Hi, Can anybody share your ideas on framing a travel policy to my employees who goes at late night and also for employees, asked to come early morning for work
From India, Madras
Acknowledge(0)
Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
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
From India, Hyderabad
Acknowledge(0)Amend(0)
191As 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
From India, Hyderabad
Acknowledge(0)Amend(0)
Kamesh has given some apt and practical suggestions. You are right in that no two organizations are alike when it comes to their need for such policies, even if they are in the same sector or segment. Therefore, you must frame or formulate your own policy that best addresses your company's needs and limitations, using the practices of other companies as guidelines.
All the best.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
All the best.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Employee welfare questionnaire.d oc