Dear All,
Plz provide the policy or circular for attandance because some employee in our org. coming late in rutine and also not inform.
So that I want a circular that 15 minute grace period allowed for 3 times in a month and 2 hrs short leave allowed in a month more than 2 hrs will be ded as half day absent or more than 3 times late coming also treat as half day absent.
kindly provide the same
regards
pulkit
From India, New Delhi
1Plz provide the policy or circular for attandance because some employee in our org. coming late in rutine and also not inform.
So that I want a circular that 15 minute grace period allowed for 3 times in a month and 2 hrs short leave allowed in a month more than 2 hrs will be ded as half day absent or more than 3 times late coming also treat as half day absent.
kindly provide the same
regards
pulkit
From India, New Delhi
Dear Pulkit,
Dreft the policy/circular as below
Attendance
a.All employees of the company must register their attendance and record their movement during office hours in the manner prescribed by the management.
b.Immediately on arrival at office, employees should sign in the attendance register maintained at the Front Office/Security Desk.
c.Grace period of 15 minutes may be allowed for a maximum of 3 times in a month. Any further occurrence of late coming beyond 3 times each occurrence will be treated as half-a-day leave.
d.The attendance register will be closed by 10.00 am in Front office/Security Desk & handed over to the HR Department.(Draft if you need it)
Permission
•Employees are eligible for permission for a total of 2 hours in a month however, permission on a given day shall not exceed 2 hours.
•If the occasion exceeds the prescribed 2 hrs in a month, the exceeding hrs will be considered as a half-a-day leave. The leave will be adjusted against the Leave Balance.
•If there is no leave credit, then it will be treated as LOP(Loss of pay).
•This privilege of permission cannot be claimed as right, carried over or accumulated.
From India, Mumbai
Dreft the policy/circular as below
Attendance
a.All employees of the company must register their attendance and record their movement during office hours in the manner prescribed by the management.
b.Immediately on arrival at office, employees should sign in the attendance register maintained at the Front Office/Security Desk.
c.Grace period of 15 minutes may be allowed for a maximum of 3 times in a month. Any further occurrence of late coming beyond 3 times each occurrence will be treated as half-a-day leave.
d.The attendance register will be closed by 10.00 am in Front office/Security Desk & handed over to the HR Department.(Draft if you need it)
Permission
•Employees are eligible for permission for a total of 2 hours in a month however, permission on a given day shall not exceed 2 hours.
•If the occasion exceeds the prescribed 2 hrs in a month, the exceeding hrs will be considered as a half-a-day leave. The leave will be adjusted against the Leave Balance.
•If there is no leave credit, then it will be treated as LOP(Loss of pay).
•This privilege of permission cannot be claimed as right, carried over or accumulated.
From India, Mumbai
Dear
Your attempt to reign in certain discipline is good. However instead of straight away marking as absent which involve other complications such as break in service, impact on performance appraisal, future career, I suggest after the grace period in a month you should debit their leave a/c. first. If there is no leave, treat such days as "leave without pay" after getting the application in a proper form from the concerned to start with. Continuous late commer should be treated "habitual" if they don't make amends and act as per your discipline rules. Provide relevant clauses in your service conditions appropriately in your Standing Orders.
One more method. Paste a citation with their photos of such habitual late commers on your Notice Board with suitable caption and present him/her with titles Like "The most ugliest woman" (some magazines awards such titles) suitably worded.
Hope you will achieve what you wanted.
kumar.s.
From India, Bangalore
Your attempt to reign in certain discipline is good. However instead of straight away marking as absent which involve other complications such as break in service, impact on performance appraisal, future career, I suggest after the grace period in a month you should debit their leave a/c. first. If there is no leave, treat such days as "leave without pay" after getting the application in a proper form from the concerned to start with. Continuous late commer should be treated "habitual" if they don't make amends and act as per your discipline rules. Provide relevant clauses in your service conditions appropriately in your Standing Orders.
One more method. Paste a citation with their photos of such habitual late commers on your Notice Board with suitable caption and present him/her with titles Like "The most ugliest woman" (some magazines awards such titles) suitably worded.
Hope you will achieve what you wanted.
kumar.s.
From India, Bangalore
Dear,
Your attempt to towards discipline is good, but most of the HR persons are diluted the policy after few months, so stand on your view always. And take care about partiality and prejudice; it will kill your attempt.
Thanks
From India, Ahmadabad
Your attempt to towards discipline is good, but most of the HR persons are diluted the policy after few months, so stand on your view always. And take care about partiality and prejudice; it will kill your attempt.
Thanks
From India, Ahmadabad
Dear, you can say most of the HR persons diluted the policy, bt late coming put a question mark on your punctuality n performance also. They can deduct one day salary on three days late coming.
From India, Kanpur
From India, Kanpur
Dear Pulkit: A good way of keeping attendance is to have a swipe card system at the workplace. This way you get the top management to buy in to your efforts of inculcating discipline within your organization. Remember, discipline has to start at the top and percolate to the lowest of hierarchy levels. In case you have such a system at work, I suggest you monitor the same on a weekly / monthly basis dependent on the staff strength.
The standard practice in case of late coming is to treat the third incidence each month as half-day leave and the fourth as a full day leave. Based on the employee's leave balance, these can be nominated as leave-without-pay and two such instances within a month can be taken as break in service. Of course, issues like medical emergency where an employee has to step into hospital for treatment each day, has to be treated separately.
As Mr. Kumar says in this mail trail, these conditions have to be included in the service manual (employee handbook) that needs to be signed by the employee upon joining the company. This provides a legal edge to the whole process as otherwise the employee can claim that he/she was not aware of the company rules and regulations. ... best regards/Raj
From India, Bangalore
The standard practice in case of late coming is to treat the third incidence each month as half-day leave and the fourth as a full day leave. Based on the employee's leave balance, these can be nominated as leave-without-pay and two such instances within a month can be taken as break in service. Of course, issues like medical emergency where an employee has to step into hospital for treatment each day, has to be treated separately.
As Mr. Kumar says in this mail trail, these conditions have to be included in the service manual (employee handbook) that needs to be signed by the employee upon joining the company. This provides a legal edge to the whole process as otherwise the employee can claim that he/she was not aware of the company rules and regulations. ... best regards/Raj
From India, Bangalore
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LATE COMING.doc