I'm a permanent pay role employee of the company. I'm working in company since November'2006.
I became late to report office in two individual dates of August'2018. My Hr has made me loss of pay for both the days inspite of having sufficient leave balance in my hand. Please advice that was that legal enough. If not please advise me the needful.
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I became late to report office in two individual dates of August'2018. My Hr has made me loss of pay for both the days inspite of having sufficient leave balance in my hand. Please advice that was that legal enough. If not please advise me the needful.
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Presenting oneself readily available at the place of employment or work on time is a basic discipline expected of every employee, regardless of their job position. Any compromise or leniency in punctuality will have a cyclical effect on the day-to-day activities of an organization and its external stakeholders. Therefore, normally, no bias can be imputed to a person responsible for monitoring and ensuring employee attendance.
However, certain contingencies beyond an individual employee's control may arise, and these should not be simply brushed aside by the employer. That's why provisions for late attendance are typically included in the code of conduct or service regulations of every organization. This may involve allowing a grace period for attendance, setting limits on tardiness occurrences per month, treating excessive late arrivals as deducted leave from the employee's balance, and other similar measures. HR is expected to adhere to these procedures diligently, and resorting to extreme actions like proportionate wage deductions may not be appropriate. Instead, an appeal through the functional head to the chief may be preferred.
Thank you.
From India, Salem
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6108However, certain contingencies beyond an individual employee's control may arise, and these should not be simply brushed aside by the employer. That's why provisions for late attendance are typically included in the code of conduct or service regulations of every organization. This may involve allowing a grace period for attendance, setting limits on tardiness occurrences per month, treating excessive late arrivals as deducted leave from the employee's balance, and other similar measures. HR is expected to adhere to these procedures diligently, and resorting to extreme actions like proportionate wage deductions may not be appropriate. Instead, an appeal through the functional head to the chief may be preferred.
Thank you.
From India, Salem
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LEAVE-ATTENDANC E POLICY.doc
Leave Balance Tracker - Final.xls