Dear All,
I work for an NGO where it is very difficult to monitor attendance for the teachers in the field. They often record the wrong entry and exit times. Is there any way we can ensure accuracy without having to install costly devices?
Thank you.
From India
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I work for an NGO where it is very difficult to monitor attendance for the teachers in the field. They often record the wrong entry and exit times. Is there any way we can ensure accuracy without having to install costly devices?
Thank you.
From India
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It is expected that all employees of an NGO work with sincerity and dedication. If they are shirking responsibility by not adhering to NGO guidelines, something is wrong with the system of the particular NGO. Identify the lapses and correct.
From India, Lucknow
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616From India, Lucknow
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Dear All please help with suitable solutions if any. Dear Pon can you suggest some methods of exercising such control . Looking foward to answers..!!!!
From India
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From India
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Hi, dear,
To keep business running smoothly and efficiently, employees are needed to report to their job on time every working day. In the company's business, this means that unless the Government announces the day off, employees are expected to come in; even in emergencies including storms, transportation failures, and blackouts - employees are expected to report to their job, or - with their supervisor's permission - to the nearest company office if they can't get to their normal location. If an employee doesn't report to work, they won't be paid for that day.
Of course, we recognize that illness or other compelling personal situations may arise - requiring employees to be late or absent from work from time to time. But the nature of our business requires that careful attention be given to the attendance of all staff members. Short-term absences for any reason are disruptive. They impose unexpected burdens on the staff who do come to work and create problems in handling day-to-day operations. For this reason, employees who have a record of excessive short-term absences - i.e., five or more in a year - run the risk of being placed on probation for 30 to 60 days. They also run the more serious risk of termination if within the next two years after they are placed on probation their attendance record fails to improve.
Because of staffing needs, it is essential that employees notify their supervisor within a half-hour of their regular starting time if they can't come to work - or if they will be late. In case of a prolonged absence, the employee's supervisor will let them know how often to call in.
If an employee is out of work for five days or more because of an illness or injury, their supervisor is required to ask the employee for a doctor's note stating the nature of their condition. The supervisor may ask for a doctor's note for absences of less than five days and may also request that the doctor certify that the employee is ready to return to work. In case of chronic illness, or for absences of five days or more, the employee may be asked to go to the Medical Department for an examination before they come back to work.
Since lateness can be as disruptive to normal operations as absence, employees should do their best to be on time every day. Repeated lateness may result in disciplinary action.
Best regards to CiteHr Members,
John
From China, Shanghai
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To keep business running smoothly and efficiently, employees are needed to report to their job on time every working day. In the company's business, this means that unless the Government announces the day off, employees are expected to come in; even in emergencies including storms, transportation failures, and blackouts - employees are expected to report to their job, or - with their supervisor's permission - to the nearest company office if they can't get to their normal location. If an employee doesn't report to work, they won't be paid for that day.
Of course, we recognize that illness or other compelling personal situations may arise - requiring employees to be late or absent from work from time to time. But the nature of our business requires that careful attention be given to the attendance of all staff members. Short-term absences for any reason are disruptive. They impose unexpected burdens on the staff who do come to work and create problems in handling day-to-day operations. For this reason, employees who have a record of excessive short-term absences - i.e., five or more in a year - run the risk of being placed on probation for 30 to 60 days. They also run the more serious risk of termination if within the next two years after they are placed on probation their attendance record fails to improve.
Because of staffing needs, it is essential that employees notify their supervisor within a half-hour of their regular starting time if they can't come to work - or if they will be late. In case of a prolonged absence, the employee's supervisor will let them know how often to call in.
If an employee is out of work for five days or more because of an illness or injury, their supervisor is required to ask the employee for a doctor's note stating the nature of their condition. The supervisor may ask for a doctor's note for absences of less than five days and may also request that the doctor certify that the employee is ready to return to work. In case of chronic illness, or for absences of five days or more, the employee may be asked to go to the Medical Department for an examination before they come back to work.
Since lateness can be as disruptive to normal operations as absence, employees should do their best to be on time every day. Repeated lateness may result in disciplinary action.
Best regards to CiteHr Members,
John
From China, Shanghai
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Employee attendance tracker1.xls
Employee Monthly Attendance.zip