Managing Late Arrivals: How Do You Handle Half-Day Calculations for Tardiness?

How can I manage employees who arrive late? Kindly provide guidance on the rules for calculating half-days based on lateness.

Hi, call and find out from the employee the reason for frequent lateness. Explain how being punctual in the workplace will help in planning and kick-starting the work.

If you have a 15-minute grace period policy, encourage employees to be present on or before the end of the grace period to start work promptly. Check the previous day's clock-out time of the employee to see if they are leaving on time or staying late due to work requirements. Some leniency should be shown if the employee is consistently leaving late after office hours.

Introduce awards for employees who are punctual throughout the year. Regarding leave deductions for tardiness, generally, up to two instances of lateness per month may be permitted, with a deduction of 0.5 days of leave for the third late arrival. This helps employees understand the importance of being on time.

Thank you.

Weekly Working Hours and Biometric Systems

First and foremost, what are the weekly working hours of the company, with or without a lunch hour? Check the appointment letter for the specified hours of work. Imagine having hundreds of employees and utilizing a biometric or punching system; it is natural to expect that not all employees will clock in at the same time. Therefore, a biometric system is necessary and reasonable for all employees. They scan their biometrics upon entering and at the end of the day, facilitating a computerized system check.

Flexible Scheduling in IT Companies

In an Information Technology company, where there is no distinct start and stop time, it is essential to establish an hour earlier and an hour later time schedule. This ensures that all employees accurately record their hours worked each week, with the system calculating salaries accordingly.

Addressing Persistent Lateness

Persistent lateness can prompt a meeting between the employee and management, where explanations are given and the employee's contribution and value to the company are assessed. This is a complex issue that requires careful handling.

The fundamental aspect of working hours per day and week must be documented to be prepared for any labor-related implications.

Dear Savita, You are in the HR department, and as an HR professional, you have to implement the company's rules, regulations, and policies strictly. Coming late on a daily basis is a serious issue that shows negligence toward work and is not acceptable. During times of work pendency or additional workload, employees can work late into the night (1 or 2 additional hours); this is a common practice.

Suggestions for Managing Lateness
I would suggest that you share and display the Leave/Short Rest Time (SRT) policy on the company's notice board. If someone is not following the rules, you can mark them as half-day absent or issue a show-cause notice or warning letter. It is important to circulate that, as per company norms, employees can be dismissed if they are persistently late.

Lateness Policy Guidelines
"5 to 10 minutes late - 2 times in a month"
"1 to 2 hours late - 2 times in a month"

Dear Sarvita,

The issue of an employee arriving late to work sometimes indicates dissatisfaction on the part of the employee. In such a scenario, the employee lacks motivation to arrive early and may even leave the office before the designated closing time, further highlighting their discontent. For such cases, it is advisable to summon the employee to the HR office to discuss the repercussions of their actions. Encourage them to make positive changes; otherwise, management will be compelled to take disciplinary measures. If the employee is genuinely lacking motivation or is dissatisfied with certain aspects of their work environment or superiors, they may express these concerns, allowing for potential corrective actions.

In cases where the above interventions do not yield the desired results, issuing a formal query requesting an explanation for their repeated tardiness becomes necessary to justify any punitive actions. I am confident that by implementing these steps, the employee will rectify their habitual lateness.

Thank you.