My senior colleagues, is there any other punishment for late comers apart from salary deduction. waiting for your invaluable responses. Thanx!
From Nigeria, Lagos
John Chiang
Hr Executive
Hr Generalist
Hr & Admin
+4 Others


Are you from Schools/Colleges administration??
But in Industries, what punishments are you envisaging other than marking absent or continuous late coming cast an aspersion on performance apprisal??

From India, Lucknow
The industry is an SME, basically a photography company with a staff strength of 32. Salarybdeduction can't always be used as a measure.
I need to know what other means to use to punish latecomers.

From Nigeria, Lagos

Dear dapsy4u2,
I am from a Advertising Agency and when I have joined ‘Late Coming’ was a foremost problem there. I have done three major changes there.
1. Replace the ‘Physical Attendance Register’ with ‘Bio metric Attendance Machine’
2. Publishing ‘Late Comers’ list ever week
3. Finally introducing a ‘Salary Deduction’ clause in HR policy: Anybody coming LATE for 3 days in a month, salary of half day will be deducted without prior information.
This has worked for me, hopefully help you as well.

From India, Bhopal

i dont know if this would help but certainly give some insight !
I was talking to my friend on the Montessori school concept that we're working...
excerpt from the conversation :
What if a kid doesnt come to school without having home work completed !
how the school or teachers should should respond to this !
Our concept school does this way , "Do nothing" -We let the kid to be as he /she likes . The teacher will not be assigning any tasks to the kid on that day. absolutely there wont be any scolding , harsh treatment except that the kid wont be considered as present by the teacher & the classmates . attendance will say as present !!!
Do nothing works better with kids !

From India, Bangalore

There are different ways to control late coming of your employees :
1- Send daily late comers report to respective head of department. And request to him or her to control late coming habits of his or her subordinates. Head of Department will be answerable of late coming of his or her subordinates.
2- Give some instructions to Admin department to not allow to late comer employee to enter his or her department. He or she will sit in admin department and after requesting his or her HOD, the permission will be given to him or her to go a department.
3- H.R head can call to later comers employees in his or her room for explanation why he or she come office late.
4- You can display later comers list on notice board with bold names.
5- You can deduct one leave on above 4 late coming in a month.
6- Late coming factor should be heavy wieghted in employee's performance appraisal.
7- Habitual late comers will not promote in next level, this type of circulation or info

From Pakistan, Lahore

Habitual late comers really deserve some punishments, but at work place such issues should not be treated like school children. Every employee have thier own self respect.
Moreover, one doesn't want to be late everyday at work, but at times one fail to plan for next day schedule or due to various situations experiencing at home or individually they are often late because you see we are all living in a busy and hi-tech world.
One more point is if any employee he/she if they like their job and responsibilities, their commitment and dedication to work will be too high like coming very early and going very late.
so late coming punishment give them during salary revision time or cut incentive that's what our management do.

From United Arab Emirates, Dubai
John Chiang

Dear dapsy4u2,

I agreed with miniemmanuel. When employees persistently arrive late, take extra breaks or extra long lunch hours, or simple leave early, sometimes we want to yell, “Shut up and stay at work.” Clearly, that is not the most emotionally intelligent response.

Instead, need to talk about our company work hours. Then ask. “What is happening that you are arriving late (or leaving early, or taking extra breaks, or extending lunch hours)? ” Give the team member a chance to explain. Then take our turn and explain to him/her the effect on him/her productivity and also on fairness to the team. Come up with an agreement and a way of measuring this efforts and enforcing the agreement.

If the problem persists, tell him/her clearly what the consequences will be.

In fact, we must be careful if the employee’s story keeps changing. This can be either a sign of a serious instability in the person’s home life or a sign of a personal problem, such as having a boy/girl friend and falling in love recently. If we don’t think the employee is being honest and making a serious effort to meet work responsibilities.

In management, we have to give someone who makes a mistake another chance. Let Department Head talks to him/her again what’s happening? By giving people a chance to learn from their mistake.

Best regards to all CiteHr Members,


From China, Shanghai

hiii You can arrange a effective training on time management to employees to increase awareness of time.
From India, Nasik
Dear Friends,
In my previous and even in present company, If any of our employee come late. For every 3 late markings, we use to deduct 1 leave from his CL or EL. And For next 3 late markings (i.e. 6 late markings), 2 leaves and so on...

From India, Bangalore

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