What is the proper disciplinary action should be given to employees who are punching IN for anyone other than themselves for perfect attendance bonus sake and to save their friends from being late?
From Philippines
From Philippines
You can issue a warning letter to this employee & i would suggest go for Bio sentry installation in your premises, it is based on Thumb imression. Regards Ranjeet
From India, New Delhi
11From India, New Delhi
Hello HAMMERED,
Like Ranjeet suggested, many companies are going for Biometric Attendance Marking Systems--there are many sources in the market today.
In fact, this will also save you the effort & costs of compiling the cards for salary payments, since these systems can be linked to computer & the whole activity can be computerized.
Rgds,
TS
From India, Hyderabad
Like Ranjeet suggested, many companies are going for Biometric Attendance Marking Systems--there are many sources in the market today.
In fact, this will also save you the effort & costs of compiling the cards for salary payments, since these systems can be linked to computer & the whole activity can be computerized.
Rgds,
TS
From India, Hyderabad
That would depend on the policy of company. I.e. how serious an offense is this projected as. Definately implementing BIOMETRICS systems removes the problem but it comes at a high CTC and may take time to implement. For more immediate response, action could vary from a warning given from Reporting Manager / BU HR on code of conduct to more severe action including recording the case in the ethics and compliance dept.
For repeated attempts even after warning, employee may be referred to a senior HR manager and more severe action may be taken.
Consider also, debarring the employee from availing the perfect attendance bonus for that period. However ensure that you have physical evidence for proof irrespective of nature of disciplinary action
From India, Delhi
For repeated attempts even after warning, employee may be referred to a senior HR manager and more severe action may be taken.
Consider also, debarring the employee from availing the perfect attendance bonus for that period. However ensure that you have physical evidence for proof irrespective of nature of disciplinary action
From India, Delhi
plz refer yours standing order if any or by company service rule,and act accordingly.
you canalso go for biomatric attendance system as advised by many ,but at a same time it is very necessarily for one to make employee of company aware about company rules and regulation,and conduct mis conduct ,these thing should be communicated to them at a time of their induction/orientation ,you can also issue service rule book to every employee or can paste all the information on proper places.
regards
atul
From India, Delhi
you canalso go for biomatric attendance system as advised by many ,but at a same time it is very necessarily for one to make employee of company aware about company rules and regulation,and conduct mis conduct ,these thing should be communicated to them at a time of their induction/orientation ,you can also issue service rule book to every employee or can paste all the information on proper places.
regards
atul
From India, Delhi
Hello HAMMERED,
Glad to know that you 'found this site very helpful and the people here are amazing.......".
All the members of this Forum have at least one thing IN COMMON--'Sharing without expectations'.
Why not begin to participate yourself? I am sure there would be many who can benefit from your experiences/suggestions.
Rgds,
TS
From India, Hyderabad
Glad to know that you 'found this site very helpful and the people here are amazing.......".
All the members of this Forum have at least one thing IN COMMON--'Sharing without expectations'.
Why not begin to participate yourself? I am sure there would be many who can benefit from your experiences/suggestions.
Rgds,
TS
From India, Hyderabad
That would depend on the policy of company. I.e. how serious an offense is this projected as.
Accordingly action could vary from a warning given from Reporting Manager / BU HR on code of conduct to more severe action including recording the case in the ethics and compliance dept.
For repeated attempts even after warning, employee may be referred to a senior HR manager and more severe action may be taken.
Consider also, debarring the employee from availing the perfect attendance bonus for that period. However ensure that you have physical evidence for proof irrespective of nature of disciplinary action
From India, Delhi
Accordingly action could vary from a warning given from Reporting Manager / BU HR on code of conduct to more severe action including recording the case in the ethics and compliance dept.
For repeated attempts even after warning, employee may be referred to a senior HR manager and more severe action may be taken.
Consider also, debarring the employee from availing the perfect attendance bonus for that period. However ensure that you have physical evidence for proof irrespective of nature of disciplinary action
From India, Delhi
Hi,
1) First of all you should have a proper evidence to take action against the person.
2) According to the proof,you can issue warning letter stating the details what he done.
3) With the permission of your hierarchy you can send a mail to all the staff of new policy for punching in & out.In that mail you can mention the do's & dont's.
4) Ask your Security guards to monitor who is coming late and ask him to make a not and give it to u every day.
5) Say about 10.30 am or 11.00 am you can check the attendance record and mark it accordingly.
I hope the above details will give you some help.
Regards
JR
From India, Alandur
1) First of all you should have a proper evidence to take action against the person.
2) According to the proof,you can issue warning letter stating the details what he done.
3) With the permission of your hierarchy you can send a mail to all the staff of new policy for punching in & out.In that mail you can mention the do's & dont's.
4) Ask your Security guards to monitor who is coming late and ask him to make a not and give it to u every day.
5) Say about 10.30 am or 11.00 am you can check the attendance record and mark it accordingly.
I hope the above details will give you some help.
Regards
JR
From India, Alandur
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