In our company, we have introduced the following methods to avoid latecomers. It really works.
1. We have introduced a biometric system for attendance punching.
2. The system sets 5 minutes past the actual time as the official clock-in time.
3. The first 5 minutes of every day are considered grace time for all employees.
4. Employees are allowed to be late beyond the grace period 10 minutes, twice a month.
5. If an employee is late after the allowed time, half a day will be deducted after punching in 5 minutes past the grace period.
From India, Madras
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101. We have introduced a biometric system for attendance punching.
2. The system sets 5 minutes past the actual time as the official clock-in time.
3. The first 5 minutes of every day are considered grace time for all employees.
4. Employees are allowed to be late beyond the grace period 10 minutes, twice a month.
5. If an employee is late after the allowed time, half a day will be deducted after punching in 5 minutes past the grace period.
From India, Madras
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Hi Sushma,
I have already used this measure to control latecomers in the office. We adopted a system in which latecomers will sign the attendance register with a red pen if they come 15 minutes late from the scheduled time. If someone receives four red signatures in one month, it will be marked as 1 LWP (Leave Without Pay). However, this method hasn't been very effective. I am looking for another solution to address absenteeism and tardiness but haven't found a suitable measure yet. If anyone has a successful strategy, please share it with us.
Thank you.
From India, Jaipur
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I have already used this measure to control latecomers in the office. We adopted a system in which latecomers will sign the attendance register with a red pen if they come 15 minutes late from the scheduled time. If someone receives four red signatures in one month, it will be marked as 1 LWP (Leave Without Pay). However, this method hasn't been very effective. I am looking for another solution to address absenteeism and tardiness but haven't found a suitable measure yet. If anyone has a successful strategy, please share it with us.
Thank you.
From India, Jaipur
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Hi Mr. Sharma You can adopt the techniquesas as suggested by the other members. The suggestions are really good. Thanx Sushma
From China, Beijing
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From China, Beijing
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Dear cgnanig,
Try eliminating barriers that cause late comings. If there are no such barriers, then concentrate on counseling. A policeman's job is not from an HR perspective.
Shweta is almost right, except for "NOT AVAILING LEAVE" (The practice of not availing leave should not be encouraged). Modern HR practices do not advocate this.
From Saudi Arabia, Al Khobar
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Try eliminating barriers that cause late comings. If there are no such barriers, then concentrate on counseling. A policeman's job is not from an HR perspective.
Shweta is almost right, except for "NOT AVAILING LEAVE" (The practice of not availing leave should not be encouraged). Modern HR practices do not advocate this.
From Saudi Arabia, Al Khobar
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Dear cgnanig,
Try eliminating barriers causing late comings. If there are no such barriers, then concentrate on counseling. A policeman's job is not from the HR perspective.
Shweta is almost right except - NOT AVAILING LEAVE (The practice of not availing leave should NOT be encouraged). Modern HR practices do not advocate this.
NASEER
From Saudi Arabia, Al Khobar
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Try eliminating barriers causing late comings. If there are no such barriers, then concentrate on counseling. A policeman's job is not from the HR perspective.
Shweta is almost right except - NOT AVAILING LEAVE (The practice of not availing leave should NOT be encouraged). Modern HR practices do not advocate this.
NASEER
From Saudi Arabia, Al Khobar
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Dear all,
As Swetha mentioned, we have also faced the issue of employees arriving late. I addressed this problem by tracking the weekly attendance report of my employees. I communicated with their respective HODs and relayed the message through them. We have made it clear that persistent tardiness will impact their performance appraisals. Fortunately, since we provide transportation for our employees, tardiness is usually not a significant issue. However, in cases where it does occur, we handle it on a case-by-case basis.
For individuals who consistently arrive late, we must take action by issuing a warning letter. In situations where lateness is occasional, it is beneficial to observe the employee and engage in a conversation to understand the reasons behind the lateness. This approach demonstrates that the HR department is attentive to and monitoring the employees' behavior. Such measures are effective in managing our tardiness concerns.
Additionally, as you suggested, offering cash prizes or awards to the most punctual employees can serve as motivation for others to adhere to punctuality standards.
Y. Gangadhar
Hyderabad
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As Swetha mentioned, we have also faced the issue of employees arriving late. I addressed this problem by tracking the weekly attendance report of my employees. I communicated with their respective HODs and relayed the message through them. We have made it clear that persistent tardiness will impact their performance appraisals. Fortunately, since we provide transportation for our employees, tardiness is usually not a significant issue. However, in cases where it does occur, we handle it on a case-by-case basis.
For individuals who consistently arrive late, we must take action by issuing a warning letter. In situations where lateness is occasional, it is beneficial to observe the employee and engage in a conversation to understand the reasons behind the lateness. This approach demonstrates that the HR department is attentive to and monitoring the employees' behavior. Such measures are effective in managing our tardiness concerns.
Additionally, as you suggested, offering cash prizes or awards to the most punctual employees can serve as motivation for others to adhere to punctuality standards.
Y. Gangadhar
Hyderabad
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All have given their comments from all angles. It works from situation to situation. If there are any certified standing orders and/or a code of conduct, it is advisable to follow them rather than any other modes of action. It will carry weight in the eyes of the law. If there are no certified ones available, then one should refer to the model ones that are readily available in the market.
However, if the atmosphere is such that a reward or other actions could help, it is also a good approach as suggested by Sweeta. Understand the pulse of the situation and proceed; you will achieve success.
Regards,
NKT 8)
From United States, Cambridge
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However, if the atmosphere is such that a reward or other actions could help, it is also a good approach as suggested by Sweeta. Understand the pulse of the situation and proceed; you will achieve success.
Regards,
NKT 8)
From United States, Cambridge
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dear Swetha, i really appreciate the way you has given the solution and i hope its really worthful....... :)
From India, Madras
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From India, Madras
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Hi they are not your slaves. Be sensible in sharing ideas. No body wants to attend late to office. It happens sometimes it happens, due to conveyance, or other petty problems.
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Hi Shweta,
Your comments on paper seem to be good, but at one stage, people will realize that 100/150 is peanuts. Why strain ourselves for this peanuts?
You should have an appraisal form from management as well as from the employee when increments are given. This should reflect during increments and promotions.
It should be noted that due to your frequent late coming, you have lost a promotion. As a responsible employee, late coming will affect the workplace, which is not advisable.
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Your comments on paper seem to be good, but at one stage, people will realize that 100/150 is peanuts. Why strain ourselves for this peanuts?
You should have an appraisal form from management as well as from the employee when increments are given. This should reflect during increments and promotions.
It should be noted that due to your frequent late coming, you have lost a promotion. As a responsible employee, late coming will affect the workplace, which is not advisable.
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