It is better to structure a common policy so that anybody who is coming early or going late can be applicable. The employees who are coming early may not be able to have breakfast at their home; hence, they have to spend some money from their pocket on snacks. The same goes for the employees who are staying back late hours. These employees may not be able to get lunch/dinner from their home; hence, it is better to reimburse those expenses also from the company if the company is not providing lunch/dinner/breakfast/snacks. If the company is providing the above on subsidy, then for those particular days, it should be 100% free.
As far as the traveling is concerned, it's better to reimburse the auto charges (actuals) from their home to office/back. Alternatively, if you have any company transport, then pick up the employees who are asked to come early and drop off the employees who are asked to stay back for late hours. If the same is the case for females, it's better to ensure company transport or a cab so that the employees are safe and also have faith in the company.
With the above inputs, it's better to organize a meeting with all HODs, obtain their inputs, formulate a policy, finalize, circulate, and implement. It's better to form a committee like a welfare committee with one or two HODs/HR representatives and representatives from the concerned departments where this exigency exists. Ensure that one female representative is also part of the committee.
Regards, Kamesh