Hi Shaina,
Sincerely, I don't advocate a need for a policy to deal with late coming. It can be a part of your SO. Late coming is simply late to duty. Nowadays there are lots of automatic devices which records those instances & would help you deal without human interference. For e.g., see this model- if someone is late for the first time, say by 10 minutes, then it canbe allowed, repeat 2nd time say now 15 min. a warning go automatically to his mobile or mail box. When repeated third time, wage cut proportionately. For the 4th occasion debit of 1/2 day to his/her leave a/c. This is in a calendar month. The HR/HoD will get report monthly of such behaviour. A habitual late comer, a repeater month after month will have to be marked thus and referred to IR appropriate action which include, a warning letter, cut in/deferment of increment, denial of promotion/demotion etc. Depending on their behavioural responses HR/IR may take appropriate action.
If you don't have electronic devices, recordings in manual register on the desks of security/reception should be the basis for follow up action.
Also please go thru' this relevant points -
Quote -
https://www.citehr.com/605083-late-c...e-whether.html
Further to very valid pointers from the team on this platform, I would like to emphasize that all organisations suffer when there is staffing issue - which has direct impact on deliverables - therefore to address the concern raised here on late coming on account of being sick (as managers we are kind to give benefit of doubt when such reports are given) as managers we must also engage in robust performance management and review it against deliverables for each one. I can confirm that I have tried and tested this process of studying the pattern of such requests of leave of absence or late coming and recorded. Found that I had actually hired Mr/Ms XYZ to perform for a specific task however the gaps remains due to these reasons and hence had a chat with them to share with them the impact of their decisions.
On matters of sick leave - I was also taking an empathetic approach to see how often the person is falling sick and with what ailment - researching has more often than not shown overburden staff, lack of time management on personal side of life from individuals and ensured there was robust recruitment plan in place to cover pre-employment checks. In both cases managers must closely review the job role created to see whether it is realistically burdened or not and if it has impact staff health company is directly responsible for staff health and must make immediate amends to job description. And lastly its around time management skills then staff should be put in performance improvement plan and assisted to deliver his objectives.
From India, Bangalore
1064Sincerely, I don't advocate a need for a policy to deal with late coming. It can be a part of your SO. Late coming is simply late to duty. Nowadays there are lots of automatic devices which records those instances & would help you deal without human interference. For e.g., see this model- if someone is late for the first time, say by 10 minutes, then it canbe allowed, repeat 2nd time say now 15 min. a warning go automatically to his mobile or mail box. When repeated third time, wage cut proportionately. For the 4th occasion debit of 1/2 day to his/her leave a/c. This is in a calendar month. The HR/HoD will get report monthly of such behaviour. A habitual late comer, a repeater month after month will have to be marked thus and referred to IR appropriate action which include, a warning letter, cut in/deferment of increment, denial of promotion/demotion etc. Depending on their behavioural responses HR/IR may take appropriate action.
If you don't have electronic devices, recordings in manual register on the desks of security/reception should be the basis for follow up action.
Also please go thru' this relevant points -
Quote -
https://www.citehr.com/605083-late-c...e-whether.html
Further to very valid pointers from the team on this platform, I would like to emphasize that all organisations suffer when there is staffing issue - which has direct impact on deliverables - therefore to address the concern raised here on late coming on account of being sick (as managers we are kind to give benefit of doubt when such reports are given) as managers we must also engage in robust performance management and review it against deliverables for each one. I can confirm that I have tried and tested this process of studying the pattern of such requests of leave of absence or late coming and recorded. Found that I had actually hired Mr/Ms XYZ to perform for a specific task however the gaps remains due to these reasons and hence had a chat with them to share with them the impact of their decisions.
On matters of sick leave - I was also taking an empathetic approach to see how often the person is falling sick and with what ailment - researching has more often than not shown overburden staff, lack of time management on personal side of life from individuals and ensured there was robust recruitment plan in place to cover pre-employment checks. In both cases managers must closely review the job role created to see whether it is realistically burdened or not and if it has impact staff health company is directly responsible for staff health and must make immediate amends to job description. And lastly its around time management skills then staff should be put in performance improvement plan and assisted to deliver his objectives.
From India, Bangalore
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