Respected Seniors,
I am working for a manufacturing firm as an HR Officer, and I just wanted some help regarding the above-mentioned topic. Most of the staff in our office have a habit of coming late and not submitting leave applications when they are on leave. Even in the case of an emergency leave, they do not submit an application the next day, despite given instructions.
Please help, guys.
From India, Nagpur
Acknowledge(0)
Amend(0)
12I am working for a manufacturing firm as an HR Officer, and I just wanted some help regarding the above-mentioned topic. Most of the staff in our office have a habit of coming late and not submitting leave applications when they are on leave. Even in the case of an emergency leave, they do not submit an application the next day, despite given instructions.
Please help, guys.
From India, Nagpur
Acknowledge(0)Amend(0)
For every three late comings...one should deduct salary equivalent to half-day of working. Three uninformed leave can call for a disciplinary action...and repeated behavior leads to termination.
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
I also agree with Sanjeev, but before implementing this rule or policy, talk to your employees politely and make it clear about the new rules and regulations. Also, discuss with your senior management to implement this policy.
Best of luck,
Meetu :)
From India, New Delhi
Acknowledge(0)Amend(0)
I also agree with Sanjeev, but before implementing this rule or policy, talk to your employees politely and make it clear about the new rules and regulations. Also, discuss with your senior management to implement this policy.
Best of luck,
Meetu :)
From India, New Delhi
Acknowledge(0)Amend(0)
Thank you, Mr. Sanjeev, thank you, Ravita, and thank you, Meetu, for your suggestions. I appreciate you all.
Meetu, I completely agree with you. We have done this several times, but no proper action has been taken in the last 6 months.
Mr. Sanjeev, I will surely try to follow what you have said above.
From India, Nagpur
Acknowledge(0)Amend(0)
Meetu, I completely agree with you. We have done this several times, but no proper action has been taken in the last 6 months.
Mr. Sanjeev, I will surely try to follow what you have said above.
From India, Nagpur
Acknowledge(0)Amend(0)
Take this slow.
Do you have a pass system at security/gate to monitor the staff movement and time? First, keep track of this for a month and calculate the total mandays lost due to this. Intimate the senior management along with your calculations and findings about its impact and the need to address this issue. Then, you must get a new policy approved by management on this and implement it accordingly.
From India, Gurgaon
Acknowledge(0)Amend(0)
Do you have a pass system at security/gate to monitor the staff movement and time? First, keep track of this for a month and calculate the total mandays lost due to this. Intimate the senior management along with your calculations and findings about its impact and the need to address this issue. Then, you must get a new policy approved by management on this and implement it accordingly.
From India, Gurgaon
Acknowledge(0)Amend(0)
In line with advice given by seniors above, if this problem is severe, first issue a circular giving all relevant leave application rules i.e. CL, PL, etc., and then ask everyone's compliance for the rules. This will make your side clear that you have taken preliminary steps to solve the problem in a relatively easy way.
Observe for a few days if the response is positive. If not, declare with your management's permission that for any habitual late coming or non-submission of leave applications within a specified time, it will directly be correlated to the 'disciplinary' behavioral criteria in everyone's appraisal and will have a direct impact on monetary gains. Hope this helps you.
Regards, Vaishalee Parkhi
From India, Pune
Acknowledge(0)Amend(0)
Observe for a few days if the response is positive. If not, declare with your management's permission that for any habitual late coming or non-submission of leave applications within a specified time, it will directly be correlated to the 'disciplinary' behavioral criteria in everyone's appraisal and will have a direct impact on monetary gains. Hope this helps you.
Regards, Vaishalee Parkhi
From India, Pune
Acknowledge(0)Amend(0)
Dear Neitzsche82,
Yes, we do have a pass system. I'm a little bit confused about how to find man-days lost and how to calculate the same. I'll be glad if you can make it clearer for me to understand.
Thank you very much for your suggestion.
From India, Nagpur
Acknowledge(0)Amend(0)
Yes, we do have a pass system. I'm a little bit confused about how to find man-days lost and how to calculate the same. I'll be glad if you can make it clearer for me to understand.
Thank you very much for your suggestion.
From India, Nagpur
Acknowledge(0)Amend(0)
Dear Vaishalee,
Since I have joined this firm, I have issued circulars regarding this 5-6 times. I don't think any of the employees take it seriously. Neither is anyone interested in coming on time nor in submitting leave applications.
Thank you.
From India, Nagpur
Acknowledge(0)Amend(0)
Since I have joined this firm, I have issued circulars regarding this 5-6 times. I don't think any of the employees take it seriously. Neither is anyone interested in coming on time nor in submitting leave applications.
Thank you.
From India, Nagpur
Acknowledge(0)Amend(0)
Imperfect leave rules and defective Conduct and Discipline Rules are the basic cause of such type of irregularities on the part of employees.
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
I guess Vaishalee has summed up everything. Unions, if they exist, will raise objections, etc.
First, educate policy. Inculcate following. Educate policy breaking. Enforce express intention. Educate policy breaking is too much to tolerate; all above have been given adequate chance to rectify. Even if this is not enough, penalize - financially or otherwise.
Best Regards, MM Ali
From Saudi Arabia, Riyadh
Acknowledge(0)Amend(0)
First, educate policy. Inculcate following. Educate policy breaking. Enforce express intention. Educate policy breaking is too much to tolerate; all above have been given adequate chance to rectify. Even if this is not enough, penalize - financially or otherwise.
Best Regards, MM Ali
From Saudi Arabia, Riyadh
Acknowledge(0)Amend(0)
One more "Education" I would recommend is to include Educate Supervisors and Line Managers. Unless they buy the value of coming on time, this will not work Regards. Mohan NC
From India, Gurgaon
Acknowledge(0)Amend(0)
From India, Gurgaon
Acknowledge(0)Amend(0)
Actually, this problem should be solved by the work boss and senior persons, like the Production Manager and others. For example, as I am working as Divisional Manager HR, I will stand at the gate at 8:30 am to watch the workers and staff movements. By doing this, the results were found to be very good. Try to follow it. My suggestions are a little bit hard, but they yield full results. Don't forget to keep a record. If there is any signing system, the muster should go to the table of HRM within 5 minutes, and they should sign in front of them while stating the proper reason. If you are a production-oriented HR, please consider that these problems fall under the category of INVISIBLE LOSS of AVAILABLE MAN HOURS. Calculate the percentage and discuss it with your seniors. I have 30 years of experience handling a large workforce of workers and staff.
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Dear Vaishali,
You can follow a systematic approach to resolve this issue. You may carry out an action plan wherein people's participation would be of core importance.
1. You can have brainstorming sessions with case studies related to the perils caused by late coming (give 2 instances of the happenings in your workplace and the way it has affected business/productivity/coworkers/benefits, etc.).
2. After the brainstorming session, you may formally have a meeting of the workforce (together or in batches as the strength permits) and read out the leave policy.
3. Post the announcement, pass a circular for the signature of all the attendees; those who are absent, their respective head should brief the same to the absentee on the next (present) working day, and signature on the circular to be taken accordingly.
4. Also, explain the leave application form to the employees, how it is to be filled, when it is to be filled, the criteria for leave sanctioning, who has the authority to sanction the leave, and so forth. (As silly as it may sound, many employees may not know the actual process, thus avoiding the procedure.)
5. You may also divide your days into quarter days (2 hours), and after 3 late marks, quarter day leave to be deducted from the annual leave.
6. Furthermore, you can include a variable in the salary called attendance allowance, maybe a nominal amount, but an amount worth earning for 100% attendance (no late marks allowed, but sanctioned leaves will be considered). Thus, the employees can earn the extra amount. If paying extra is a concern, then you may think of adding such a head in the present variable salary structure.
7. Also, you may put up a board and star against the employees coming on time and a red mark for those who don't and pin it up on the notice board.
Hope the suggestions can come to some help.
All the Best for better attendance and retarding tardiness;)
Mugdha Mitbawkar.
From India, Mumbai
Acknowledge(0)Amend(0)
You can follow a systematic approach to resolve this issue. You may carry out an action plan wherein people's participation would be of core importance.
1. You can have brainstorming sessions with case studies related to the perils caused by late coming (give 2 instances of the happenings in your workplace and the way it has affected business/productivity/coworkers/benefits, etc.).
2. After the brainstorming session, you may formally have a meeting of the workforce (together or in batches as the strength permits) and read out the leave policy.
3. Post the announcement, pass a circular for the signature of all the attendees; those who are absent, their respective head should brief the same to the absentee on the next (present) working day, and signature on the circular to be taken accordingly.
4. Also, explain the leave application form to the employees, how it is to be filled, when it is to be filled, the criteria for leave sanctioning, who has the authority to sanction the leave, and so forth. (As silly as it may sound, many employees may not know the actual process, thus avoiding the procedure.)
5. You may also divide your days into quarter days (2 hours), and after 3 late marks, quarter day leave to be deducted from the annual leave.
6. Furthermore, you can include a variable in the salary called attendance allowance, maybe a nominal amount, but an amount worth earning for 100% attendance (no late marks allowed, but sanctioned leaves will be considered). Thus, the employees can earn the extra amount. If paying extra is a concern, then you may think of adding such a head in the present variable salary structure.
7. Also, you may put up a board and star against the employees coming on time and a red mark for those who don't and pin it up on the notice board.
Hope the suggestions can come to some help.
All the Best for better attendance and retarding tardiness;)
Mugdha Mitbawkar.
From India, Mumbai
Acknowledge(0)Amend(0)
Well, if you have such a system, then I presume it works more or less like this: Employees write their logging out time in the format from: to: with the date. Then, they get it signed first by their immediate superior and then by someone in HR for gate permission. After that, they drop this at security on the way out.
The process may differ, but all that matters is you can physically lay hands on each slip by month-end. Go through each slip and create a tracker in the format below. It won't be too tough; I have done it for up to 450 employees in half an hour.
In an Excel sheet:
Sl no Emp No Name Total Early/Late Hours
That would do. You can further add the process center or department in the tracker to find department frequency or the most commonly late days.
For mandays lost, you can divide the total you got in your tracker sheet by your average shift hours (8 hours). That will give you how many mandays are lost.
Cheers. If you work it out, let me know. Make a convincing write-up, add some pretty tables along with this, and submit for approval for an early/late coming policy. For instance, 3 fifteen-minute late comings or early leaves count as half a day.
:)
From India, Gurgaon
Acknowledge(0)Amend(0)
The process may differ, but all that matters is you can physically lay hands on each slip by month-end. Go through each slip and create a tracker in the format below. It won't be too tough; I have done it for up to 450 employees in half an hour.
In an Excel sheet:
Sl no Emp No Name Total Early/Late Hours
That would do. You can further add the process center or department in the tracker to find department frequency or the most commonly late days.
For mandays lost, you can divide the total you got in your tracker sheet by your average shift hours (8 hours). That will give you how many mandays are lost.
Cheers. If you work it out, let me know. Make a convincing write-up, add some pretty tables along with this, and submit for approval for an early/late coming policy. For instance, 3 fifteen-minute late comings or early leaves count as half a day.
:)
From India, Gurgaon
Acknowledge(0)Amend(0)
Thank you, everyone, for such a wonderful response. Mugdha, I really liked the idea of highlighting those who are on time with a star and those who are coming late with a red mark. I will discuss this with my boss. Really, thanks, everyone. I appreciate you all.
From India, Nagpur
Acknowledge(0)Amend(0)
From India, Nagpur
Acknowledge(0)Amend(0)
Hi Curious,
As the manpower strength in our organization is around 10,000, there is a rule that is followed for latecomers based on the total number of minutes they are late in an entire month, as outlined below:
1. 0-30 minutes late - No deduction
2. 30-60 minutes late - One hour salary deduction
3. 60-120 minutes late - Half-day salary deduction
This rule applies to all employees, and if any employee arrives late and the company deducts their salary, it is in accordance with company policy.
In our organization, most employees arrive at the company premises before the designated time.
Regards,
Sandeep Sharma
From India, Delhi
Acknowledge(0)Amend(0)
As the manpower strength in our organization is around 10,000, there is a rule that is followed for latecomers based on the total number of minutes they are late in an entire month, as outlined below:
1. 0-30 minutes late - No deduction
2. 30-60 minutes late - One hour salary deduction
3. 60-120 minutes late - Half-day salary deduction
This rule applies to all employees, and if any employee arrives late and the company deducts their salary, it is in accordance with company policy.
In our organization, most employees arrive at the company premises before the designated time.
Regards,
Sandeep Sharma
From India, Delhi
Acknowledge(0)Amend(0)
Dear Sir,
Late coming to duty and not submitting leave applications for their absence from duty is a serious misconduct on the part of employees. Firstly, you should issue a circular to all employees to discourage such practices and enforce discipline.
If they continue with the same misconduct, you should mark them as absent for half a day for arriving late and deduct wages accordingly, or do not allow them to work when they are late.
Regarding the non-submission of leave requests for their absences, mark them as absent and prepare their salary for the days they actually attended work.
D. Gurumurthy HR/IR Consultant
From India, Hyderabad
Acknowledge(0)Amend(0)
Late coming to duty and not submitting leave applications for their absence from duty is a serious misconduct on the part of employees. Firstly, you should issue a circular to all employees to discourage such practices and enforce discipline.
If they continue with the same misconduct, you should mark them as absent for half a day for arriving late and deduct wages accordingly, or do not allow them to work when they are late.
Regarding the non-submission of leave requests for their absences, mark them as absent and prepare their salary for the days they actually attended work.
D. Gurumurthy HR/IR Consultant
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear friend, make a all new policy for employees in cordination with your top management, also take an intiative to persue your employees personaly. Mukesh Chaurasia HR Manager Diwanka,Nagpur
From India
Acknowledge(0)Amend(0)
From India
Acknowledge(0)Amend(0)
Hi,
If your employee is not coming on time and not submitting the leave application, then you should simply issue a circular duly signed by the HR manager and the VP or GM. In the circular, clearly mention that if an employee does not come on time and fails to submit the leave form before going on leave, they will be marked as absent. It is essential to strictly enforce this rule, as positive results will follow after marking two or more employees as absent.
Regards,
Anshul
From India, Delhi
Acknowledge(0)Amend(0)
If your employee is not coming on time and not submitting the leave application, then you should simply issue a circular duly signed by the HR manager and the VP or GM. In the circular, clearly mention that if an employee does not come on time and fails to submit the leave form before going on leave, they will be marked as absent. It is essential to strictly enforce this rule, as positive results will follow after marking two or more employees as absent.
Regards,
Anshul
From India, Delhi
Acknowledge(0)Amend(0)
Dear All,
I suggest creating policies and procedures, circulating them, and discussing them with management. Once they are approved, they can be implemented with the help of Departmental/Divisional HODs.
Arjun
9224408539
From India, Mumbai
Acknowledge(0)Amend(0)
I suggest creating policies and procedures, circulating them, and discussing them with management. Once they are approved, they can be implemented with the help of Departmental/Divisional HODs.
Arjun
9224408539
From India, Mumbai
Acknowledge(0)Amend(0)
Dear all seniors,
I am working in the SSI industry where the HR policy for leave application is framed. Since February 13th, it has been mandated that any kind of leave must be communicated to the immediate boss/HOD and HR within 5 days after the completion of the leave days. Failure to adhere to this requirement will result in the employee's CL/PL/COFF not being adjusted against the leave taken. Is this policy viable?
Thank you.
From India, Bharuch
Acknowledge(0)Amend(0)
I am working in the SSI industry where the HR policy for leave application is framed. Since February 13th, it has been mandated that any kind of leave must be communicated to the immediate boss/HOD and HR within 5 days after the completion of the leave days. Failure to adhere to this requirement will result in the employee's CL/PL/COFF not being adjusted against the leave taken. Is this policy viable?
Thank you.
From India, Bharuch
Acknowledge(0)Amend(0)
A couple of things you can do:
a) Make a clear leave policy covering every scenario and clear guidelines as to what happens in each of them. Take care to create a balanced policy - particularly, not too draconian.
b) Talk to senior managers, inform them about the policy, and ask for their help in implementing it. Request them to communicate it to their teams.
c) Circulate the policy in the company. If possible, meet with teams and explain why such a policy is necessary and request their cooperation.
d) There will still be defaulters. Be strict with them and use them as examples.
e) Ask for suggestions and keep the feedback/communication channels open.
From India, Delhi
Acknowledge(0)Amend(0)
a) Make a clear leave policy covering every scenario and clear guidelines as to what happens in each of them. Take care to create a balanced policy - particularly, not too draconian.
b) Talk to senior managers, inform them about the policy, and ask for their help in implementing it. Request them to communicate it to their teams.
c) Circulate the policy in the company. If possible, meet with teams and explain why such a policy is necessary and request their cooperation.
d) There will still be defaulters. Be strict with them and use them as examples.
e) Ask for suggestions and keep the feedback/communication channels open.
From India, Delhi
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc