DEDUCTIONS FOR LATE COMING

Can anyone help me to sort out an issue for a garment export factory wherein around 60 workmen are engaged. They dont have a separate standing order. some of their workmen have been habitual latecomers. When I checked with standing orders act & payment of wages act clear instructions are not issued with regard to deductions for late coming.
Kindly help me to sort the issue as to how much deductions can be made with regard to late coming. The company is giving five minutes grace time for a maximum of three days in a month.

Dear Anand,
The practice of deducting Casual Leave for late comming is usually practiced. The system goes something like this: 1/2 days CL deducted if a person comes late two days in a month, 1 day CL for three days, so if a person is late for 5 days 1.5 days of CL is deducted.You can implement the same by issuing a circular.
Again, Habitual latecoming can be classified as indiscipline. There is no bar in taking disciplinary proceedings against a habitual latecomer.The Company, in this case, will have to initiate disciplinary proceedings before deducting wages or imposing other punishments.
Regards,
SC

Hi,
For habitual late comers we can take disciplinary action like issue of memo.
I hope that it will useful to control the late comings
Regards
D.Jayashri

The issue is not restricted to a closed premises like factory or office. In a service industry people work at different locations, in isolated and scattered areas where supervision on daily basis is not usually done. This makes the situation complicated.
Sankha Chandra