Dear All, If an employee coming to duty as late ( nearly 45 minutes daily ) Its possible to deduct the salary from the particular employee. Please guide me. Regards Rekha.M
From India
1From India
Dear Rekha,
With regards to your query you can go for the electronic attendance machine and track employee timing. You can implement a stict policy and send a curricular saying that all employees will be punctual in their arrival in the morning.Grace period of 15 minutes may be allowed for a maximum of 3 times in a month. Your half day or full day salary will be deducted for any further occurrence of late coming beyond 3 late comings. You can send a notice by tanking approval from the top and put on the notice board.
You can also make some different policy accordingly for habitual late comers.
Regards
From India, Mumbai
With regards to your query you can go for the electronic attendance machine and track employee timing. You can implement a stict policy and send a curricular saying that all employees will be punctual in their arrival in the morning.Grace period of 15 minutes may be allowed for a maximum of 3 times in a month. Your half day or full day salary will be deducted for any further occurrence of late coming beyond 3 late comings. You can send a notice by tanking approval from the top and put on the notice board.
You can also make some different policy accordingly for habitual late comers.
Regards
From India, Mumbai
Dear Ms Rekha,
Do you use counseling for correcting errant employees ? If no, then please start counseling those who don't adhere to defined policies and procedures, rules and regulations which are uniformly applicable to all. There are instances when counseling has helped many to correct their ways, apply a human approach to such situations first.
Also, its better to have written notices (with prior approval of management) distributed to all concerned either by way of intranet email or hard copy circular posted on the staff notice board before taking an action against anyone.
Taking any stringent action must be preceded by warnings both verbal and documented.
Adopt the most appropriate solution / advice which suits you most out of the numerous replies that you may receive for your query.
Regards
Debashis
From India, Lucknow
Do you use counseling for correcting errant employees ? If no, then please start counseling those who don't adhere to defined policies and procedures, rules and regulations which are uniformly applicable to all. There are instances when counseling has helped many to correct their ways, apply a human approach to such situations first.
Also, its better to have written notices (with prior approval of management) distributed to all concerned either by way of intranet email or hard copy circular posted on the staff notice board before taking an action against anyone.
Taking any stringent action must be preceded by warnings both verbal and documented.
Adopt the most appropriate solution / advice which suits you most out of the numerous replies that you may receive for your query.
Regards
Debashis
From India, Lucknow
As per law, please refer to the standing orders and see what is the provision for those coming late. Some state rules allow deducting half days pay beyond a certain limit. Most of the standing orders provide for penalties for later arrival.. Continuous late arrival can also be a ground for domestic inquiry and disciplinary action including termination
There is a clause in factory act allowing deduction of salary for absence from work, this also applies to those who are late.
From India, Mumbai
There is a clause in factory act allowing deduction of salary for absence from work, this also applies to those who are late.
From India, Mumbai
Hi,
1. When he is coming everyday 45 minutes late, then it will big question mark on management.
2. Deducting salary is not the solution for every step.
3. According to me, when he will come late to duty every day 45 minutes then consider his absent and send him home.
4. If he is not doing same thing everyday then issue him MEMO or warning letter.
5. if you will deduct salary for late coming employees then it will become habit for those who doesn't care for the deductions.
From India, Mumbai
1. When he is coming everyday 45 minutes late, then it will big question mark on management.
2. Deducting salary is not the solution for every step.
3. According to me, when he will come late to duty every day 45 minutes then consider his absent and send him home.
4. If he is not doing same thing everyday then issue him MEMO or warning letter.
5. if you will deduct salary for late coming employees then it will become habit for those who doesn't care for the deductions.
From India, Mumbai
Dear Ms Rekha,
Much depends on size of the organization. Does your company have a practice of holding employees to work for extra time beyond eight hours ? in such case in the absence of compensation for such extra working some employees may tend to report late on duty. If that is not the case, you can make a rule for incoming & out going time, make it applicable at all levels. also display a notice on notice board stating the kind of disciplinary action the management is going to take in the event of not complying to the laid down disciplinary norm. As a step one start counseling with all such employees in the presence of their seniors. Please check, some thing must also be wrong with the management, you need to correct in such case.
Satish Akut
From India, Pune
Much depends on size of the organization. Does your company have a practice of holding employees to work for extra time beyond eight hours ? in such case in the absence of compensation for such extra working some employees may tend to report late on duty. If that is not the case, you can make a rule for incoming & out going time, make it applicable at all levels. also display a notice on notice board stating the kind of disciplinary action the management is going to take in the event of not complying to the laid down disciplinary norm. As a step one start counseling with all such employees in the presence of their seniors. Please check, some thing must also be wrong with the management, you need to correct in such case.
Satish Akut
From India, Pune
Dear Rekha,
When you raise any query, please esure that it contains all the relevent facts viz type of establishment/industries, individual's posion or category etc.It all depends depends on the company's policy and clauses stipulated in the certified standing orders of the company. Besides the Minimum Wages Act, 1948 under Section 15 provides for proportional deductions of wages of a worker, who works for less than normal working day.Please check the list of scheduled employments of the state to which your query relates and ascertain whether the Individual falls under the list and take action accordinly.
BS Kalsi
From India, Mumbai
When you raise any query, please esure that it contains all the relevent facts viz type of establishment/industries, individual's posion or category etc.It all depends depends on the company's policy and clauses stipulated in the certified standing orders of the company. Besides the Minimum Wages Act, 1948 under Section 15 provides for proportional deductions of wages of a worker, who works for less than normal working day.Please check the list of scheduled employments of the state to which your query relates and ascertain whether the Individual falls under the list and take action accordinly.
BS Kalsi
From India, Mumbai
Hi Rekha,
You simply need to have a late coming policy for your organisation. Draft meticulously keeping all the points in mind, with options and then present to the Management for approval, then you have to get it implemented. Change is thing which employees do not accept easily, hence support from Top Management is a must.
Employees become complacent and any thing against their leisure is opposed. So to have discipline implement it strictly.
From India, Pune
You simply need to have a late coming policy for your organisation. Draft meticulously keeping all the points in mind, with options and then present to the Management for approval, then you have to get it implemented. Change is thing which employees do not accept easily, hence support from Top Management is a must.
Employees become complacent and any thing against their leisure is opposed. So to have discipline implement it strictly.
From India, Pune
Dear Members,
Today my boss asked me to check his travel bills for the last eight months i.e. starting from january to till date.
He is frequent traveller all over the world for business purpose.
Please guide me how to check the bills. how to check whether a particular bill is utilised or not or whether it is a cancellation one etc etc.
how much is the ticket cost, what is cancellation cost etc
Please guide me with your experienced views and guidelines.
Regards
From India, Gurgaon
Today my boss asked me to check his travel bills for the last eight months i.e. starting from january to till date.
He is frequent traveller all over the world for business purpose.
Please guide me how to check the bills. how to check whether a particular bill is utilised or not or whether it is a cancellation one etc etc.
how much is the ticket cost, what is cancellation cost etc
Please guide me with your experienced views and guidelines.
Regards
From India, Gurgaon
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