause.
Regarding the Overtime,you have to follows rules as per law.
From India, Delhi
Hi,
Habitual late coming is an issue.
Please follow this process. Give 15 min grace for late coming and early leaving. for example if the duty hours begins from 9.30 AM then he should be allowed to come late till 9.45 AM. If he is late to 9.46 then his late time should be 16 min. The same will happen for early leaving. which means a person can be late by 32 min every day. Please calculate the total late min. Based on the hours of late you can deduct from casual leave. Total 60 min late will attract half day CL deduction. Means deviding by 60 you can calculate the total hours of late in a month.
Intimate him his late and early leaving details, warn him and if required adjust from balance casual leave. If he has exhausted casual leave deduct from EL/PL or deduct salary in the same proportion. For every 1 hour late half casual leave.
Please act according to the situation, use your discreation, take into confidence the respective HOD before action. You can only calculate this if your attendance recording system is computerised or you have a swiping system.
Bishu
From India, Patna
Habitual late coming is an issue.
Please follow this process. Give 15 min grace for late coming and early leaving. for example if the duty hours begins from 9.30 AM then he should be allowed to come late till 9.45 AM. If he is late to 9.46 then his late time should be 16 min. The same will happen for early leaving. which means a person can be late by 32 min every day. Please calculate the total late min. Based on the hours of late you can deduct from casual leave. Total 60 min late will attract half day CL deduction. Means deviding by 60 you can calculate the total hours of late in a month.
Intimate him his late and early leaving details, warn him and if required adjust from balance casual leave. If he has exhausted casual leave deduct from EL/PL or deduct salary in the same proportion. For every 1 hour late half casual leave.
Please act according to the situation, use your discreation, take into confidence the respective HOD before action. You can only calculate this if your attendance recording system is computerised or you have a swiping system.
Bishu
From India, Patna
I believe that charging penalty or deducting salaries of the employees is not a sustainable solution. Try to understand the problem of the employees first, then only make such rules if required.
King Regards
Swati
From India, Delhi
King Regards
Swati
From India, Delhi
Dear Ganesh,
I am agree with Viraj, even in our office as well the timings are 9:30am -6:30pm but people are coming very late till 12:00 afternoon but the only thing is they are working till late night & giving all the projects on time.
So, coming late is not the concern but doing their work on time is the priority.
From India, Hyderabad
I am agree with Viraj, even in our office as well the timings are 9:30am -6:30pm but people are coming very late till 12:00 afternoon but the only thing is they are working till late night & giving all the projects on time.
So, coming late is not the concern but doing their work on time is the priority.
From India, Hyderabad
Subject - Re: Panelty on Late Comming to Office
Hello Readers,
Deducting salary like 1/2 day or full day is obsolete in today scenario, need to be different handling this kind of issues.
Here in this country most of our employees are dependent of public transport, some own vehicles.
Traffic hazaradous is heavy, no one really cannot expect in time owing to this situation, employee is an great asset they morality shoud not be suffered if we deduct from salary...but still discipline is very most important what come may go.....Thus it can done like this IN EVENT EMPLOYEE COMING LATE FOR EVERY MINUTE A RUPEE WOULD BE FINED....This will some how will show improvement in adhering the office timings.
Cheers,
Venkat.
From India, Hyderabad
Hello Readers,
Deducting salary like 1/2 day or full day is obsolete in today scenario, need to be different handling this kind of issues.
Here in this country most of our employees are dependent of public transport, some own vehicles.
Traffic hazaradous is heavy, no one really cannot expect in time owing to this situation, employee is an great asset they morality shoud not be suffered if we deduct from salary...but still discipline is very most important what come may go.....Thus it can done like this IN EVENT EMPLOYEE COMING LATE FOR EVERY MINUTE A RUPEE WOULD BE FINED....This will some how will show improvement in adhering the office timings.
Cheers,
Venkat.
From India, Hyderabad
Dear all seniors,
Pls. tell us the act/rule by which we can act upon these late commers & how.
Q1. Can we dismiss them?
Q2. Can we deduct some wages in part or full day or even more??
regards
Manish Gupta
From India, Mumbai
Pls. tell us the act/rule by which we can act upon these late commers & how.
Q1. Can we dismiss them?
Q2. Can we deduct some wages in part or full day or even more??
regards
Manish Gupta
From India, Mumbai
Dear Friend,
First confirm with Sr Management have they approved Company Standing Order under Act -1946, from the certifying Officer with related deptt, . Otherwise get a book of Model Standing Orders Act 1946 and take the action as per rule in the Act-1946.
D N SHARMA.
GURGAON
From India, Delhi
First confirm with Sr Management have they approved Company Standing Order under Act -1946, from the certifying Officer with related deptt, . Otherwise get a book of Model Standing Orders Act 1946 and take the action as per rule in the Act-1946.
D N SHARMA.
GURGAON
From India, Delhi
Dear Mr. Viraj & Mr. Sharma,
Thanks for your input, These are my findings:
1. We can dismiss employee for habtual late att (major misconduct) after chargesheet & domestic enqiry.
2. We can impose fine, refuse to give work (mark absent) for one time late coming as it comes under minor misconduct
Pls. give your comments on this whether i am right or not or what we can do more on this!!
regards
Manish Gupta
From India, Mumbai
Thanks for your input, These are my findings:
1. We can dismiss employee for habtual late att (major misconduct) after chargesheet & domestic enqiry.
2. We can impose fine, refuse to give work (mark absent) for one time late coming as it comes under minor misconduct
Pls. give your comments on this whether i am right or not or what we can do more on this!!
regards
Manish Gupta
From India, Mumbai
Dear Manish,
Yes !!! thats right. But ideally dont implement it as tomorrow employees can refuse to work overtime in case you are not paying.
Its nice to overlook things sometimes.
Also if overlooked you can use it as a leverage in the future.
Think about it.
There are various factors for employee being late and not all are under employees control.
From India, Pune
Yes !!! thats right. But ideally dont implement it as tomorrow employees can refuse to work overtime in case you are not paying.
Its nice to overlook things sometimes.
Also if overlooked you can use it as a leverage in the future.
Think about it.
There are various factors for employee being late and not all are under employees control.
From India, Pune
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