Dear, I am planing to put one day deduction against unapproved or unintimated absents from staff to streamline timings and maintaining dicipline in the work place. Can i practice it legally as in Labor Law, it is 1/4 of the day wage after warnings in case of unintimated absents. Please guide.
Cheers,
From United Arab Emirates, Dubai
Cheers,
From United Arab Emirates, Dubai
It is better you implement dicipline in attendance step by step - by 1) counselling 2) by issuing memo to be regular and punctual in attendance 3) by issuing warning, if not still obeying etc.
B.Saikumar
From India, Mumbai
1899B.Saikumar
From India, Mumbai
No any labour Law allow deduction of salary if 8 hrs duty has complete by emp . but if you are follow the procedure which is define by Mr B.Saikumar. then you have a strong reason for the deduction ..
Regards
Rajvir singh
From India, Chandigarh
Regards
Rajvir singh
From India, Chandigarh
Dear Sir,
Rather than Deducting salary or initiating disciplinary action for late coming / unauthorised absence, please try to find out the reasons of late coming or unauthorised absence.
In most of the cases, we have observed 'Conveyance' from place of residence to the place of work is the main reason of late coming. You may help to overcome this and see whether this can bring reduction in late coming and unauthorise absenteeism.
Deduction in salary may bring resentiment among employees, unless you follow the steps as suggested by Sri Sai kumar.
Regards,
T.M. Rao
From India, Jamshedpur
Rather than Deducting salary or initiating disciplinary action for late coming / unauthorised absence, please try to find out the reasons of late coming or unauthorised absence.
In most of the cases, we have observed 'Conveyance' from place of residence to the place of work is the main reason of late coming. You may help to overcome this and see whether this can bring reduction in late coming and unauthorise absenteeism.
Deduction in salary may bring resentiment among employees, unless you follow the steps as suggested by Sri Sai kumar.
Regards,
T.M. Rao
From India, Jamshedpur
why to find out reasons for late coming? when you have been conveyed that office timing is 9.00 a.m. to 5.00 p.m., it is your duty/responsibility to be in time in office. Let the reasons be no proper conveyance, bus late, got up late in the morning, to drop children at school by 8.40 a.m., and whole lot of reasons you may have (or you can create your own reasons).
When you were selected for the job, were you not informed about the office timing? You have agreed for that? Then why do you expect employer to find out reasons for your inability to be in time? My point is very simple. If office timing is such and such, then you are bound to be in office in time, nothing more.
Now, taking action against erring employes (late comers), is different issue. (When we say late comers, you must remember, there other employees who also reported in time - how they had come to office in time? ) Give them opportunity (whatever system you may adapt - sending circular, counselling, etc.) to correct themselves. In spite of it if they continue to do, deduct their leave (1/2 day probably), if they still continue to do, then go for disciplinary action.
V. Balaji
From India, Madras
When you were selected for the job, were you not informed about the office timing? You have agreed for that? Then why do you expect employer to find out reasons for your inability to be in time? My point is very simple. If office timing is such and such, then you are bound to be in office in time, nothing more.
Now, taking action against erring employes (late comers), is different issue. (When we say late comers, you must remember, there other employees who also reported in time - how they had come to office in time? ) Give them opportunity (whatever system you may adapt - sending circular, counselling, etc.) to correct themselves. In spite of it if they continue to do, deduct their leave (1/2 day probably), if they still continue to do, then go for disciplinary action.
V. Balaji
From India, Madras
As per UAE Labour law, employees can be fined for disciplinary reasons, including absence, with "pay deduction" as a second step after giving warnings. Eventhough legally it is okay to deduct, please have a second thought before implementing such a measure as contemporary HR best practice doest not support this.
Regards
Majeed
From United Arab Emirates, Abu Dhabi
Regards
Majeed
From United Arab Emirates, Abu Dhabi
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