Dear All,
How to control employees late in or early out time.
what should be action can take against these employee who reporting late in office.
what precaution should be take to avoid this as a HR person.
pls give reply ASAP

From India, Mumbai
Allow grace period of 10-15 minutes daily. If they exceed the grace period, treat those late/early hrs as CL or LOP. Without stern action, you can correct the erring employees.
From India, Lucknow
dear, You can allow four lates per month. if any one exceeds the number you must deduct 1/2 a leave from their balance. If anyone wants 1 hr. permission, deduct 1/2 a day leave straihgt away. rachel.
From India, Hyderabad
Dear Friends,
Actually we have all these policies, but particular employees who didn’t come on time, I also deduct these employees salary but every month this is not feels good…for me.
How should I convert them to come on time...
Rajendra V

From India, Mumbai
If there is a particular employee then I think u and the employee’s HOD shud personally talk to the person n ask for the reason behind the same. Normally ppl provide reason like that of commuting from a far off place, traffic... so politely convince them that office policies shud be respected and a healthy decorum adds to good working environment... if after this too the situation is out of control then take action like issuance of warning letter.
hope that wud help.. if not then update us what happened

From India, Chandigarh
This is a very vide spread problem everywhere. People are ready to get their leave adjusted and to get the salary deducted, but never abide by the office hours.
You should install the biometric attendance system and keep a tab on the actual behavior of the late comers and early goers. The usual adjustment of leave and deduction from the salary may also be deducted as usual. But the punctual employees may be rewarded. The stubborn may be punished further by stopping the annual increase or getting rid of them.

From India, Chandigarh
If the coming late problem for some employees this is not big problem but the problem if the coming late is culture , changing company culture is very difficult thing , the main reasons for these bad cultures ....Leaders , Leaders And Leaders , if they are not role model and if they are not applying HR rules inconsistence way and second reasons HR should have very good policy to take care of these behaviours ..
From Kuwait, Kuwait
Dear All,

The suggestion given by one colleague to give grace period of 10 - 15 minutes will be a diaster, because you are legalising late coming.

Please think of the after effects. 15 minutes X 26 days = 390 minutes/ 60 minutes = 6.5 man hours per person per month and assuming you have 100 employees it will be 650 man hours per person month and in short you will be paying for 81 man days for late coming every month 650/ 8 man hours = 81.25 man days. On top of it you are indirectly encouraging other employees who are regular to follow suit.

Late coming as said by many colleagues is a habit. Not all employees tend to come late but some habitually do so. So it is important for us to correct the system. A few tips (but they are quite painful but effective to curb late coming).

1. Fix a grace time say maximum 10 minutes per employee per month or 3 times maximum late comings. The 10 minutes if used up in one shot will mean that he can't report late for work any further. Likewise if he has reported late for work on three occasions even if the time used up is only 6 minutes he can't report late for work any further.

2. Notify every day the number of late comings and the employee numbers (not the names) near the swiping machine. Update it daily.

3. Notify to all employees on the notice board regarding the leave policy. Also communicate to them orally that for late comings beyond permitted hours 1/2 day EL will be deducted from employees leave account. When EL is deducted he loses the chance of encashing it. Execute what you have announced on notice board and orally.

4. For the first year give an award on an annual day for the employee who has reported for work always on time. Also honour the spouse for facilitating this. The value of the award must be substantial. Make this as a surprise award, you will find that there will be a real turn around in the process.

5. But one word of caution, please tell new entrants about the company policy on late coming. Let them not be taken by surprise, otherwise they may quit if they are unaware of your company policy.

6. One more rider, on a given day when you observe that it was raining very heavily or there was indeed a genuine traffic snarl leading to your office, be graceful by not marking late coming for that day. But remember exceptions are not examples.


From India, Madras
In my office, HR implemented a policy of deduction one day's leave if an employee late for three times in a month. In some other offices, late arrival considers half day's leave. You may opt some strict or little soft policy as per existing environment. Moin
From Pakistan
Please change your concepts, now the world is work from any where.
As a better solution start using thumb finger scanner for In and Out. And put working hours per week should be not be less than some fixed hours or else salary will be deducted a day.

From United Arab Emirates

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