Struggling with Latecomers in a Garment Factory: How Much Can We Deduct?

Can anyone help me to sort out an issue for a garment export factory wherein around 60 workmen are engaged? They don't have a separate standing order. Some of their workmen have been habitual latecomers. When I checked with the Standing Orders Act and Payment of Wages Act, clear instructions are not issued regarding deductions for late coming.

Kindly help me to sort the issue as to how much deductions can be made regarding late coming. The company is giving a five-minute grace period for a maximum of three days in a month.

Dear Anand,

The practice of deducting Casual Leave for late coming is usually followed. The system works as follows: 1/2 day of CL is deducted if a person arrives late two days in a month, 1 day of 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.

Furthermore, habitual latecoming can be categorized as indiscipline. There is no restriction on taking disciplinary actions against a habitual latecomer. The Company, in this scenario, will need to commence disciplinary procedures before deducting wages or imposing other penalties.

Regards,
SC

Hi,

For habitual latecomers, we can take disciplinary action like issuing a memo. I hope that it will be useful to control tardiness.

Regards, D. Jayashri

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

Sankha Chandra