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Hi,

This is a quite an issue in each organisation.
First of all depending on the consensus with higher management make a late coming policy. No legal provisions for late commers. Once You decide number of late coming that you wish to allow each employee, no grace period should be allowed thereafte. It is responsibility of each individual employee to come on time to office. Please note that what ever period of grace period you allowed , habitual latecomers will never be happy and will continue to ask for mor and more grace period. Ii is OK to deduct leave or salary for latecoming after exemptions are exhausted.
Finally please note HR dept should not be interested in deduction or punishment but they should continiously keep on trying for improvement by taking support of late coming policy etc. Habitual late comers should be punished so that justice is done to those who respect company policy and ar disciplined. Some consideration should be given to those employee who sit late for work and do not claim any benefit in liue of that

Regards
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dear sridhar,
It is always better to keep sending a warning mail/ letter/memo on a monthly basis that the late comers wud be punished and you can punish them only when thing goes beyond the limit/control. if you punish them, their help may be required when you want things to be done. As long as the job gets done, just leave it, but again it depends on the nature of service you are offering to the clients /products that you manufacture as one of the gentelmen said rightly.
thanks and regards
v. gnanamani
If a senior level employee is late on some occassions, should he/she be marked absent? What motivates the senior employees to complete their work even if they have to stay in the office little more? Should highly skilled professionals be tied with the duty hours? What are the disadvantages of maintaining attendance register for the senior responsible & accountable officers? Here, the administrative manager keeps strict vigilence over attendance register and marks the employees of his equal rank absent. Does it enforce discipline or demotivate employees?
Dear Members,

I have to adjust 48 working hours in a week and according to staff they need saturdays off. Let me inform you with the scenario, we are construction project managers in Karachi, Pakistan our working hours are from 9:00 a.m to no limit, as the compnay is not well organzed by Partners incase of the staff and have spoiled them, no liune managers no department heads, one man departments. HR is considered as Martian. Our CEO is very keen to provide friendly environment, but he can't recognize he has already provided the home like environment. no checks and balances, technically staff is committing blunders but still stars of his eyes.

He wanted me to ask the staff about the work timings through questionnaire, i was reluctant but anyway i did that and suggested some options (Questionnaire attached), now as they have given their view point he not excepting anything. He says he want to go for the easy procedures but he cannot decide on any of the matters and i wait for his signatures on every single document, we don't have HR Policy because he make changes and do not recognize them (Such a Confuse Guy).

Suggestions required

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Hi Sreedhar,
Time Management policy vary from company to company and grace timings you can set upto 09:37 means 7-Minutes without penaly and upto 09:50 20-Minutes charged at the rate of double / single after 06:00 and out time will be 06:40 with double penaly and if penalty is single then its 06:20.
Khushnood
Hi, I am sending our company policy regarding late coming as an attachment file. I have been using it and found it very effective. Sincerely yours, Prithvi Pal

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File Type: doc Company policy on Late coming.doc (21.5 KB, 4007 views)

Only 15minutes grace period can be demanded in such case. HR has full right deduct you leave on the occasion of two late comings
dear friend ,
i need urgent help to write a letter or notice letter to all my staff (each of them) informing them that their salary will be deduct due to no reason of absence for the year 2009 . in my letter i need to inform them that we will deduct their salary or annual leave for 2009 if no reply form them after recieveing this notice. any formart do u guys have pls let me konw or email to me .. tq.tq tq i really need it urgently
thanks a lot
But is it legal coz if we do this wid the late comers they can raise their voice. I need to ask is it come in any Act or jus? Thanks in Advance Nisha
Dear Sreedhar,
Even in my company we had the same policy of salary cutting. Then inspite of several complaints a grace period of 10 minutes was given considering the traffic etc. If the staff exceeds the grace period, then the salary cutting was applicable.
As our friend Samia rightly said, each company has their own HR policies and it should be discussed with the management for a right decision
Regards
philo
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