Dear All,
I work for a BPO organization, and we have a policy for latecomers: half a day's salary is deducted each time you come late beyond the grace period. This is causing frustration among all my employees because we pay a minimum basic salary for administrative staff and trainees. The total salary ranges from 5000 to 8000 per month. Many of them need their full pay to cover their living expenses. I need some suggestions on how to address this issue.
Regards,
Pavithra R.
From India, Madras
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2I work for a BPO organization, and we have a policy for latecomers: half a day's salary is deducted each time you come late beyond the grace period. This is causing frustration among all my employees because we pay a minimum basic salary for administrative staff and trainees. The total salary ranges from 5000 to 8000 per month. Many of them need their full pay to cover their living expenses. I need some suggestions on how to address this issue.
Regards,
Pavithra R.
From India, Madras
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Hi, Pavithra,
If company policy allows late arrivals up to a certain limit and marks employees as late if they exceed the limit, then it is up to the employees to ensure they arrive on time if they wish to avoid having their pay deducted. If they are running late due to a genuine reason, it may be acceptable once or twice; otherwise, their pay should be deducted to encourage punctuality. It is important to note that any frustration they experience is a result of their own actions, and they should not blame the company.
Therefore, it is necessary to counsel them on the importance of punctuality and to help them avoid unnecessary deductions.
Regards,
Harshad
From India, Mumbai
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If company policy allows late arrivals up to a certain limit and marks employees as late if they exceed the limit, then it is up to the employees to ensure they arrive on time if they wish to avoid having their pay deducted. If they are running late due to a genuine reason, it may be acceptable once or twice; otherwise, their pay should be deducted to encourage punctuality. It is important to note that any frustration they experience is a result of their own actions, and they should not blame the company.
Therefore, it is necessary to counsel them on the importance of punctuality and to help them avoid unnecessary deductions.
Regards,
Harshad
From India, Mumbai
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Hi Pavithra,
I read your email. Everyone expects to receive their full pay without significant deductions, especially when the overall compensation package is lower. Substantial deductions can lead to frustration among employees, which is not appreciated from their perspective. They are also expected to adhere to the company's time policy.
To address such issues with employees, certain steps can be taken. It is advisable to hold a meeting and emphasize the importance of punctuality. If feasible, offer flexible working hours ensuring that the minimum required work hours are completed. Instead of salary deductions, consider informing them that their poor time management could impact their appraisal or bonus. Introducing rewards or bonuses for good attendance can serve as motivation for them to arrive on time.
This is just my opinion. I look forward to hearing more from our community at citehr.
Thanks in advance.
Regards,
Swati
From India, Bangalore
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I read your email. Everyone expects to receive their full pay without significant deductions, especially when the overall compensation package is lower. Substantial deductions can lead to frustration among employees, which is not appreciated from their perspective. They are also expected to adhere to the company's time policy.
To address such issues with employees, certain steps can be taken. It is advisable to hold a meeting and emphasize the importance of punctuality. If feasible, offer flexible working hours ensuring that the minimum required work hours are completed. Instead of salary deductions, consider informing them that their poor time management could impact their appraisal or bonus. Introducing rewards or bonuses for good attendance can serve as motivation for them to arrive on time.
This is just my opinion. I look forward to hearing more from our community at citehr.
Thanks in advance.
Regards,
Swati
From India, Bangalore
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Dear Members,
I have one doubt regarding a worker who is not working as per his assigned duty. He is also a union leader. The production in-charge marked him as absent on the attendance sheet. Although he was physically present, he did not work during his shift. What should I do now? Can I mark him as absent for those days and deduct his pay? Is it the right course of action? Please provide me with guidance, possibly citing any relevant case law.
Kaleswara Rao
From India, Guntur
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I have one doubt regarding a worker who is not working as per his assigned duty. He is also a union leader. The production in-charge marked him as absent on the attendance sheet. Although he was physically present, he did not work during his shift. What should I do now? Can I mark him as absent for those days and deduct his pay? Is it the right course of action? Please provide me with guidance, possibly citing any relevant case law.
Kaleswara Rao
From India, Guntur
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Employee reference policy.doc