Hello Every one, I am Manasa working in an IT company recently joined as a HR .
I have an issue regarding an employee who comes late every day and leave early. Our organisation has flexible timings as people often work late nights .
People can manage their time even though they come late to office further they extend the time in the evening. If it is once or twice is acceptable . but it is happening frequently. Can we address the issue , if yes please suggest .
Thank you .
From India, Hyderabad
2I have an issue regarding an employee who comes late every day and leave early. Our organisation has flexible timings as people often work late nights .
People can manage their time even though they come late to office further they extend the time in the evening. If it is once or twice is acceptable . but it is happening frequently. Can we address the issue , if yes please suggest .
Thank you .
From India, Hyderabad
Hi Manasa,
Please refer to your Company's HR policy of Employee Hand Book, wherein all details is specified accordingly.
You can suggest your management that late coming for 5-10 minutes for once are twice is ok, in case it is three times, you can deduct one salary as LOP is it is 6 times then its 2 days and so on. Implement this policy then people will fall in line. There could be an argument about working late hours, you need to explain them they have complete the given task the same day within the given time, or any reason they are not able to complete the given day ot day task they have to contribute extra working hours to complete he same.
Hope you understood.
From India, Bangalore
Please refer to your Company's HR policy of Employee Hand Book, wherein all details is specified accordingly.
You can suggest your management that late coming for 5-10 minutes for once are twice is ok, in case it is three times, you can deduct one salary as LOP is it is 6 times then its 2 days and so on. Implement this policy then people will fall in line. There could be an argument about working late hours, you need to explain them they have complete the given task the same day within the given time, or any reason they are not able to complete the given day ot day task they have to contribute extra working hours to complete he same.
Hope you understood.
From India, Bangalore
If you have flexi timing, how can you penalise someone for coming late.
Instead check whether the person has worked the entire 8 hour shift each day (flexi time generally requires all employees to put in the total shift hours irrespective of what time they come in)
Further, check with their managers whether they are delivering the required work. If not, then you need to take approval of the management and issue warning letters taking both factors in to consideration
From India, Mumbai
Instead check whether the person has worked the entire 8 hour shift each day (flexi time generally requires all employees to put in the total shift hours irrespective of what time they come in)
Further, check with their managers whether they are delivering the required work. If not, then you need to take approval of the management and issue warning letters taking both factors in to consideration
From India, Mumbai
Discipline starts with the attendance register.Despite of flexible timing, we should encourage staffs to come in time.We can develop permission slip which late comers need to get approved from their reporting authority for every late days.After 3-4 late days it will check automatically by themselves. I have implemented this and received positive result also.
Regards
Jitendra Das
From India, Bhubaneswar
Regards
Jitendra Das
From India, Bhubaneswar
Frame a policy for short hrs,every second short leave will be deducted from earned leave.There should be relaxation of on 15min for coming late.If there is a shortfall in working hrs,shall be deducted from EL.
From India, New Delhi
From India, New Delhi
Okay,
Your question is not very clear. If you are deducting half or full days salary every time an employee is a few minutes late for work, it is definitely not a fair labour practice. However, deducting half day for coming late beyond a particular time is acceptable. It originally stemmed from the factory gates being locked after half hour and worker being denied entry till lunch time.
Deducting full day is meaningless. The worker will then simply go home instead of reporting to work. Which hardly helps the employer.
The practice of deducting half day salary for being late more than 3 days in a month is a generally acceptable policy at offices.
In any case, the rules need to be in the standing orders and clearly communicated to the employees in advance
From India, Mumbai
Your question is not very clear. If you are deducting half or full days salary every time an employee is a few minutes late for work, it is definitely not a fair labour practice. However, deducting half day for coming late beyond a particular time is acceptable. It originally stemmed from the factory gates being locked after half hour and worker being denied entry till lunch time.
Deducting full day is meaningless. The worker will then simply go home instead of reporting to work. Which hardly helps the employer.
The practice of deducting half day salary for being late more than 3 days in a month is a generally acceptable policy at offices.
In any case, the rules need to be in the standing orders and clearly communicated to the employees in advance
From India, Mumbai
Hi every one,
I took an option to frame a policy , the rules are as follows
We observed team members often work with clients , the other day working hours get managed .
Please note that who work with clients after business hours are the only ones can take this Flexi timing .
Team members who are on onboard/Training requested to follow the punctual time(10.00AM to 7.00 PM). No flexible timings are for trainees
Well, Team members who work for general shifts are strict to adhere the timing , (starts with 10.00AM to 7.00PM usually), if there is a client service then we are expected to be in the office .
No Flexi timing for this team members , please do not follow an excuse that you have managed 8 hours a day . Since punctuality tells about the quality of work .understand.
It is understandable that you get 5-10 minutes late and that is ok , please don’t make a habit reaching office too late .
Now ,
If this becomes habit , then half day Salary will be deducted for the once who crosses 6 times per month
Team members who reach office at 11.00 am instead of being in the office at 10.00AM Half day salary will be deducted for every instant lateness .
Working late: Finally , schedule the given tasks on time , complete it .
Any reason they have not completed , you have to contribute extra hours to complete the same .
Be on time , Be productive.
This is the mail I made as draft , If any modifications yet to be done , Please suggest .
Thank you for your time
Good day
Manasa
From India, Hyderabad
I took an option to frame a policy , the rules are as follows
We observed team members often work with clients , the other day working hours get managed .
Please note that who work with clients after business hours are the only ones can take this Flexi timing .
Team members who are on onboard/Training requested to follow the punctual time(10.00AM to 7.00 PM). No flexible timings are for trainees
Well, Team members who work for general shifts are strict to adhere the timing , (starts with 10.00AM to 7.00PM usually), if there is a client service then we are expected to be in the office .
No Flexi timing for this team members , please do not follow an excuse that you have managed 8 hours a day . Since punctuality tells about the quality of work .understand.
It is understandable that you get 5-10 minutes late and that is ok , please don’t make a habit reaching office too late .
Now ,
If this becomes habit , then half day Salary will be deducted for the once who crosses 6 times per month
Team members who reach office at 11.00 am instead of being in the office at 10.00AM Half day salary will be deducted for every instant lateness .
Working late: Finally , schedule the given tasks on time , complete it .
Any reason they have not completed , you have to contribute extra hours to complete the same .
Be on time , Be productive.
This is the mail I made as draft , If any modifications yet to be done , Please suggest .
Thank you for your time
Good day
Manasa
From India, Hyderabad
Hi Mansa,
You have 2 options:
Option 1:
Define a policy to finish 45 hours a week and if any employee unable to finish these hours then as per the hours salary will get cut.
Option 2:
Define 3-4 shifts and give them 30 mins grace period and then too if they come late then make a policy to allow 2 times late in a month for 3rd time their salary will get cut by 0.5 day.
You can add one more thing for instance:
"A" came late 4 times a month and request hr to not to cut salary then you can regularize attendance and if TL approves then there will be no deduction and if TL doesnt approve late comings then pay cut is the option that you need to do.
From India, Pune
You have 2 options:
Option 1:
Define a policy to finish 45 hours a week and if any employee unable to finish these hours then as per the hours salary will get cut.
Option 2:
Define 3-4 shifts and give them 30 mins grace period and then too if they come late then make a policy to allow 2 times late in a month for 3rd time their salary will get cut by 0.5 day.
You can add one more thing for instance:
"A" came late 4 times a month and request hr to not to cut salary then you can regularize attendance and if TL approves then there will be no deduction and if TL doesnt approve late comings then pay cut is the option that you need to do.
From India, Pune
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