Latecoming: Some employees report to the office late and they compensate the same in the evening. These employees work 48 hours a week. However, the company deducts half a day's leave from these employees after 3 instances of late coming. The employees are claiming that if the company continues this practice, they will raise complaints with the respective authorities. Please help me overcome this issue. If they do raise a complaint, will it be valid?
Regards
From India
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1Regards
From India
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Hi,
You have to check your company policy. If your company emphasizes on flexible working hours, then their complaint is valid. If you follow the specific working hours, then it won't create any problem despite the same having been communicated to them. It could be in the induction or appointment letter stating the terms and conditions, etc.
But from now on, you can convey a written communication or a notice on the notice board to ensure that all employees are aware of the rules and regulations of the company.
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You have to check your company policy. If your company emphasizes on flexible working hours, then their complaint is valid. If you follow the specific working hours, then it won't create any problem despite the same having been communicated to them. It could be in the induction or appointment letter stating the terms and conditions, etc.
But from now on, you can convey a written communication or a notice on the notice board to ensure that all employees are aware of the rules and regulations of the company.
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It is a rule of a cut-off for every 3 late comings, one 1/2-day salary cut. However, the timings are strictly followed by your company, i.e., our company timing is from 9 am to 6:30 pm every day. No one can work any extra time without informing the HR department.
From India, Hyderabad
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From India, Hyderabad
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Hi Prasad if the policy says so. You can deduct and no questions can be raised against it.
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All deductions are depend on Company Policy / HR Manual, There is no question to raise. Pls follow the same..
From India, Kota
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From India, Kota
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Please understand there is no question of compensating for late attendance. If the policy is fixing duty hours, we need to follow the same as a matter of discipline. There shall not be any questions raised on deduction for late coming.
From India, Hyderabad
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From India, Hyderabad
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Few things:
1. What kind of industry is it? If it's IT, then there should be flexi hours.
2. However, daily attendance should be followed as per service rules/Attendance Policy of the organization. If any clause is mentioned in the Policy for flexi hours/compensation and if an employee is working for a minimum number of hours in a day, then no question of deduction of leave should arise.
3. If there is no such policy mentioned in service rules, the employee should get the benefit and should be allowed flexi hours with no deduction of any leaves.
May I also mention that nowadays all companies are working extended hours, and staff members are required to work beyond the specified time if any work is left undone.
Suggestion: Kindly arrange a session with the employees immediately to bring awareness/refresh HR policies, wherein you can brief all HR and other policies with the employees. This will clear the doubts and differences among employees with HR.
Regards,
Satyanarayana
From India, Pune
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1. What kind of industry is it? If it's IT, then there should be flexi hours.
2. However, daily attendance should be followed as per service rules/Attendance Policy of the organization. If any clause is mentioned in the Policy for flexi hours/compensation and if an employee is working for a minimum number of hours in a day, then no question of deduction of leave should arise.
3. If there is no such policy mentioned in service rules, the employee should get the benefit and should be allowed flexi hours with no deduction of any leaves.
May I also mention that nowadays all companies are working extended hours, and staff members are required to work beyond the specified time if any work is left undone.
Suggestion: Kindly arrange a session with the employees immediately to bring awareness/refresh HR policies, wherein you can brief all HR and other policies with the employees. This will clear the doubts and differences among employees with HR.
Regards,
Satyanarayana
From India, Pune
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