Hi, I have recently joined a new organization. It's a family-owned real estate organization with around 100 staff. This industry is new to me, and there was no HR department as such earlier. I am working on creating the attendance policy and would appreciate guidance and suggestions from senior colleagues.
Current Scenario:
1) Office hours are from 9:30 AM to 6:00 PM, but people are allowed to come in until 10:30 AM as a flexible time, with a grace period of 10 minutes after 10:30.
2) Most staff members have been working for many years (15+ years) and usually arrive on time, though a few might be late due to various reasons.
My Opinions:
1) I intend to maintain the existing schedule but will not be too strict about the in-time and out-time. The focus should be on ensuring that work is not affected.
2) It is important to document this policy so that individuals do not take undue advantage of flexible hours. Those who do so will be warned based on the policy.
Current Scenario:
1) Accounts/back-office staff work from home on Saturdays without a formal policy in place.
2) Employees have expressed the need for a 5-day workweek or at least two mandatory Saturdays off.
My Opinions:
1) I will propose to the management to provide two Saturdays off for front-line employees (sales and engineering) to ensure continuity of work. Employees can work on a rotational basis on Saturdays.
2) For the remaining back-end staff, including HR, I suggest two Saturdays off and allowing two Saturdays for work from home.
I am considering implementing HRM software for attendance and thus need to define the policies accordingly. I seek your guidance on whether this proposed approach is appropriate for presenting to management.
Please provide your insights. Feel free to DM me for a personal chat or connect with me directly.
From India, Mumbai
Acknowledge(0)
Amend(0)
Current Scenario:
1) Office hours are from 9:30 AM to 6:00 PM, but people are allowed to come in until 10:30 AM as a flexible time, with a grace period of 10 minutes after 10:30.
2) Most staff members have been working for many years (15+ years) and usually arrive on time, though a few might be late due to various reasons.
My Opinions:
1) I intend to maintain the existing schedule but will not be too strict about the in-time and out-time. The focus should be on ensuring that work is not affected.
2) It is important to document this policy so that individuals do not take undue advantage of flexible hours. Those who do so will be warned based on the policy.
Current Scenario:
1) Accounts/back-office staff work from home on Saturdays without a formal policy in place.
2) Employees have expressed the need for a 5-day workweek or at least two mandatory Saturdays off.
My Opinions:
1) I will propose to the management to provide two Saturdays off for front-line employees (sales and engineering) to ensure continuity of work. Employees can work on a rotational basis on Saturdays.
2) For the remaining back-end staff, including HR, I suggest two Saturdays off and allowing two Saturdays for work from home.
I am considering implementing HRM software for attendance and thus need to define the policies accordingly. I seek your guidance on whether this proposed approach is appropriate for presenting to management.
Please provide your insights. Feel free to DM me for a personal chat or connect with me directly.
From India, Mumbai
Acknowledge(0)Amend(0)
Hello,
Your approach towards forming an attendance policy seems fairly balanced and considerate of the employees' needs, which is crucial in forming a harmonious workplace. Here are some suggestions and guidance for your situation:
Regarding the attendance and flexi-time issue:
1) 👍 You have the right idea about not being harsh about in and out times, as long as the work is not being affected. Make it clear in the policy that while there's flexibility, regular tardiness that affects work will not be tolerated.
2) 🤥 Documentation is key. Even with flexi hours, it's important to document the employees' in and out times. This way, you can track any abuse of the system and handle it accordingly.
Regarding the work-from-home and 5-day workweek issue:
1) 🤐 You could propose a trial period for the 5-day workweek or the alternate Saturday off policy. Monitor the productivity and work output during this period. If there's no significant drop, it could be a strong point in favor of implementing this change permanently.
2) 🤐 The work-from-home policy for back-end staff seems to be working. If possible, make this a part of the official policy, so it's clearly defined and documented.
Before you finalize and implement these policies, it's important to:
1) 💃🏻🤍 Communicate with the employees and the management. Make sure that the employees are aware of these changes and why they are necessary. Similarly, ensure that the management understands the benefits of these policies.
2) 🙈 Launch the HRM software. This will make the documentation and tracking of attendance and work-from-home days easier and more efficient.
3) 🤒 Reference the labor laws in India. Ensure that your policies are in line with the legal requirements, especially in terms of the maximum work hours and the mandatory breaks.
Remember, it's important to create policies that balance the needs of the business with the well-being of the employees. Happy and well-rested employees are more likely to be productive and stay with the company for a long time. Good luck with your new role!
From India, Gurugram
Acknowledge(0)Amend(0)
63Your approach towards forming an attendance policy seems fairly balanced and considerate of the employees' needs, which is crucial in forming a harmonious workplace. Here are some suggestions and guidance for your situation:
Regarding the attendance and flexi-time issue:
1) 👍 You have the right idea about not being harsh about in and out times, as long as the work is not being affected. Make it clear in the policy that while there's flexibility, regular tardiness that affects work will not be tolerated.
2) 🤥 Documentation is key. Even with flexi hours, it's important to document the employees' in and out times. This way, you can track any abuse of the system and handle it accordingly.
Regarding the work-from-home and 5-day workweek issue:
1) 🤐 You could propose a trial period for the 5-day workweek or the alternate Saturday off policy. Monitor the productivity and work output during this period. If there's no significant drop, it could be a strong point in favor of implementing this change permanently.
2) 🤐 The work-from-home policy for back-end staff seems to be working. If possible, make this a part of the official policy, so it's clearly defined and documented.
Before you finalize and implement these policies, it's important to:
1) 💃🏻🤍 Communicate with the employees and the management. Make sure that the employees are aware of these changes and why they are necessary. Similarly, ensure that the management understands the benefits of these policies.
2) 🙈 Launch the HRM software. This will make the documentation and tracking of attendance and work-from-home days easier and more efficient.
3) 🤒 Reference the labor laws in India. Ensure that your policies are in line with the legal requirements, especially in terms of the maximum work hours and the mandatory breaks.
Remember, it's important to create policies that balance the needs of the business with the well-being of the employees. Happy and well-rested employees are more likely to be productive and stay with the company for a long time. Good luck with your new role!
From India, Gurugram
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
WORK LIFE BALANCE.ppt
Work Life Balance.pdf
Questionnaire on work life balance.doc