Dear professionals,
There has been a significant issue of negligence among some of our staff members regarding their requests for attendance regularisation and unauthorised hour additions. As per our policy, I have communicated the proper procedure to them which is to send a request mail to HR with details. They are demanding me to add their attendance punch without mail. But my management has once warned me not to do that. I clearly told the employees I could not do that. After closely observing the situation, it appears that the reasons for not recording their punches are as follows:
1. Swift or frequent punching, often by multiple individuals simultaneously.
2. Some employees have resorted to trimming their biometric cards to fit them into a single slot conveniently.
I want to emphasise that when approached to rectify these issues, some employees have exhibited a concerning level of arrogance.
I kindly request a review of this case, as it represents a severe breach of behaviour from employees.
How we could handle the situation? Looking forward to your valuable suggestions.
From India, Kochi
10There has been a significant issue of negligence among some of our staff members regarding their requests for attendance regularisation and unauthorised hour additions. As per our policy, I have communicated the proper procedure to them which is to send a request mail to HR with details. They are demanding me to add their attendance punch without mail. But my management has once warned me not to do that. I clearly told the employees I could not do that. After closely observing the situation, it appears that the reasons for not recording their punches are as follows:
1. Swift or frequent punching, often by multiple individuals simultaneously.
2. Some employees have resorted to trimming their biometric cards to fit them into a single slot conveniently.
I want to emphasise that when approached to rectify these issues, some employees have exhibited a concerning level of arrogance.
I kindly request a review of this case, as it represents a severe breach of behaviour from employees.
How we could handle the situation? Looking forward to your valuable suggestions.
From India, Kochi
Hi,
Employees are supposed to follow the rules and regulations of the Company and any deviation amounts to serious misconduct. Exhibiting arrogance is a demeaning behavior and cannot be tolerated at any cost. You may post a general circular advising all employees to use the biometric access system properly. Educate them that their salaries are process are based biometric access entry and any failure to adhere might result in leave without salary. Similarly biometric access cards are provided to employees for official purpose and any alteration to it without the consent of the employer is not legal.
You may also check your Biometric access machine about it's feasibility to handle multiple entries with rapid intervals. You may seek the help of service provider in case of any service required.
From India, Madras
Employees are supposed to follow the rules and regulations of the Company and any deviation amounts to serious misconduct. Exhibiting arrogance is a demeaning behavior and cannot be tolerated at any cost. You may post a general circular advising all employees to use the biometric access system properly. Educate them that their salaries are process are based biometric access entry and any failure to adhere might result in leave without salary. Similarly biometric access cards are provided to employees for official purpose and any alteration to it without the consent of the employer is not legal.
You may also check your Biometric access machine about it's feasibility to handle multiple entries with rapid intervals. You may seek the help of service provider in case of any service required.
From India, Madras
Thank you for your message.
The circular regarding leave, WFH, regularization, and other request submissions has already been distributed to our employees. We offered considerable flexibility in terms of when they can make these requests. However, there have been instances of misuse, with many employees choosing to submit their requests right at the end of the month.
Some employees assert that this is their prerogative and their rights, and they place the blame on the company for any inconveniences they may face.
I also had an unpleasant experience where one of our employees confronted me in front of their colleagues, refusing to comply with the process. It's worth noting that similar behavior has been reported by other employees as well.
Could you please check this case too?
Looking forward to hear from you.
From India, Kochi
The circular regarding leave, WFH, regularization, and other request submissions has already been distributed to our employees. We offered considerable flexibility in terms of when they can make these requests. However, there have been instances of misuse, with many employees choosing to submit their requests right at the end of the month.
Some employees assert that this is their prerogative and their rights, and they place the blame on the company for any inconveniences they may face.
I also had an unpleasant experience where one of our employees confronted me in front of their colleagues, refusing to comply with the process. It's worth noting that similar behavior has been reported by other employees as well.
Could you please check this case too?
Looking forward to hear from you.
From India, Kochi
Hi,
Such arrogant behavior at work place should be handled firmly. If the concerned employee is already counseled, warned and in case of no significant change in the behavior of employee then you should proceed with disciplinary action forthwith. Confrontation with HR in front of other employees will spread a negative image among other employees and hence severe warning to be issued to the concerned employee to start with.
From India, Madras
Such arrogant behavior at work place should be handled firmly. If the concerned employee is already counseled, warned and in case of no significant change in the behavior of employee then you should proceed with disciplinary action forthwith. Confrontation with HR in front of other employees will spread a negative image among other employees and hence severe warning to be issued to the concerned employee to start with.
From India, Madras
Thank you.
In this scenario, there are a few sub-cases that warrant discussion:
1. If the management prefers a more delicate approach, can HR address the issue by directly communicating with the employee to issue a warning?
2. If the management wishes to handle the situation with a gentle touch, can HR advise management on the importance of warning the employee?
3. If the employee is a high-performing individual and the management is willing to tolerate this behavior, they request HR not to intervene.
4. What should be done if the employee threatens to resign due to this issue?
Please share if there are additional cases or aspects that need to be considered.
Looking forward to hearing from you.
From India, Kochi
In this scenario, there are a few sub-cases that warrant discussion:
1. If the management prefers a more delicate approach, can HR address the issue by directly communicating with the employee to issue a warning?
2. If the management wishes to handle the situation with a gentle touch, can HR advise management on the importance of warning the employee?
3. If the employee is a high-performing individual and the management is willing to tolerate this behavior, they request HR not to intervene.
4. What should be done if the employee threatens to resign due to this issue?
Please share if there are additional cases or aspects that need to be considered.
Looking forward to hearing from you.
From India, Kochi
Hi,
Discipline, conduct and punctuality should never be relegated to the back seat, because all organizations dwell on these basic principles. Accordingly any act of indiscipline to be dealt with disciplinary action and the onus of responsibility lies with the Employer / HR. The lack of discipline in the work place will lead to decreased productivity. It helps in the growth of the business and taking it to the heights in the long run. Being from HR you should discuss about this with the Management and can document the same for future reference. Still if the Management wants to be lenient let it be their call. Normally when everything goes well things will be good. But when something goes wrong and when impact is reflected on the production / revenue of the Company obviously Management will scold HR Team for not initiating precautionary corrective measures.
"What should be done if the employee threatens to resign due to this issue?" :- Just because some one is performing good their misconduct at work should not be tolerated. For an Organisation no one is indispensable. I hope the overall productivity not lies with that particular employee only.
Added to the above the role of immediate Supervisor at Production Department is also equally important as they interact with the employees on daily basis and get things done. It is not that HR should carry the whole burden and it should be combined efforts of HR/ Supervisor / HOD of the Department.
From India, Madras
Discipline, conduct and punctuality should never be relegated to the back seat, because all organizations dwell on these basic principles. Accordingly any act of indiscipline to be dealt with disciplinary action and the onus of responsibility lies with the Employer / HR. The lack of discipline in the work place will lead to decreased productivity. It helps in the growth of the business and taking it to the heights in the long run. Being from HR you should discuss about this with the Management and can document the same for future reference. Still if the Management wants to be lenient let it be their call. Normally when everything goes well things will be good. But when something goes wrong and when impact is reflected on the production / revenue of the Company obviously Management will scold HR Team for not initiating precautionary corrective measures.
"What should be done if the employee threatens to resign due to this issue?" :- Just because some one is performing good their misconduct at work should not be tolerated. For an Organisation no one is indispensable. I hope the overall productivity not lies with that particular employee only.
Added to the above the role of immediate Supervisor at Production Department is also equally important as they interact with the employees on daily basis and get things done. It is not that HR should carry the whole burden and it should be combined efforts of HR/ Supervisor / HOD of the Department.
From India, Madras
If the management had been lenient regarding timings and attendance, in the past and you want to be suddenly strict, there is bound to be resistance from the employees. Therefore it is very important to create the atmosphere that things are changing through continuous communication and circulars.
But once a process has been implemented, bending rules for specific persons would be detrimental for the organization's growth.
From India, Kolkata
But once a process has been implemented, bending rules for specific persons would be detrimental for the organization's growth.
From India, Kolkata
Dear Priya Lakshmi,
It's important to address this issue promptly to maintain the integrity of your attendance recording system and ensure fairness among all employees. Here are some steps you can take to handle this situation:
Document Everything:
Make sure you have a detailed record of each incident, including dates, times, individuals involved, and specific actions taken.
Communicate Clearly:
Reiterate the company policy to all employees involved, emphasizing the importance of following the proper procedure for attendance regularisation.
Escalate to HR:
Share all the details of the incidents with your HR department. They will be able to provide guidance on how to proceed, and may also be able to take direct action.
Consult with Management:
Since you mentioned that your management has already warned you not to add attendance punches without proper authorization, consult with them about the situation. They may need to be informed of the seriousness of the issue and decide on any further steps to be taken.
Consider Additional Security Measures:
Given the issues with swift or frequent punching and trimming of biometric cards, you may want to explore options for enhancing security measures. This could include implementing stricter access controls or considering alternative attendance tracking methods.
Address Arrogance and Unprofessional Behavior:
If employees are exhibiting arrogance or unprofessional behavior when approached about this issue, it's important to address it. Encourage a respectful and cooperative attitude when dealing with company policies.
Implement Consequences:
If this behavior continues, there may be consequences outlined in your company's policies or employment contracts. Ensure that these consequences are communicated clearly to all employees.
Monitor and Follow Up:
Keep a close eye on attendance records and continue to address any irregularities promptly. Follow up with HR to ensure that the issue is being managed appropriately.
Maintain Transparency:
Keep employees informed about the steps being taken to address this issue, without disclosing confidential or sensitive information.
Provide Training and Education:
Consider offering additional training or education to employees on the importance of accurate attendance recording and the potential consequences of non-compliance.
However, it's crucial to handle this situation with sensitivity and fairness, while also upholding the company's policies and standards.
Thanks
From India, Bangalore
It's important to address this issue promptly to maintain the integrity of your attendance recording system and ensure fairness among all employees. Here are some steps you can take to handle this situation:
Document Everything:
Make sure you have a detailed record of each incident, including dates, times, individuals involved, and specific actions taken.
Communicate Clearly:
Reiterate the company policy to all employees involved, emphasizing the importance of following the proper procedure for attendance regularisation.
Escalate to HR:
Share all the details of the incidents with your HR department. They will be able to provide guidance on how to proceed, and may also be able to take direct action.
Consult with Management:
Since you mentioned that your management has already warned you not to add attendance punches without proper authorization, consult with them about the situation. They may need to be informed of the seriousness of the issue and decide on any further steps to be taken.
Consider Additional Security Measures:
Given the issues with swift or frequent punching and trimming of biometric cards, you may want to explore options for enhancing security measures. This could include implementing stricter access controls or considering alternative attendance tracking methods.
Address Arrogance and Unprofessional Behavior:
If employees are exhibiting arrogance or unprofessional behavior when approached about this issue, it's important to address it. Encourage a respectful and cooperative attitude when dealing with company policies.
Implement Consequences:
If this behavior continues, there may be consequences outlined in your company's policies or employment contracts. Ensure that these consequences are communicated clearly to all employees.
Monitor and Follow Up:
Keep a close eye on attendance records and continue to address any irregularities promptly. Follow up with HR to ensure that the issue is being managed appropriately.
Maintain Transparency:
Keep employees informed about the steps being taken to address this issue, without disclosing confidential or sensitive information.
Provide Training and Education:
Consider offering additional training or education to employees on the importance of accurate attendance recording and the potential consequences of non-compliance.
However, it's crucial to handle this situation with sensitivity and fairness, while also upholding the company's policies and standards.
Thanks
From India, Bangalore
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