Dear All,
Very good morning!
In our company, we have a policy of deducting pay for employees who arrive late. However, there is one employee who consistently arrives late without any prior notice and seems unconcerned about the deductions.
Despite issuing a memo, there has been no improvement in the employee's punctuality. It is important to note that this employee plays a vital role in their department.
Please advise on what actions can be taken in this situation.
Thank you.
From India, Pune
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7Very good morning!
In our company, we have a policy of deducting pay for employees who arrive late. However, there is one employee who consistently arrives late without any prior notice and seems unconcerned about the deductions.
Despite issuing a memo, there has been no improvement in the employee's punctuality. It is important to note that this employee plays a vital role in their department.
Please advise on what actions can be taken in this situation.
Thank you.
From India, Pune
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What Plant Head/ MD/Owner has to say over this? Because at the end of the day this position can guide you better... Why he is late? What can be done to reduce/avoid his late comings?
From India, Pune
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From India, Pune
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Disciplinary Actions for Employee Misconduct
1. If you wish to inculcate discipline, stop deductions and start taking disciplinary actions properly.
2. If an employee is a habitual offender, put it on record by taking necessary action.
3. Good performance does not give liberty to be undisciplined. If an employee is playing a very crucial role, find another person to fill that role. No employee, regardless of their position, performance, qualifications, contacts, or importance, is important enough to spoil the atmosphere of the entire company. Such people are expendable.
4. You need to play your role cautiously, diplomatically, and very intelligently to move ahead.
From India, Thane
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1. If you wish to inculcate discipline, stop deductions and start taking disciplinary actions properly.
2. If an employee is a habitual offender, put it on record by taking necessary action.
3. Good performance does not give liberty to be undisciplined. If an employee is playing a very crucial role, find another person to fill that role. No employee, regardless of their position, performance, qualifications, contacts, or importance, is important enough to spoil the atmosphere of the entire company. Such people are expendable.
4. You need to play your role cautiously, diplomatically, and very intelligently to move ahead.
From India, Thane
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DISCIPLINARY ACTIONS PROCEDURE.xls
LATE COMING.doc