You cannot break company's rules for such people, They have to attend duty on time always. If same continues, issue a warning Memo and give them some time to maintain good attendence record, or else replace them.
From India, Hubli
Hi Titli, its very common prob . So, I would sugest you to give First warning to the employess through verbal and written communication. And tell them if there is any genuine prob for cuming late then they should come with an application with a proper reason then there will nt be ny penalty otherwise employees will be bound to pay the penalties.
Thanks & Regards
Neha Singh

From India, Ranchi
Hi,
If ur co is keen to bring disclipline by following proper legal procedure pl. refer Employment Standing order Act 1961which is applicable to every industry wherein the procedure is explained in detail as to what action can be initiated to handle late reporting cases. i.e 15 min late for more than 3 times in amonth one cl can be deducted.
Mandhurajmadhu

From India, Pune
Hi,
pls dont use any strict/harsh rule with the employees. it will decrease the engagement and commitment of the employees. the lost faith in mgt and organization. i m working in EDA company. we have flexi timing system. it really works. the attrition rate is very low in my company.productivity is so high

From India, Mumbai
if u are able to deduct the or consume the penalty /fine from the employee , you should have to Pay the late hours amount .
at the same time you ask them for maximum outputs in work
rule is rule rule for all boss

From India, Hyderabad
Hi
For late coming prevention we are follows ,if the employee will come late more than 15 mnts in 4 occasions we should take one casual leave from the employee and not to give his night shift allowance.If the person is on habitual we are give an advice letter having no .of late occations mentioned.
Rajesh

From India, Hyderabad
felxi time me not always work.. coz work of some may be dependent on other department etc.. so it will be hampered.. best way is 3 late mark.. deduct as Loss of pay.
im in favour of loss of pay coz putting half day or full day leave will not work effectivly..
ultimately disciplined working culture is the main motto.
no one here is school teacher who will send the late commer back to home.

From India, Mumbai
Hi all,
Late coming is a problem common to many organizations. I will like to suggest the following few points.
1. Have a signature register for the employees where they have to sign when they report to office.
2. Send the register to HR head at 9AM dot.
3. Any employee reporting to office after 9AM is to sign the register in front of HR manager.
4. Let the employee sign in red ink if he/she is late.
5. Frequent late comers can be asked for a verbal statement of coming late everytime.
6. Signature in red ink have a different impact and everybody could notice who comes late.
7. After a month the frequent late comers can be identified and take suitable financial curtailment of petrol allowance for the day they come late after the first month.
Hope this may be helpful.
Regards.....
a_dash

From India, Hyderabad
Dear All
We have not asked one thing. Whether the senior executives (Mgnt) of Tittli's organization are coming on time. If they are coming late, then its not possible to make other people come on time.
If they come on time, I am sure evrybody in the organization will come on time.
Regards
Ashok

From India
Hi Tittli,

Time machine is normally meant for the hourly wage workers, where the drawl of wages is made on the actual number of hours (Minute to Minute) put at work/office by a worker during a week or month. No doubt, time machine can help to know the actual late attendance on the part of individual employees also. But the time machine serves no purpose, if you don't have made provision of any disciplinary or penal action against the late comers, which should be duly prescribed in the employee handbook and circulated widely. You cannot also deduct any part of the salary of the employees, if there is no such provision in the rules of the organization about the set standard and rate of deduction of part of salary on late coming an employee. You may have to make such rules for regular salaried employees clearly prescribing at what rate the salary would be deductible per late attendance up to how much time the employee is late.

I find here several suggestions about flexibility to be adopted. General flexibility in punctuality can create more and uncontrollable problems for the organization. Discipline has its own value. Exceptions can however be tolerated, but not as a generally practiced indiscipline by one and all on all the days.

So, you may need to make adequate provision in the employee policy of he organization and circulate that amongst the employees, besides issuing circulars from time to time against late coming habits.

Further, penal provisions cannot always work well. Wielding a rod is much better using that so that the employee may know that the ame can be used any time. Frequent penal actions cause disrespect for the management, specifically for the HR department, and also employee dissatisfaction.

So, there should be a balanced approach. For that purpose start appreciating the employees who are very punctual and by declaring just three employee as 1st, 2nd and 3rd punctual employee of the month and circulate amongst the staff every month. On the other hand start circulating names of the 5-10 late comers every month declaring them as the late comers of the month. This would make them fully ashamed and would discourage them to leave habit of late coming when get frequently defamed. Also start a scheme of awarding the most punctual employees (1st, 2nd and 3rd) of the year out of those monthly punctual list. Widely circulate the scheme amongst the employees. Incentives normally bear fruits.

Hope these suggestions would work well to discourage late attendance of employee in your organization.

PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi



From India, Delhi

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