Hello everyone,
I am Manasa, working in an IT company and recently joined as an HR. I have an issue regarding an employee who comes late every day and leaves early. Our organization has flexible timings as people often work late nights. People can manage their time even if they come late to the office; furthermore, they extend the time in the evening. If it happens once or twice, it is acceptable, but if it is happening frequently, can we address the issue? If yes, please suggest.
Thank you.
From India, Hyderabad
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2I am Manasa, working in an IT company and recently joined as an HR. I have an issue regarding an employee who comes late every day and leaves early. Our organization has flexible timings as people often work late nights. People can manage their time even if they come late to the office; furthermore, they extend the time in the evening. If it happens once or twice, it is acceptable, but if it is happening frequently, can we address the issue? If yes, please suggest.
Thank you.
From India, Hyderabad
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Hi Manasa,
Please refer to your company's HR policy in the Employee Handbook, where all details are specified accordingly. You can suggest to your management that being late for 5-10 minutes once or twice is acceptable. If it happens three times, a deduction of one day's salary as LOP can be made, and for six times, it would be 2 days, and so on. By implementing this policy, people will adhere to the rules. There may be arguments about working late hours; you need to explain to them that they must complete the assigned tasks on the same day within the given time. If for any reason they are unable to complete their tasks on the same day, they should be prepared to work extra hours to finish them.
Hope you understood.
From India, Bangalore
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Please refer to your company's HR policy in the Employee Handbook, where all details are specified accordingly. You can suggest to your management that being late for 5-10 minutes once or twice is acceptable. If it happens three times, a deduction of one day's salary as LOP can be made, and for six times, it would be 2 days, and so on. By implementing this policy, people will adhere to the rules. There may be arguments about working late hours; you need to explain to them that they must complete the assigned tasks on the same day within the given time. If for any reason they are unable to complete their tasks on the same day, they should be prepared to work extra hours to finish them.
Hope you understood.
From India, Bangalore
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Hello Reghunath,
I am also facing the issue of employees coming in late. Could you please clarify if deducting one day's salary is a fair practice under labor law for an employee who is 5 to 10 minutes late three times in a month?
From India, Gurgaon
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I am also facing the issue of employees coming in late. Could you please clarify if deducting one day's salary is a fair practice under labor law for an employee who is 5 to 10 minutes late three times in a month?
From India, Gurgaon
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If you have flexible timing, how can you penalize someone for coming late. Instead, check whether the person has worked the entire 8-hour shift each day (flexible time generally requires all employees to put in the total shift hours irrespective of what time they come in).
Further, check with their managers whether they are delivering the required work. If not, then you need to take approval of the management and issue warning letters, taking both factors into consideration.
From India, Mumbai
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Further, check with their managers whether they are delivering the required work. If not, then you need to take approval of the management and issue warning letters, taking both factors into consideration.
From India, Mumbai
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Discipline starts with the attendance register. Despite flexible timing, we should encourage staff to arrive on time. We can develop a permission slip that latecomers need to get approved by their reporting authority for each late day. After 3-4 instances of lateness, it will be checked automatically. I have implemented this and have received positive results.
Regards, Jitendra Das
From India, Bhubaneswar
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Regards, Jitendra Das
From India, Bhubaneswar
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Policy on Short Hours:
A policy has been framed for short hours, where every second instance of taking a short leave will result in a deduction from earned leave. There will be a grace period of 15 minutes for lateness. Any shortfall in working hours will be deducted from earned leave.
From India, New Delhi
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A policy has been framed for short hours, where every second instance of taking a short leave will result in a deduction from earned leave. There will be a grace period of 15 minutes for lateness. Any shortfall in working hours will be deducted from earned leave.
From India, New Delhi
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Dear All, my query is... on late coming deducting the employee half or full day salary or from EL or CL is it fair practice as per labour laws guidelines as to penalise the employee
From India, Gurgaon
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From India, Gurgaon
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Okay,
Your question is not very clear. If you are deducting half or full day's salary every time an employee is a few minutes late for work, it is definitely not a fair labor practice. However, deducting half a day for coming late beyond a particular time is acceptable. This practice originally stemmed from the factory gates being locked after half an hour, and the worker being denied entry until lunchtime.
Deducting a full day is meaningless. The worker will then simply go home instead of reporting to work, which hardly helps the employer. The practice of deducting half a day's salary for being late more than 3 days in a month is generally an acceptable policy at offices.
In any case, the rules need to be in the standing orders and clearly communicated to the employees in advance.
From India, Mumbai
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Your question is not very clear. If you are deducting half or full day's salary every time an employee is a few minutes late for work, it is definitely not a fair labor practice. However, deducting half a day for coming late beyond a particular time is acceptable. This practice originally stemmed from the factory gates being locked after half an hour, and the worker being denied entry until lunchtime.
Deducting a full day is meaningless. The worker will then simply go home instead of reporting to work, which hardly helps the employer. The practice of deducting half a day's salary for being late more than 3 days in a month is generally an acceptable policy at offices.
In any case, the rules need to be in the standing orders and clearly communicated to the employees in advance.
From India, Mumbai
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Hi every one,
I took an option to frame a policy , the rules are as follows
We observed team members often work with clients , the other day working hours get managed .
Please note that who work with clients after business hours are the only ones can take this Flexi timing .
Team members who are on onboard/Training requested to follow the punctual time(10.00AM to 7.00 PM). No flexible timings are for trainees
Well, Team members who work for general shifts are strict to adhere the timing , (starts with 10.00AM to 7.00PM usually), if there is a client service then we are expected to be in the office .
No Flexi timing for this team members , please do not follow an excuse that you have managed 8 hours a day . Since punctuality tells about the quality of work .understand.
It is understandable that you get 5-10 minutes late and that is ok , please don’t make a habit reaching office too late .
Now ,
If this becomes habit , then half day Salary will be deducted for the once who crosses 6 times per month
Team members who reach office at 11.00 am instead of being in the office at 10.00AM Half day salary will be deducted for every instant lateness .
Working late: Finally , schedule the given tasks on time , complete it .
Any reason they have not completed , you have to contribute extra hours to complete the same .
Be on time , Be productive.
This is the mail I made as draft , If any modifications yet to be done , Please suggest .
Thank you for your time
Good day
Manasa
From India, Hyderabad
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I took an option to frame a policy , the rules are as follows
We observed team members often work with clients , the other day working hours get managed .
Please note that who work with clients after business hours are the only ones can take this Flexi timing .
Team members who are on onboard/Training requested to follow the punctual time(10.00AM to 7.00 PM). No flexible timings are for trainees
Well, Team members who work for general shifts are strict to adhere the timing , (starts with 10.00AM to 7.00PM usually), if there is a client service then we are expected to be in the office .
No Flexi timing for this team members , please do not follow an excuse that you have managed 8 hours a day . Since punctuality tells about the quality of work .understand.
It is understandable that you get 5-10 minutes late and that is ok , please don’t make a habit reaching office too late .
Now ,
If this becomes habit , then half day Salary will be deducted for the once who crosses 6 times per month
Team members who reach office at 11.00 am instead of being in the office at 10.00AM Half day salary will be deducted for every instant lateness .
Working late: Finally , schedule the given tasks on time , complete it .
Any reason they have not completed , you have to contribute extra hours to complete the same .
Be on time , Be productive.
This is the mail I made as draft , If any modifications yet to be done , Please suggest .
Thank you for your time
Good day
Manasa
From India, Hyderabad
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Hi Mansa,
You have 2 options:
Option 1: Define a policy to work 45 hours a week. If any employee is unable to complete these hours, their salary will be reduced proportionally.
Option 2: Implement 3-4 shifts with a 30-minute grace period. If employees arrive late even after this grace period, establish a policy allowing 2 instances of being late per month. On the 3rd late occurrence, their salary will be reduced by 0.5 days.
You can incorporate an additional aspect as follows: If an employee, let's say "A," is late 4 times in a month and requests HR not to cut their salary, you can streamline their attendance. If the Team Leader (TL) approves, no deduction will be made. However, if the TL disapproves of the late arrivals, a pay cut is necessary.
I hope this helps clarify the options. Let me know if you need further information or assistance.
From India, Pune
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You have 2 options:
Option 1: Define a policy to work 45 hours a week. If any employee is unable to complete these hours, their salary will be reduced proportionally.
Option 2: Implement 3-4 shifts with a 30-minute grace period. If employees arrive late even after this grace period, establish a policy allowing 2 instances of being late per month. On the 3rd late occurrence, their salary will be reduced by 0.5 days.
You can incorporate an additional aspect as follows: If an employee, let's say "A," is late 4 times in a month and requests HR not to cut their salary, you can streamline their attendance. If the Team Leader (TL) approves, no deduction will be made. However, if the TL disapproves of the late arrivals, a pay cut is necessary.
I hope this helps clarify the options. Let me know if you need further information or assistance.
From India, Pune
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Employee reference policy.doc