Learning & Teaching Fellow (retired)
Manager - Hr
2. If they used all 5 time gap in a month and come late then for every late after 15 minutes [9:15 A M] cut 2 hours pay.
so if four times an employee come late after 9:15 A.M. [15 minutes traffic jam excuse allowed but should leave fifteen minutes late also officially] even using five Thitry minutes delay period allowed and he is entitled to get cut of one day pay.
:) Best of luck for delay ...
21st December 2014 From India, Delhi
You can alternatively take a different approach. Assuming that you are aware of the reason why they are late ? In your capability as an HR and Management , how far can you go to resolve them? Have you found the options on how to ensure they reach in time?
What are the chief reasons that you have observed so far? Do they stay far away or they are not able to manage time , due to over load of responsibilities?
Its easy to punish, however before you set the guidelines and the penalties, please ensure that you did your best to support them. You need to gain confidence before you can create frictions.
Incase you are not completely aware of the problems faced while reaching office, consider calling for an All-Hand's Meet or a Focus Group Meeting. Brainstorm with your employees on how to resolve them . Make them a partner in this project to maintain discipline within the firm. Every employee may have their unique problem for not being able to reach office on time. Please make sure you do enough to support them, before you implement penalties. You can take this opportunity and build a Peer-To-Peer Mentoring Program. Let your employees mentor each other through these challenges. What one cannot think, the other may offer it as a solution.
Here are few options for your to consider. The first option to you is to offer pick-up and drop. That way you least likely to miss out on timeliness.
In case you don't have the budget to fund the transport, can you initiate a ride-sharing process? There are apps such as Let's Ride, that allow you to car or bike pool.
Incase this is not possible, please consider the option to offer flexi-timing , where the employee logs in for 8.5 hours and clocks it within the office time period of 8.00 am - 5.00 pm or 9.00 am - 6.00 pm . That way you will have less hassles to penalise. The employees may actually welcome this with more productivity.
In an office I worked, we had several escalation while managing late reporting to work. Hence the Centre Lead called for a Process Improvement Meeting every day in the first hour. Everyone was free to join and contribute in it , irrespective of their roles and reporting orders, they could pick any project they want. This made the interest level in the employees shoot high and the ownership increase. Every body wanted to be a part of an Process Improvement Program in some or the other project. Needless to mention this was an high visibility event. It was a zero-cost employee engagement building program, which worked brilliantly.
In your situation you may need to think it differently. Employee satisfaction doesn't lie in the pay package or the designation but the work culture that you build in.
Engage them meaningfully for growth , towards a shared vision and it will offer the best pay off ever!
Last but not the least, please remember its always easy to punish , but takes eons to build trust. May you utilise this opportunity to build a better firm.
Wishing you all the best!
22nd December 2014 From India, Mumbai
I find that this is your first post, though you have been a member for over 3 years. (Cite Contribution) has given an excellent response for a query which lacks details of the scenario and why you have raised the question.
It is always prudent give as much detail as possible about the scenario; this helps to give precise answers without having to guess.
22nd December 2014 From United Kingdom
After giving just couple of days to come on time prefix the cut off date from when late comer should not be allowed.
24th December 2014 From India, Gwalior
Irony is that our head of the office will leave in Saturday evenings and come in Monday afternoons.
Punishments won't work.
Fixing responsibility won't work as the organization is over employed and hence little work, little responsibility.
Even those who do their work, won't follow timings.
Somebody please give a practical solution.
26th December 2014 From India, Lucknow
This well possible too.
27th December 2014 From India, Gwalior
31st December 2014 From India, Delhi
8th January 2015 From India, Mumbai
8th January 2015 From India, Mumbai
Let your staff know what you expect from them by introducing a clear lateness policy.
This should set out:
1.The required standards of timekeeping, i.e. working hours, shift patterns, any flexi-time or flexible working arrangements
2.Any consequences of persistent lateness
3.What disciplinary action will be taken under the disciplinary procedure
4.How you will monitor time keeping, for example with a signing in sheet or clocking in machine
5.If and how they will have to make up any time they have missed
6.Who they should report lateness to if they know are going to be late and by when.
The policy should be properly communicated to ALL employees, and enforced fairly and consistently. If your employees know that lateness is being monitored and taken seriously, they are more likely to observe good time keeping practices.
2nd February 2015 From Nigeria, Suleja