Is Making Latecomers Sing or Dance at Work a Fair Punishment or Just Humiliating?

In an organization where mostly young people work, when someone comes late, the supervisor says that our friend will entertain us and then asks them to dance or sing as punishment. Is this type of punishment justified? The supervisor asks this in a funny way but wants to reinforce a disciplinary action in the name of fun. But still, is it justified to do so? I see this happening at my workplace. Some take it as fun, but if someone is sensitive, they may get offended. Don't you think a verbal or written warning or deduction of salary is more appropriate?

Before delving into the details of your query, let us discuss why punishments are given. Punishments serve two main purposes: to reform the individual at fault and to instill a sense of deterrence among others. The essence of punishment lies more in this deterrence factor rather than the act of punishment itself. It plays a crucial role in guiding others to maintain appropriate behavior by signaling what is acceptable and what is not.

Will "Song and Dance" Punishment Create Fear?

You have raised an important question, "Don't you think verbal or written warnings or salary deductions would be more appropriate?" In today's society, where transparency is valued, it is essential to make the delinquent employee aware of the consequences of their actions. The effectiveness of such measures remains to be seen.

One potential drawback of this type of punishment is that it may backfire, leading to a sense of shamelessness among some individuals who may start taking the "song and dance" sequence for granted after committing misconduct. Furthermore, there is a risk that such punishments could be seen as entertainment by others, undermining the seriousness of the disciplinary measures. This trend can be highly detrimental, causing employees who adhere to rules to feel unappreciated.

Traditional Methods of Disciplining Employees

Turning to traditional methods of disciplining employees, while these are important, approaches like written warnings or salary deductions often prove ineffective in the long run. There are numerous cases where repeated punishments failed to reform delinquent employees, leaving them unchanged in their behavior.

Despite these challenges, when faced with a choice, I still advocate for traditional methods. Upholding discipline is non-negotiable, as it forms the bedrock of any organization, and efforts must be made to preserve this foundation.

My suggestion is to maintain records of tardiness and the effectiveness of the "song and dance" punishment. Assess whether the delinquent employees are truly learning from their mistakes. If not, presenting these statistics to supervisors and reverting to traditional disciplinary measures might be necessary.

Alternative Recommendations

As a recommendation, consider assigning late employees tasks that do not contribute directly to the organization's operations, such as monitoring security or working in an isolated area for the day. While this may lead to a loss of productivity, a firm stance on discipline is crucial.

Ultimately, discipline and punctuality reflect the organizational culture. If recurrent issues arise, it could indicate a flaw in the recruitment process, leading to the selection of unsuitable candidates. Individuals who are committed to their careers are less likely to exhibit such behavior. Therefore, emphasizing the seriousness of one's job or career can often be more impactful than punitive measures.

Regards,
Dinesh V Divekar

I highly appreciate the view of Mr. Esh V Divekar. The method in which it has been explored is amazing. My view is also the same as Mr. Divekar's. Apart from the above submission, I personally suggest using traditional methods to implement discipline for latecoming. At the first instance, an oral gentle warning may be given to the individual. If the person is habitually late, then serious action may be taken against them. It is true that the method of "Dance and Sing" can hurt the emotional person and cause mental agony, leading to significant problems for management.

Regards,
R. B. Yadav
Advocate

Wow, such an interesting thing to do! If I were the supervisor, and if any girl or girls were to come late, I would make them remove their shoes/chappals and then throw glass on the ground, breaking it, and tell them, "NACH BASANTI NACH." It would be a nice thing to do.

My dear, this is an office, not a king's harem where the supervisor thinks he is a king and can make peasants dance and sing for entertainment.

Appropriate Disciplinary Actions in the Workplace

The best thing to do is to issue a written warning to the supervisor. When there are young people working and such an atmosphere is prevailing, several issues can arise:

- Many young girls and boys may get attracted and form couples due to this singing and dancing culture, which may not be harmful to the organization compared to other cases.
- If the supervisor, regardless of gender, makes anyone sing or dance, it can be seen as offensive or even a case of sexual harassment.
- Not all employees in companies are extroverts or open to singing or dancing. If someone arrives late due to personal reasons and the supervisor forces them to sing or dance, it could be viewed as a violation of human rights.

Depending on the seriousness of the complaint and public outrage, the supervisor could face severe consequences, including physical harm from staff or police involvement if these actions are seen as sexual advances.

Therefore, to avoid such sensitive issues, it is essential to maintain professionalism in the office and follow existing best practices.

Exploring New Methods for Discipline

Regarding Mr. Dinesh's suggestion to explore new methods apart from traditional ones, while innovation is crucial, it may not always lead to positive outcomes. If an innovative approach fails, one must be prepared to manage the repercussions.

Methods like detention need to be carefully evaluated by psychologists and experts to understand the mental impact. While detention in school is a common form of punishment, it may not have the same effect on employees aged 22-30 who might consider it a day off. However, the piling up of work the next day due to idle time must be considered by the company. Before implementing any form of punishment, thorough documentation and a committee to assess the pros and cons are necessary.

Regards.

Legality of Punishment for Late Attendance

In the case of late attendance, no employer or supervisor can punish an employee without giving proper opportunity or written notice. Therefore, such a kind of punishment is absolutely illegal in the eyes of the law.

In the circumstances explained, we couldn't assess what type of work culture prevails in their establishment. We can't generalize things and offer a general opinion. There are different ways.

Work Culture in the IT Industry

In the IT industry, there is actually no strict time barrier. If they are given a project, there are no time restrictions. They work round the clock, at the office, in the cab, at home, etc. In such situations, it is not possible to enforce strict regulations.

Strict Time Regulations

On the other hand, if it's a 'come in at the stroke of 9 and leave at 6 PM' situation, there must be a time machine. If the policy provides for infrastructure, an automatic salary cut is implemented. Even in other cases, the time office should take care of late arrivals. And if there is a policy that 'habitual latecomers' will have to be dealt with accordingly.

Fun or Punishment?

In the referred case, it appears it is more for fun than as a punishment. Such punishment is commonly inflicted on all; it may not hurt anyone.

Regards,
Kumar S.

The punishment for any indiscipline should adhere to the principles of natural justice; without this, any arbitrary punishment is not justifiable. When determining appropriate disciplinary action, consideration should be given to personal ego. The standing orders outline various misconducts and the corresponding major and minor penalties. It is essential for individuals and organizations to adhere to these guidelines; failure to do so may result in legal consequences. Therefore, any new disciplinary approach must receive approval or consent from top management.

Thank you.

I have seen such small, fun methods used in training programs/seminars to prevent participants from stretching breaks. It works there. However, using it as a procedure at the office may have both advantages and disadvantages. People who are uncomfortable with such things may even perceive it as harassment, leading to a bigger problem.

Understanding the Value of Time and Punctuality

What is important is to get people to understand the value of time and punctuality. Being late often could become a 'remark' and may even affect their career growth. If it is an occasional occurrence, it is best to ignore it, as you will also want employees to stretch once in a while during critical projects or peak periods.

Regards.

In an organization where mostly young people work, when someone comes late, the supervisor says that our friend will entertain us and then asks him to dance or sing as punishment. Is this type of punishment justified? The supervisor asks in a funny way but wants to reinforce disciplinary action in the name of fun. But still, is it justified to do so? I see this happening at my workplace. Some take it as fun, but if someone is sensitive, they may get offended. Don't you think a verbal or written warning or deduction of salary is more appropriate?

Discipline is Discipline

First and foremost, as already said by seniors, discipline is discipline. We cannot bend rules for anybody. It is our responsibility to ensure we reach the office on time.

Sure, there are always latecomers (some genuine, some regular, and ready with new "genuine" excuses each day). But we need to ask where to draw the line.

Different Ways to Tackle Latecomers

Coming to the way your supervisor is tackling the problem: He must have thought that this kind of punishment would perhaps embarrass the latecomers (especially the frequent latecomers who may have to entertain every day) and finally one day they may come on time. Perhaps he wanted to make the point clear in both a stricter and subtler manner.

However, prolonged use of this method would give wrong indications to the staff that if they're late, no one would bother to punish them and that they can get away with it by just singing a song or performing a dance for their colleagues, which wouldn't bother them. Rather than deterring them from coming late, this might end up allowing them to come late.

Traditional Methods Work Best

But honestly, the most important thing of all is realization. If one realizes his/her mistake, he/she would be in a position to rectify it. If I don't realize that I'm coming in late, how would I ever come on time? You may deduct salary; you may eventually sack me. There would be someone else who'd employ me, and I'd be as usual going late there as well. The cycle would continue. How do I break this habit of coming late?

My Experience as a Newly Appointed HR

In my current organization, there were people who walked in leisurely at their own times. I was a newly appointed HR and didn't know how to react. I firstly observed for a month as to who were the regular latecomers, what excuses they gave, etc.

I drafted a policy with strict office hours and only a 15-minute grace/allowance in-time. If someone walks in later by even 1 minute after the grace period, we would allow that for 3 times after which half-day salary would be deducted.

This was trying to handle the situation using a traditional approach. My observation - result unchanged. Salary deduction as well didn't motivate them to come on time. By the time I also observed that people walking in late would first go to their cubicles to check their mails and do the follow-up and would come to me to sign the muster leisurely by noon or so.

Next month onwards, whenever I saw a latecomer going inside and sit, I would wait for 15 minutes so that they can come and sign, and if they didn't, I would walk up to their department and stand at the gate and call out loudly and ask them to sign. This ensured that everyone, including their supervisor and colleagues, noticed who all walked in late. This was done for approximately 2-3 weeks, and now people come on time. Rarely people are late, which we as humans should allow.

Hope it helped you somewhere :)

I'm appalled by this thread of mail and flabbergasted at the methods being suggested. We HR are here to remind others in the organization that we are dealing with human beings and not animals.

Sorry to say, but it is sad to know that such things happen in offices. Just because the seniors want some entertainment, you can't do this to your subordinates. We all know such things are known as ragging in colleges, which has been banned by law. How can it be carried out in any organization? I hope the HR takes up this matter with the concerned department and puts a stop to it immediately.

Please remember, if this is reported to the directors of the firm, then the seniors could also lose their jobs. As Halicia rightly pointed out, we are not dealing with animals but human beings. Agree, discipline is required but not in this manner. If this is not stopped, then tomorrow, in the name of discipline, people will do anything they wish. A person could take legal action against the organization for mental harassment. So, please tell the concerned persons to behave maturely in the organization.

Regards,
Anita

In my view, the discussion has taken a very good start, but where is this thread heading? As per the policy, rules, and regulations, every company will draft its working hours according to the standards of labor laws applicable in their states. Every employee should attend on time. However, if they regularly attend late, then the prescribed punishment is justified. For example, if we schedule an appointment for 10 o'clock and visit the employee at 10:30, what credibility will be there before that client? Not only the client, but also our working hours stipulate the same nature.

What planet did you come from? This is why I choose to be self-employed. This mentality is a call center one; it is not only immature and cruel but also soul-destroying and embarrassing to young people. If someone is late, they can make it up. If they repeat it regularly, either fire them or, if they are a great performer, change their hours. Treat people with respect, not like monkeys in a circus. That's another story for a different blog!

Proper Procedures for Addressing Late Attendance

In case of late attendance, no employer or supervisor can punish without giving proper opportunity or written notice. As a consultant, I advise against awarding such funny and illegal punishment.

Thanks & regards

The supervisor's unwarranted and rather overzealous punishment of asking the late-coming employee to dance at the workplace speaks of his, i.e., the supervisor's, nasty and perverted bent of mind. He has absolutely no business whatsoever to sadistically play with the self-esteem of an employee in the guise of enforcing discipline. Yes! On the contrary, the supervisor himself should be dealt with firmly for polluting and smearing the culture of the company with such foul faculties of sheer arrogance and low intellect.

I am sure this major functional aberration of the erring supervisor can be taken care of with an intellectual bashing during a counseling session for him, i.e., the supervisor, by a deft and suitable HR functionary.

As regards the late-coming employee, there are certain universally accepted/acceptable means and measures of disciplining/penalizing him, depending on the frequency and consequences of such breaches of punctuality canons.

I am surprised, or rather shocked, to see this and also the response of some very learned members who have taken it lightly. Rest assured, no one can force any staff to dance or sing without their wishes or outside of a function. No law permits any owner, manager, or supervisor to force any of the staff to face such humiliation for coming late or even for not coming to the office. You are not working for a King or Queen in their Durbar; in a democratic country, this type of punishment is an insult. If any employee wishes, they can take the company to court and seek damages for the mental agony and insult caused by this type of order.

Dignity and Respect in the Workplace

I feel we must condemn this and understand that each and every individual, irrespective of their designation or status in any office or company, has dignity. No one can force or compel any staff to act in a way that is not a dignified official act. And no employee can be forced to dance or sing unless these are part of their official duties. This punishment also shows the poor mentality of that supervisor.

Taking Action Against Unjust Practices

I feel all the employees must resist this type of punishment and inform the management. In case the management is not listening, they can simply write a letter to the Labor Commissioner and see the results.

Please understand in life, never compromise on anything that is against your self-respect and dignity. Fight for justice, and you will win.

Regards

This is a professional world, and dance and singing are not professional activities in office settings. Moreover, it may be perceived as a form of mental harassment. In a professional environment, it is important to adhere to professional standards and practices rather than engaging in dance and singing.

Thank you.

This practice is a waste of organizational time and damages the organized structure. The best practice is to withhold the salary unless the employee is on time. If the issue persists, issue them a warning letter. If they continue to miss deadlines, termination may be necessary.

Thank you.

Addressing Latecomers at the Workplace

Daily, if one or two employees come late and your supervisor asks them to entertain your staff by singing and dancing, don't you think the precious time of other staff is wasted watching the fun every day? Then all are to be punished!

Instead, try out different ways like:

1. Ask them to submit a handwritten letter to the management quoting the reason for being late and ensure it will not be repeated. By writing this, habitual latecomers will feel guilty about repeatedly writing the same.

2. When you collect reasons, please try to solve some issues. For example, if some are late due to not getting transport on time, encourage them to share vehicles with your staff and educate them about sharing vehicles to save time and cost. If there are valid reasons, escalate them to the management for resolution.

3. Other ways of punishing could be:

a. Collect Rs. 100 or 200 as a fine every day from latecomers and contribute it to charity at the end of the month.

b. Ask them to get coffee/tea/snacks for your staff.

c. Pay an attendance bonus for staff present on all working days and punctual, avoiding latecomers, absences, leaves, etc.

d. Leave deduction.

e. Loss of pay.

I am working for a school; we cannot be harsh to the teaching staff, so we mark a square box in red ink. They will lose one day of leave/salary for every three red boxes. Also, we started encashing the balance CL. This has minimized late coming.

Regards

Is Fun Punishment Justified for Latecomers?

Daily, if one or two employees come late, and your supervisor asks them to entertain your staff by singing and dancing, don't you think the precious time of other staff is wasted watching the fun every day? Then all are to be punished!

Instead, try out different approaches like:

1. Ask them to submit a handwritten letter to the management quoting the reason for being late and ensure it will not be repeated. By doing this, habitual latecomers will feel guilty about repeatedly writing the same.

2. When collecting reasons, try to address issues such as if some are late due to transportation problems, encourage them to share vehicles with other staff members. Educate them that sharing vehicles not only saves time but also costs. If there are valid reasons, escalate them to management for resolution.

Other Forms of Punishment

a. Collecting Rs. 100 or 200 as a fine from latecomers every day, contributing it to charity at the end of the month.

b. Asking them to bring coffee/tea/snacks for your staff.

c. Providing an attendance bonus for staff who are present on all working days and are punctual. This will discourage not only latecomers but also absences and leaves.

d. Leave deduction.

e. Loss of Pay.

In my school, we avoid being harsh to the teaching staff by marking a square box in red ink. They will lose 1 day of leave/salary for every 3 red boxes. Additionally, we have started encashing the balance of casual leave. This measure has minimized late arrivals.

This system of giving punishment will work, but at the same time, we must reward the person who comes on time. So, give punishments like "Dance and Singing," and also implement a pay cut if it happens again the second time. Additionally, reward those who come on time at the end of the month.

Regards,
B. Divakar

Novel Method of Correcting Latecomers

The supervisor really thinks outside the box. This is not just a punishment; he is making efforts to correct them. A person may like to dance, but no one would like to do the same dance every day by coming late. Peer pressure is the best treatment to correct these people, and the supervisor is adopting this strategy. It may not work out in a unionized situation, but why not in offices where many youngsters are appointed? Find out methods to correct. We are not here to punish but to correct.

My appreciation to the supervisor concerned. I hope he gets support from his management. Ensure that it does not cross the limit.

We used to have Hundis in meeting rooms, and we insisted on latecomers depositing Rs 10 (I am talking about 12 to 15 years back), and we used to spend this collection on evening outings.

Before giving a dance or singing punishment to an employee, one should understand the reason for their late arrival. There are numerous reasons for being late, but if the employee is late due to a personal problem, such as someone at home being unwell or having passed away, imagine how inappropriate it would be to ask them to dance or sing at that time. Things depend on the situation; one should have the intelligence to differentiate. Chill, HR!

Hi, making someone dance or sing, in my opinion, is insulting to employees who arrive late to the office. Normally, this type of misunderstanding is seen in schools, colleges, and friend circles, not in workplaces. There is no HR policy that accepts this type of behavior. You can deduct their salaries as a punishment or issue a warning letter, but this is really too much.

I want to emphasize that if anyone lodges a complaint legally, the entire management team will be in trouble. I hope you understand my concerns.

Regards

Discussion on Office Punctuality and Punishment

Coming late to the office is not the right thing to do, especially if it becomes a habitual behavior. In such cases, the employee should first be warned and later punished if necessary. However, the focus here is on the quantum or mode of punishment.

Inappropriate Punishments

Asking an employee to dance or sing is the worst, most sadistic, uncivilized, and immature way of treating them. As a Trainer, I've seen many people leave their jobs, and in a few cases, attempted suicide has also been observed. (I'm not justifying such cowardly behavior.) There are better ways to punish, such as deducting salary, delaying pay hikes, or even termination, which is not necessarily a bad option.

Alternative Approaches

Motivating factors, like rewarding people on time, can also be an effective method. Some team leaders or bosses, just for the sake of their entertainment, follow these kinds of cheap strategies.

Kind Regards,
C J Karthik.

Innovative Approach to Discipline

Very novel method. The supervisor really thinks outside the box. This is not just a punishment but an effort to correct them. A person may like to dance, but no person may like to do the same dance every day by coming late. Peer pressure is the best treatment to correct these people, and the supervisor is adopting this strategy. It may not work out in a unionized situation, but why not in offices where many youngsters are appointed? Find out methods to correct. We are not here to punish but to correct.

There is also the possibility that the supervisor might be sadistic, a psychopathic pervert who likes to make innocent working subordinates dance and sing and watch it for pleasure. The possibilities are endless. This action of the supervisor should be taken as a DASTAK and corrected; failing which there is a possibility of creating another episode of Crime Patrol Dastak.