Hi, Please inform are there any legal laws for late comings for a manufacturing unit.
From India, Bhopal
From India, Bhopal
Hi Mansi,
To maintain discipline at the work place is the absolute right of any employer and control on late comings comes under preview of this right. Penal provisions on late comings, defaulters are generally covered either under Standing Orders or HR policy of the company. The only point which needs to be kept in mind is penal provision on late coming should be communicated to all the employees well in advance. The main moto of the penalties for late coming should be maintaining discipline at work place and not recoveries at large from employees salary.
From India, Mumbai
1To maintain discipline at the work place is the absolute right of any employer and control on late comings comes under preview of this right. Penal provisions on late comings, defaulters are generally covered either under Standing Orders or HR policy of the company. The only point which needs to be kept in mind is penal provision on late coming should be communicated to all the employees well in advance. The main moto of the penalties for late coming should be maintaining discipline at work place and not recoveries at large from employees salary.
From India, Mumbai
Are there any legal laws which we should follow while prepare late coming policy for our company
From India, Bhopal
From India, Bhopal
@ Mansi, only thing to consider while making such policy is "Quantum of Penalty".
From India, New Delhi
From India, New Delhi
Dear Mansi, We attached Some points regarding Late Coming Policy for your ready reference.
From India, Vadodara
From India, Vadodara
No law permits late coming. One is paid salary for full time work in a day or month. If any organization has permitted some hrs in a month permitting late coming it is his leniency.
From India, Thiruvananthapuram
From India, Thiruvananthapuram
Dear madam,
While surely organisations must have fair and equitable policy, procedures and documentation relating to acts of indiscipline relating to attendence -late coming , leaves and short leave, early going permission etc, what is overlooked is the fact that 90% to 95% employees show regard for and observe rules of discipline in general and attendance in particular.
It is only miniscule numbers who are occasional latecomers where leniency needs to be shown.The concern surely be for those who are " habitual" rule breakers who should be strictly dealt with as per Model Standing Orders/Service rules. Fortunately their numbers are handful but all HR policies are heavily directed towards them by creating elaborate rules and procedures.
I am of the view that the organisations should devise proactive policies which promote self discipline and regard for the very purpose of being an employee.
It is often seen that different employees on different occasions are reporting late for genuine reasons and on which they have no control -such as rail- bus disruptions, traffic jams, bandhs, strikes, etc and organisation need to show humane approach in dealing with such situation.
The proctive policies should address how to promote positive culture which facilitate valuing rules of discipline, teamwork and cordinated efforts of employees for the very purpose of being in the business organization.
To address the issue of late coming , many companies have put in place flexible work timings policies which have proven mutually beneficial.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
While surely organisations must have fair and equitable policy, procedures and documentation relating to acts of indiscipline relating to attendence -late coming , leaves and short leave, early going permission etc, what is overlooked is the fact that 90% to 95% employees show regard for and observe rules of discipline in general and attendance in particular.
It is only miniscule numbers who are occasional latecomers where leniency needs to be shown.The concern surely be for those who are " habitual" rule breakers who should be strictly dealt with as per Model Standing Orders/Service rules. Fortunately their numbers are handful but all HR policies are heavily directed towards them by creating elaborate rules and procedures.
I am of the view that the organisations should devise proactive policies which promote self discipline and regard for the very purpose of being an employee.
It is often seen that different employees on different occasions are reporting late for genuine reasons and on which they have no control -such as rail- bus disruptions, traffic jams, bandhs, strikes, etc and organisation need to show humane approach in dealing with such situation.
The proctive policies should address how to promote positive culture which facilitate valuing rules of discipline, teamwork and cordinated efforts of employees for the very purpose of being in the business organization.
To address the issue of late coming , many companies have put in place flexible work timings policies which have proven mutually beneficial.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
The fundamental principle ought to be that mistake could be condoned, but not mischief.
From India, Kochi
From India, Kochi
Dear Mansi
Certified standing orders gives all terms and conditions of appointment. How many days leave will be provided, how many times an individual can come late etc.All matters related to employees and employer are mentioned in standing orders .kindly check your certified standing orders where it is mentioned how many time an employee can come late in a month.
From India, Delhi
Certified standing orders gives all terms and conditions of appointment. How many days leave will be provided, how many times an individual can come late etc.All matters related to employees and employer are mentioned in standing orders .kindly check your certified standing orders where it is mentioned how many time an employee can come late in a month.
From India, Delhi
Dealing with 'Late coming' - this problem is faced by HR(s) of many organizations
To address such problem, following suggestion can be considered.
1) Introduce a flexi-timing for staff - Whether IN/OUT can be at any time, he should complete
the stipulated hours of work in a day.
2) Introduce a compensatory work practice. - If his total aggregate late hours is --, he should compensate that much hours of work in the factory, in order to escape from Leave adjustment/or loss of pay in salary. HR should maintain separate record for this.
3) Allowing a grace time, say 2 hours or so, in a month . If his total late comings and early goings (both put together) exceeds the allowable grace time, then grant half a day leave /full day leave
depending upon the number of late hours.
From India, Aizawl
To address such problem, following suggestion can be considered.
1) Introduce a flexi-timing for staff - Whether IN/OUT can be at any time, he should complete
the stipulated hours of work in a day.
2) Introduce a compensatory work practice. - If his total aggregate late hours is --, he should compensate that much hours of work in the factory, in order to escape from Leave adjustment/or loss of pay in salary. HR should maintain separate record for this.
3) Allowing a grace time, say 2 hours or so, in a month . If his total late comings and early goings (both put together) exceeds the allowable grace time, then grant half a day leave /full day leave
depending upon the number of late hours.
From India, Aizawl
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