What is the proper disciplinary action should be given to employees who are punching IN for anyone other than themselves for perfect attendance bonus sake and to save their friends from being late?
From Philippines
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From Philippines
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You can issue a warning letter to this employee & i would suggest go for Bio sentry installation in your premises, it is based on Thumb imression. Regards Ranjeet
From India, New Delhi
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12From India, New Delhi
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Hello HAMMERED,
Like Ranjeet suggested, many companies are opting for Biometric Attendance Marking Systems—there are numerous sources in the market today.
In fact, this will also save you the effort and costs of compiling the cards for salary payments since these systems can be linked to computers, and the entire process can be computerized.
Regards,
TS
From India, Hyderabad
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Like Ranjeet suggested, many companies are opting for Biometric Attendance Marking Systems—there are numerous sources in the market today.
In fact, this will also save you the effort and costs of compiling the cards for salary payments since these systems can be linked to computers, and the entire process can be computerized.
Regards,
TS
From India, Hyderabad
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That would depend on the policy of the company, i.e., how serious an offense this is projected as. Definitely implementing BIOMETRICS systems removes the problem, but it comes at a high cost and may take time to implement. For a more immediate response, actions could vary from a warning given by the Reporting Manager or BU HR on the code of conduct to more severe actions, including recording the case in the ethics and compliance department.
For repeated attempts even after a warning, the employee may be referred to a senior HR manager, and more severe action may be taken. Consider also debarring the employee from availing the perfect attendance bonus for that period. However, ensure that you have physical evidence for proof, irrespective of the nature of the disciplinary action.
From India, Delhi
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For repeated attempts even after a warning, the employee may be referred to a senior HR manager, and more severe action may be taken. Consider also debarring the employee from availing the perfect attendance bonus for that period. However, ensure that you have physical evidence for proof, irrespective of the nature of the disciplinary action.
From India, Delhi
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Please refer to your standing order, if any, or the company service rules, and act accordingly. You can also consider implementing a biometric attendance system as advised by many. However, at the same time, it is essential to ensure that every employee of the company is aware of the company's rules and regulations, and how to conduct themselves. These details should be communicated to them during their induction or orientation. You can issue a service rule book to every employee or post all the information in appropriate locations.
Regards,
Atul
From India, Delhi
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Regards,
Atul
From India, Delhi
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That would depend on the policy of the company, i.e., how serious an offense is this projected as. Accordingly, action could vary from a warning given by the Reporting Manager or BU HR on the code of conduct to more severe action, including recording the case in the ethics and compliance department. For repeated attempts even after a warning, the employee may be referred to a senior HR manager, and more severe action may be taken. Consider also debarring the employee from availing the perfect attendance bonus for that period. However, ensure that you have physical evidence for proof irrespective of the nature of disciplinary action.
From India, Delhi
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From India, Delhi
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Hi,
First of all, you should have proper evidence to take action against the person. According to the proof, you can issue a warning letter stating the details of what he has done. With the permission of your hierarchy, you can send an email to all staff regarding the new policy for punching in and out. In that email, you can mention the dos and don'ts.
Ask your security guards to monitor who is coming late and ask them to make a note and provide it to you every day. Around 10:30 am or 11:00 am, you can check the attendance record and mark it accordingly. I hope the above details will be helpful.
Regards, JR
From India, Alandur
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First of all, you should have proper evidence to take action against the person. According to the proof, you can issue a warning letter stating the details of what he has done. With the permission of your hierarchy, you can send an email to all staff regarding the new policy for punching in and out. In that email, you can mention the dos and don'ts.
Ask your security guards to monitor who is coming late and ask them to make a note and provide it to you every day. Around 10:30 am or 11:00 am, you can check the attendance record and mark it accordingly. I hope the above details will be helpful.
Regards, JR
From India, Alandur
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc