Late Coming [Thread 519918]

Hi All,
I am currently working with IT industry as HR,we are total 20 employees
My concern is yesterday one of our employee reached office at 5pm whereas his shift is 11am - 8pm
His late coming was not informed to me so in this case will he be considered in half day or absentee??

Information to HR well in advance, that's the rule. Irresponsible activity will not entertain, Conduct-Negligence- Straight forward Absent

Hai,
You can deduct the salary for late comers only if you have mentioned this clause in your company policy... However you can warn the employee.
You cannot deduct his salary if there is no clause for latecomers in your company policy.
Best Regards

First of all you must know, have you told about organization late coming policy or not
if you told then please deduct half day
otherwise make a short leave policy, half day policy and leave policy provide them Employee Handbook Policy during joining
Thanks & Regards
Sandeep Rathi
sprathi8742@gmail.com

Hi,
Yours is still small organisation.... It won't be good to lose the personal touch yet....
Just to make this a example case for others, you do not have to push the employee over the edge. Instead give him a feeling that you try to understand the reason for his late arrival.
Salary deduction would be too harsh, though you can bring this to his notice that such behaviour is being watched by HR, & could not be tolerated by the professional organisation. Such incidents may harm the personal relations within company & may force HR to bid formal actions against it.
For this case, you can surely deduct an "Earned Leave" of half day (If the employee has worked for 4 hours after late arrival), or even full day (if the work outcome was not worth half day). This decision would be at HR/management discretion.
If you do not have any policies in this regards, then this can be a good starting point to think towards writting them.
Best Regards,
Amod.

Late coming has become an universal issue. It has to be dealt with a careful combination of both personal touch and organisational rules,communicated well to the staff. One instance of late coming should not be viewed seriously. Only habitual late coming should be officially handled. On the other hand incentivise on-time coming. Be guided accordingly.

Appreciating your effort to put this in an expert forum like citehr and seeking opinion
Here is my suggestion
1. First of all, put some basic rules in place and communicate it to all employees
2. Try to see how employee are behaving and may be there are couple of distractors
3. Observe closely and talk to them and try to guide them to the right path
4. Please don't jump in to conclusions like half day leave, loss of pay etc.

Dear Thinpc Technology,
All the above suggestions are very good.
But before taking any action please check the real reason from the employee for coming late.
second check the records of the frequency of his/her coming late.
third if the employee is frequent late comer, then check the reasons he/she gives.
It may happen that he/she is facing some problem back at personal Level which is not allowing him / her adher to the official timings.
If this is the first time and the reason is genuine, then please be considerate and allow the employee to work and ask him/her to complete the urgent tasks.
HR has to be empathic towards their employees.
And please frame the Rules for Late coming Policy and share with your employees ASASP so that no one should try to take undue advantage.
Thanks & Regards
Supriya

There are two ways to deal this issue. One is to deduct half day salary. The other way out is to display and make the employees aware of the timing and the permissible limit of late comming. In some companies they allow the employees to come late or go early twice a month to the maximum limit of 1 hour. This again differs from company to company. It is better to call the particular employee and do counselling him and tell him that if he repeat comming late without information, he will be marked absent or leave be deducted.
Regards
Rameshbala

Let it pass.... let his manager deal with it. IT resources cannot be dealt with policies meant for factory management. They need much more freedom.