Dear Sir, We have a late coming policy in our company. We have informed all employees and workers in the Marathi language. We have 5-minute grace periods, and two late arrivals are allowed in case of emergency. During the first three months, we will deduct late coming days in salary and, after a joint discussion, will return the deducted amount for the first three months.
We have given quarterly Awards and appreciation to all our employees who are 100% present + punctual in timing, and. We have displayed his name on the notice board with a photo. Right now, we have achieved 95% in attendance and punctuality.
However, some employees counting on fingerprints still report late and absent from duty without informing them; they are not worried about the deduction of days in salary. Can you please help me with how we can handle this type of employee?
Altaf Sayyed
HRD
From India
We have given quarterly Awards and appreciation to all our employees who are 100% present + punctual in timing, and. We have displayed his name on the notice board with a photo. Right now, we have achieved 95% in attendance and punctuality.
However, some employees counting on fingerprints still report late and absent from duty without informing them; they are not worried about the deduction of days in salary. Can you please help me with how we can handle this type of employee?
Altaf Sayyed
HRD
From India
You can take it as Habitual late coming and habitual absenteeism. Both are serious misconduct. But in order to award punishment for habitual absenteeism or late coming, first you have to define what is 'habitual' with reference to late coming and being absent. It can be like 'habitual means recurrence of the misconduct three times or more within a period of six months' or 'recurrence of the misconduct five times or more within a period of six months' etc. If you have standing orders, I presume the same should be available in the orders itself. If you do not have a standing orders, then you can issue a circular saying that " many are seen ignoring the previous circular instructing all employees to be punctual. Therefore, we are constrained to treat late coming and absenting without intimation as serious misconduct warranting severe disciplinary action. Accordingly, any employee coming late for more than three times/ five times/ six times in a period of six months will be declared as 'habitual late comer'. Habitual late coming is a serious misconduct against which the employee shall be subjected to disciplinary action as deemed fit by the management." You can also include the punishment part, like, the employee found to be a habitual late comer shall be suspended from work for two days without pay and allowances.
If you have a standing orders, it is easy to go ahead with it even if you have not defined habitual. In such cases, you can amend the standing order following the procedures as prescribed under the Act.
From India, Kannur
4248If you have a standing orders, it is easy to go ahead with it even if you have not defined habitual. In such cases, you can amend the standing order following the procedures as prescribed under the Act.
From India, Kannur
Hi,
You may pass on a communication for such habitual late comers stating that there will be impact in the annual increment in proportionate to the number of days late. Apart from work performance trait add some weightage for punctuality trait in the annual appraisal. This might work.
From India, Madras
You may pass on a communication for such habitual late comers stating that there will be impact in the annual increment in proportionate to the number of days late. Apart from work performance trait add some weightage for punctuality trait in the annual appraisal. This might work.
From India, Madras
HI Altaf,
Thank you for sharing the details of the late coming policy and the efforts made to ensure punctuality and attendance in the company. It is commendable that the company has taken proactive measures to communicate the policy in the Marathi language and has provided a grace period and allowances for emergency situations.
The quarterly awards and appreciation for employees with 100% attendance and punctuality are a great initiative to recognize and motivate the workforce. Achieving 95% attendance and punctuality is a significant accomplishment and reflects the positive impact of the policies and incentives implemented.
Regarding the issue of some employees still reporting late and being absent without informing, despite the deduction of days in salary, it is indeed a challenge that needs to be addressed. One possible approach to handling this type of behavior could be through individual meetings with the concerned employees. Understanding the reasons behind their lateness or absence and discussing the impact it has on the team and the company can provide insights into the underlying issues.
Additionally, providing support or resources to help employees manage their time and attendance, such as time management workshops or counseling services, may also be beneficial. It is important to communicate clearly the expectations and consequences of continued lateness and absences, while also offering assistance to help employees meet those expectations.
In some cases, it may be necessary to take disciplinary action in accordance with the company's policies and procedures. This could involve issuing written warnings, implementing performance improvement plans, or, in extreme cases, considering termination of employment. However, it is essential to handle such situations with empathy and fairness, taking into account individual circumstances and providing opportunities for improvement
Ultimately, addressing the issue of employees disregarding the late coming policy requires a combination of understanding, communication, and, if necessary, firm action. By approaching the situation with a balanced and considerate approach, the company can work towards fostering a culture of accountability and responsibility among its workforce.
Regards,
From India, Bangalore
Thank you for sharing the details of the late coming policy and the efforts made to ensure punctuality and attendance in the company. It is commendable that the company has taken proactive measures to communicate the policy in the Marathi language and has provided a grace period and allowances for emergency situations.
The quarterly awards and appreciation for employees with 100% attendance and punctuality are a great initiative to recognize and motivate the workforce. Achieving 95% attendance and punctuality is a significant accomplishment and reflects the positive impact of the policies and incentives implemented.
Regarding the issue of some employees still reporting late and being absent without informing, despite the deduction of days in salary, it is indeed a challenge that needs to be addressed. One possible approach to handling this type of behavior could be through individual meetings with the concerned employees. Understanding the reasons behind their lateness or absence and discussing the impact it has on the team and the company can provide insights into the underlying issues.
Additionally, providing support or resources to help employees manage their time and attendance, such as time management workshops or counseling services, may also be beneficial. It is important to communicate clearly the expectations and consequences of continued lateness and absences, while also offering assistance to help employees meet those expectations.
In some cases, it may be necessary to take disciplinary action in accordance with the company's policies and procedures. This could involve issuing written warnings, implementing performance improvement plans, or, in extreme cases, considering termination of employment. However, it is essential to handle such situations with empathy and fairness, taking into account individual circumstances and providing opportunities for improvement
Ultimately, addressing the issue of employees disregarding the late coming policy requires a combination of understanding, communication, and, if necessary, firm action. By approaching the situation with a balanced and considerate approach, the company can work towards fostering a culture of accountability and responsibility among its workforce.
Regards,
From India, Bangalore
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LATE COMING.doc