If Any employee come late daily then go through counseling and try to search out what is exactly reason for late comming.
If no result find out through counseling Then___
stop that employee at the gate and calling him in office and talk him with love one or two times
Then disciplinary action can be taken.
Thanks
vichitra kumar
09927096590
From India, Haldwani
1If no result find out through counseling Then___
stop that employee at the gate and calling him in office and talk him with love one or two times
Then disciplinary action can be taken.
Thanks
vichitra kumar
09927096590
From India, Haldwani
hi,
Pls clarify if any organization formulated the policy that if any employee enter in the organization after 9:00 am, than it will be observed as half day, his/her first half will not count. i want to know that if his/her first half will not count so what it will be. is it count his/ her overtime. if it is count as overtime, than overtime should be double of his gross of whatever he earned in an hours. but it should be proved as profit for them. pls clarify?
From India, Delhi
Pls clarify if any organization formulated the policy that if any employee enter in the organization after 9:00 am, than it will be observed as half day, his/her first half will not count. i want to know that if his/her first half will not count so what it will be. is it count his/ her overtime. if it is count as overtime, than overtime should be double of his gross of whatever he earned in an hours. but it should be proved as profit for them. pls clarify?
From India, Delhi
Dear Pradeep,
Company's can have a policy regarding reporting for work. In that they can frame guidelines that the employees are say permitted to report late for work on say 3 occasions but all these 3 occasions put togather the latecoming should not exceed 10 minutes. Any employee reporting beyond 3 occasions or exceeds 10 minutes will loose 1/2 day EL for every occasion he reports late beyond the grace period allowed.
In short on those days he has reported late for work beyond the grace period he does not loose wages but his EL is deducted. In case he does not any leave to his credit then he stands to loose wages for the first half of the day. In other words, though he is physically present he is deemed to be absent for the first half of the day. The question of overtime does not arise. In the event the employee chooses to report for second half of the day on those days he has been marked 1/2 day EL, he may have to be permitted as he is deemed absent for the first half in any case. However, this will tend to decrease, as over the period the employees start realising that they are exhausting their EL accumulated.
Regards
M.V.KANNAN
From India, Madras
Company's can have a policy regarding reporting for work. In that they can frame guidelines that the employees are say permitted to report late for work on say 3 occasions but all these 3 occasions put togather the latecoming should not exceed 10 minutes. Any employee reporting beyond 3 occasions or exceeds 10 minutes will loose 1/2 day EL for every occasion he reports late beyond the grace period allowed.
In short on those days he has reported late for work beyond the grace period he does not loose wages but his EL is deducted. In case he does not any leave to his credit then he stands to loose wages for the first half of the day. In other words, though he is physically present he is deemed to be absent for the first half of the day. The question of overtime does not arise. In the event the employee chooses to report for second half of the day on those days he has been marked 1/2 day EL, he may have to be permitted as he is deemed absent for the first half in any case. However, this will tend to decrease, as over the period the employees start realising that they are exhausting their EL accumulated.
Regards
M.V.KANNAN
From India, Madras
Hiii sir,
Thanks for the information, can You pls tell me about these three occasions, secondly if he/she reported beyond the grace period, his her/ first half will not count, than why he/she will work up to the ending of first half instead of this he/she will not get wages for that, he/she can enter in the organization at the beginning of second half?
From India, Delhi
Thanks for the information, can You pls tell me about these three occasions, secondly if he/she reported beyond the grace period, his her/ first half will not count, than why he/she will work up to the ending of first half instead of this he/she will not get wages for that, he/she can enter in the organization at the beginning of second half?
From India, Delhi
Dear Pradeep,
I have already answered this query in my earlier reply itself.
"In the event the employee chooses to report for second half of the day on those days he has been marked 1/2 day EL, he may have to be permitted as he is deemed absent for the first half in any case. However, this will tend to decrease, as over the period the employees start realising that they are exhausting their EL accumulated."
So if the employee wishes he can be permitted to report in the second half of the day.
Please have a record of this and you can compare him with those employees who have reported late for work beyond the grace period and know that they will loose 1/2 day EL, despite this they still continue to work in the first half of the day.
This demonstrates the attitude of people and certainly the first person (who reports in the second half) will leave your organisation shortly. So you can prepare yourself well in advance.
M.V.KANNAN
From India, Madras
I have already answered this query in my earlier reply itself.
"In the event the employee chooses to report for second half of the day on those days he has been marked 1/2 day EL, he may have to be permitted as he is deemed absent for the first half in any case. However, this will tend to decrease, as over the period the employees start realising that they are exhausting their EL accumulated."
So if the employee wishes he can be permitted to report in the second half of the day.
Please have a record of this and you can compare him with those employees who have reported late for work beyond the grace period and know that they will loose 1/2 day EL, despite this they still continue to work in the first half of the day.
This demonstrates the attitude of people and certainly the first person (who reports in the second half) will leave your organisation shortly. So you can prepare yourself well in advance.
M.V.KANNAN
From India, Madras
circulate letter to all employee regarding condonation application for each late (up to 2 times up to 1 hour in a month).After Two occasion deduct casual leave/leave from employees leave account if employee apply for leave.If employee do not apply for regular leave, start disciplinary action against all the late commerce .
From India, Calcutta
From India, Calcutta
Hi all,
I intend to share my organization's practices. Our culture was very lenient a year back but we took some strict actions as follows;
- allowed 10 mins grace time.
- upon every 3 late comings, we use to deduct one day salary means on 6 late comings, two days salary is being deducted.
- we introduced 2 incentives on the basis of regularity & punctuality.Means One day salary if you are regular entire month and one day salary if you are in time (within grace period even).
- One can get his their salary reimbursed upon submission of an application by adjusting it against annual or any other leave.
The most effective way that I being GM Admin & Sales started coming early so we have seen positive results. But simultaneously we lack in some areas especially in leave policy, which i believe we should improve in the light of your suggestions;
- There is a disadvantage, since we dont have clear policy on deduction on leaves therefore one can think to have a day off, in case he gets late on the 3rd day, how to cure it?
- we did not pay leave encashment as we were not having proper data of leaves.
Please suggest me what action we should take now to improve the procedure.
Await expert views.
regards,
Shazz
From Pakistan, Karachi
I intend to share my organization's practices. Our culture was very lenient a year back but we took some strict actions as follows;
- allowed 10 mins grace time.
- upon every 3 late comings, we use to deduct one day salary means on 6 late comings, two days salary is being deducted.
- we introduced 2 incentives on the basis of regularity & punctuality.Means One day salary if you are regular entire month and one day salary if you are in time (within grace period even).
- One can get his their salary reimbursed upon submission of an application by adjusting it against annual or any other leave.
The most effective way that I being GM Admin & Sales started coming early so we have seen positive results. But simultaneously we lack in some areas especially in leave policy, which i believe we should improve in the light of your suggestions;
- There is a disadvantage, since we dont have clear policy on deduction on leaves therefore one can think to have a day off, in case he gets late on the 3rd day, how to cure it?
- we did not pay leave encashment as we were not having proper data of leaves.
Please suggest me what action we should take now to improve the procedure.
Await expert views.
regards,
Shazz
From Pakistan, Karachi
I agree with Mr. Kannan. The idea is to educate the employees and not to punish them because belligerency and resultant Attrition is the last thing you would want in your organization. Another experiment we did in our company was the introduction of flexi hours (in US this is very much the norm as does working from home). We did this during the common wealth games where in the employees could come as early as 0800 and leave at 1630 hrs and come as late as 1000 hrs and leave at 1830 hrs (office timings start from 0930 till 1800 hrs). Some of the department bosses raised the concern regarding the availability of all the employees at one time however collectively it was felt that even if the whole office was present together for 6 hours (1000 hrs to 1630 hrs) things could go smoothly. The support functions like IT was asked to distribute hours of availablity among themselves whereby atleast one person was available at all times. The program was a hit so much so that we might as well implement it.
From United States, San Francisco
From United States, San Francisco
Dear All,
How to control employees late in or early out time.
what should be action can take against these employee who reporting late in office.
what precaution should be take to avoid this as a HR person.
pls give reply
vikrant k
From India, Pune
How to control employees late in or early out time.
what should be action can take against these employee who reporting late in office.
what precaution should be take to avoid this as a HR person.
pls give reply
vikrant k
From India, Pune
Why not have flexible working hours like it is implemented in most MNC's. You can fix the number of hours an employee has to put in everyday and if it is less than that you can deduct their salary.
Also, for this to be implemented there should be a max time limit until which the employee has to report on duty.
Please do let me know the Pro's and Con's for using such system.
From India, Bengaluru
Also, for this to be implemented there should be a max time limit until which the employee has to report on duty.
Please do let me know the Pro's and Con's for using such system.
From India, Bengaluru
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