Late coming
It is a common problem facing each and every industry. By this I do not mean that you should take stringent action on the employee. You have to deal the problem in a meticulous manner.
Now-a-days there is lot of traffic jams in various places, this may also be one of the reasons for late coming.
To resolve this problem, you have to initiate in counselling the employee as a first step to start-with. If the employee does not heed to it, you may make the employee sit for the extra-time for which the delay was occurred by the employee while coming to the duties. Gradually the employee will avoid coming late to the office.
If you are not satisfied even after the above measure, then you can start deducting leaves (preferably half-a-day leave) from his account, then deduct his salary, then issue a memo, etc., etc., and after all these measures do not provide the desired results, you can try the measure of imposing major penalty, as a last measure.
However, I feel the employee may not resort to coming late always and would try to discipline himself when all the above measures are taken carefully.
It is a common problem facing each and every industry. By this I do not mean that you should take stringent action on the employee. You have to deal the problem in a meticulous manner.
Now-a-days there is lot of traffic jams in various places, this may also be one of the reasons for late coming.
To resolve this problem, you have to initiate in counselling the employee as a first step to start-with. If the employee does not heed to it, you may make the employee sit for the extra-time for which the delay was occurred by the employee while coming to the duties. Gradually the employee will avoid coming late to the office.
If you are not satisfied even after the above measure, then you can start deducting leaves (preferably half-a-day leave) from his account, then deduct his salary, then issue a memo, etc., etc., and after all these measures do not provide the desired results, you can try the measure of imposing major penalty, as a last measure.
However, I feel the employee may not resort to coming late always and would try to discipline himself when all the above measures are taken carefully.
You hav to formulate time office policy as per managmt instruction and need to intimate employees abot such policy and follow d rules as per orgnisation policy.
From India, New Delhi
19From India, New Delhi
Understand him first and read the problem. May be there is serious personal reasons. Council him and help him in coming out of this; if it is genuine problem. Since yours is an IT company you can also change his timing from 0930 to 1000 hrs. Your discussion with him will reveal why he is regularly coming late and if you are convinced it is genuine, as a HR Head you can help him like changing his timing etc. If an employee intentionally coming late take quick action like sending him back etc., to pass a message. Late coming is no where allowed even in ID or any other Acts.
balakrishnan
From India, Ahmadabad
balakrishnan
From India, Ahmadabad
Hi,
Late coming to office is regularly completely unacceptable. Stringent Loss of Pay (LOP) policy could solve this problem out. Coming late to office disrupts the work culture of the organization. In many the Korean & Japanese companies, coming late to office is considered as indiscipline.
Strong disciplinary action need to be initiated against the persons coming late to office regularly.
Punctuality of an individual is judged if he/she comes to office in time.
From India, Madras
Late coming to office is regularly completely unacceptable. Stringent Loss of Pay (LOP) policy could solve this problem out. Coming late to office disrupts the work culture of the organization. In many the Korean & Japanese companies, coming late to office is considered as indiscipline.
Strong disciplinary action need to be initiated against the persons coming late to office regularly.
Punctuality of an individual is judged if he/she comes to office in time.
From India, Madras
- Speak with him and find out the reasons for late coming.
- Even monitoring of timings and showing the record to the latecomer vis-a-vis other people (who are also leaving late upto 7.30pm) will definitely help.
- Or keep flexible incoming policy from 9.30 to 10.00 and thereby leaving late accordingly.
From India, Mumbai
- Even monitoring of timings and showing the record to the latecomer vis-a-vis other people (who are also leaving late upto 7.30pm) will definitely help.
- Or keep flexible incoming policy from 9.30 to 10.00 and thereby leaving late accordingly.
From India, Mumbai
there is nothing new which i hv to express...
i storngly believe in corrective actions before taking any punitive stpes.
- discuss with him about the ill effects on himself and on organisation
- if he has personal problem he has to solve himself, any support u can discuss with him
- if not put it in writing, after one or two warnings, it can b dealt with strong hand
nagaraj
From India, Bangalore
i storngly believe in corrective actions before taking any punitive stpes.
- discuss with him about the ill effects on himself and on organisation
- if he has personal problem he has to solve himself, any support u can discuss with him
- if not put it in writing, after one or two warnings, it can b dealt with strong hand
nagaraj
From India, Bangalore
Notify model standing order which is obligatory to be followed by both ( employees and employers).
From India, Gurgaon
From India, Gurgaon
Dear Early star,
These category of employees are habitual late comers who generally tend to test the pulse of HR department.
The best way to deal with such people is to create a Daily Work Management (DWM) meeting that commences immediately after the working hours starts wherein the boss chairs and all the colleagues participate.
In the DWM meeting a review of the previous day's activity and the plan for the current day is discussed employeewise. When such a review takes place all employees have to be present.
Late comers are noticed by bosses time and again. Please also incorporate a system wherein the late comers are issued a late coming slip every day he comes late.
For example if the employee reports late for work at 9.50 A.M and he has not worked till 8.00 P.M on the previous day then he has to cite the reason/ justification for his late coming and obtain the signature from his boss in the presence of all other colleagues.
You will observe that these employees will clearly be side lined as the others will not require any approvals from the boss as they always report for work on time.
On the other hand you can also study the feasibility of a positive reinforcement. You can try and gift Wall clocks/ watches (really worth) to those employees who have reported in time or on time (within the policy guideline of the company) for the whole calendar year.
You will observe hardly a few employees will win this award. Once this is practiced you will observe improvement.
The negative reinforcement side is punishment wherein you can deduct leave as per company policy strictly for late comings and the rule has to be transparent and applicable to you as well.
Trust this will help you!!
M.V.KANNAN
From India, Madras
These category of employees are habitual late comers who generally tend to test the pulse of HR department.
The best way to deal with such people is to create a Daily Work Management (DWM) meeting that commences immediately after the working hours starts wherein the boss chairs and all the colleagues participate.
In the DWM meeting a review of the previous day's activity and the plan for the current day is discussed employeewise. When such a review takes place all employees have to be present.
Late comers are noticed by bosses time and again. Please also incorporate a system wherein the late comers are issued a late coming slip every day he comes late.
For example if the employee reports late for work at 9.50 A.M and he has not worked till 8.00 P.M on the previous day then he has to cite the reason/ justification for his late coming and obtain the signature from his boss in the presence of all other colleagues.
You will observe that these employees will clearly be side lined as the others will not require any approvals from the boss as they always report for work on time.
On the other hand you can also study the feasibility of a positive reinforcement. You can try and gift Wall clocks/ watches (really worth) to those employees who have reported in time or on time (within the policy guideline of the company) for the whole calendar year.
You will observe hardly a few employees will win this award. Once this is practiced you will observe improvement.
The negative reinforcement side is punishment wherein you can deduct leave as per company policy strictly for late comings and the rule has to be transparent and applicable to you as well.
Trust this will help you!!
M.V.KANNAN
From India, Madras
Listen....Listen...Listen.... There should be a policy called BAD Apple, if any staff is coming late, he name should be put on the notice board under heading BAD APPLE of the month.
From Saudi Arabia, Jiddah
From Saudi Arabia, Jiddah
Dear, Earlystar
I think you should not be so strike in office premises. you can use business Quotas trike. Put one Notice board in office. & write Bad habit business Quotas. every day new quotas n arrange 1 hour human bad habit section. if your employees are self respected then they try to came earlier. after that they don't came earlier write self respected quotas. they feel same on them. and try to came earlier.
Thanks & Regards
Vaishali Tadvi
From India, Pune
I think you should not be so strike in office premises. you can use business Quotas trike. Put one Notice board in office. & write Bad habit business Quotas. every day new quotas n arrange 1 hour human bad habit section. if your employees are self respected then they try to came earlier. after that they don't came earlier write self respected quotas. they feel same on them. and try to came earlier.
Thanks & Regards
Vaishali Tadvi
From India, Pune
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LATE COMING.doc