hi dear sunita
i feel that this will not the only thing you are mentioning about i feel some dissatisfaction will come out or some office environment is coming out in this way. Just try to look into the working style and kind of work person is doing. U pick one employee who is more confident after late coming and might be he is oldest employee or he is having more interaction directly with higher authority and he feels himself above other employee. You can not spell one word for every one.
Rest i dont know wht ur office size and reporting culture
i feel so many things will comes in way to manage timing in office.
From India, New Delhi
i feel that this will not the only thing you are mentioning about i feel some dissatisfaction will come out or some office environment is coming out in this way. Just try to look into the working style and kind of work person is doing. U pick one employee who is more confident after late coming and might be he is oldest employee or he is having more interaction directly with higher authority and he feels himself above other employee. You can not spell one word for every one.
Rest i dont know wht ur office size and reporting culture
i feel so many things will comes in way to manage timing in office.
From India, New Delhi
Dear Sunita,
In absence of much information, just going on the content which you have posted I’ve certain points to make.
1. Do you allow grace period? e.g. If the office starts at 9:00 a.m. then allowing people to reach office by 9:10 a.m.
2. Do you have a policy mean for late arrivals, if not then it’s time for you to frame one. E.g. clearly specifying slabs of late arrivals and then result.
You could decide or fix the number of late arrivals permissible, after which it could be adjusted either against salary or paid leaves. For instance, allowing employee to report to duty 15 minutes late twice in a month. (Depending on your organization this time limit could be from 30mins to 1 hour). For these late arrivals (though permitted), the employee will have to fill in a late arrival Permission Slip on that very day – get it approved from immediate Head or Manager. And then submit it to H.R for their approval too.
It’s a personal experience that such methods do work. And very rarely (possibility is almost nil) that you will have to remind them again. Employees themselves will take care and even the approving authority will be in loop.
Also if the staff size isn’t big enough then please try to find out possible reasons. Followed by Counseling. If still nothing changes then verbal, written warnings should follow. (Please make it a point to elaborate everything step by step very precisely in the policy). This might help you.Most desirable action would be finding the root cause that this late coming is just out of habit or there or some reasons too!
From India, Vadodara
5In absence of much information, just going on the content which you have posted I’ve certain points to make.
1. Do you allow grace period? e.g. If the office starts at 9:00 a.m. then allowing people to reach office by 9:10 a.m.
2. Do you have a policy mean for late arrivals, if not then it’s time for you to frame one. E.g. clearly specifying slabs of late arrivals and then result.
You could decide or fix the number of late arrivals permissible, after which it could be adjusted either against salary or paid leaves. For instance, allowing employee to report to duty 15 minutes late twice in a month. (Depending on your organization this time limit could be from 30mins to 1 hour). For these late arrivals (though permitted), the employee will have to fill in a late arrival Permission Slip on that very day – get it approved from immediate Head or Manager. And then submit it to H.R for their approval too.
It’s a personal experience that such methods do work. And very rarely (possibility is almost nil) that you will have to remind them again. Employees themselves will take care and even the approving authority will be in loop.
Also if the staff size isn’t big enough then please try to find out possible reasons. Followed by Counseling. If still nothing changes then verbal, written warnings should follow. (Please make it a point to elaborate everything step by step very precisely in the policy). This might help you.Most desirable action would be finding the root cause that this late coming is just out of habit or there or some reasons too!
From India, Vadodara
Thank you members for all your responses, as some of the members have asked me about the size of the org, then let me tell you its a mid size org with head count less than 100.
Yes, I do agree with most of the members that if the employee is productive and is dedicated towards his work (working late hrs on his given project/assignments ) then some kind of relaxation can be given, but incase he/she is just idling away with not much work and then reporting late to office then it amounts to some serious action.
From India, Hyderabad
Yes, I do agree with most of the members that if the employee is productive and is dedicated towards his work (working late hrs on his given project/assignments ) then some kind of relaxation can be given, but incase he/she is just idling away with not much work and then reporting late to office then it amounts to some serious action.
From India, Hyderabad
If the guy is productive enough than it is better to ignore his late coming. OR he can be directed to be in office in the evening till late in evening.
From India, Bangalore
From India, Bangalore
hi all
i personally agree to the suggestion given by Ms. Shalini. We are also practicing the same policy in our organization.
Sunita- ours is also a medium sized company. what we have done is that our office starts at 9.00 am but we have given grace period of 30 min. besides that we have divided time slots for leave deduction. Eg. if the person comes after 11.00 am then 0.25 is deducted from his CL/ PL.
secondly if by coming late he is compensating by sitting late and completing his work, then he needs to mail to the HR dept through his immediate supervisor for waive off in leave deduction.
This does not affect the productivity of the employee.
Similarly something of this sort if implemented can solve the late coming issue.
regards,
sheetal sahasrabudhe
i personally agree to the suggestion given by Ms. Shalini. We are also practicing the same policy in our organization.
Sunita- ours is also a medium sized company. what we have done is that our office starts at 9.00 am but we have given grace period of 30 min. besides that we have divided time slots for leave deduction. Eg. if the person comes after 11.00 am then 0.25 is deducted from his CL/ PL.
secondly if by coming late he is compensating by sitting late and completing his work, then he needs to mail to the HR dept through his immediate supervisor for waive off in leave deduction.
This does not affect the productivity of the employee.
Similarly something of this sort if implemented can solve the late coming issue.
regards,
sheetal sahasrabudhe
Dear Sunita
I guess it is enough of efforts you have already put up on this guy. It will be better to move from thought to action.
Do deduct his salary with reference to the late marks. Exa- 3 late marks= Deduction of half day salary.
If he is smarter to his work assignments, be cautioned before implementing this action. Else you may loose your potential employee.
From India, Mumbai
I guess it is enough of efforts you have already put up on this guy. It will be better to move from thought to action.
Do deduct his salary with reference to the late marks. Exa- 3 late marks= Deduction of half day salary.
If he is smarter to his work assignments, be cautioned before implementing this action. Else you may loose your potential employee.
From India, Mumbai
Hi,
Our office time is 10am and the grace period will be given for 5 min. and if you come after 10.05 it will be calculated, as a late till 11am. Each employee are allowed to utilise 2 lates in a month and on their 3 late whey will be loosing a day salary.
If you cross 11am, you are considered as an absentee. (if you work on that day also).
Yearly, you are allowed to take 30 leaves. If you cross that Management will warn you. This is also affects our yearly increment. This priciple is common for all senior and junior employees.
I don't know whether it is right or wrong, but it is effective.
Rgds,
Uma.
From India, Calcutta
Our office time is 10am and the grace period will be given for 5 min. and if you come after 10.05 it will be calculated, as a late till 11am. Each employee are allowed to utilise 2 lates in a month and on their 3 late whey will be loosing a day salary.
If you cross 11am, you are considered as an absentee. (if you work on that day also).
Yearly, you are allowed to take 30 leaves. If you cross that Management will warn you. This is also affects our yearly increment. This priciple is common for all senior and junior employees.
I don't know whether it is right or wrong, but it is effective.
Rgds,
Uma.
From India, Calcutta
if the problem lies were his relatives may be hospitalised and needs serious attention i feel u have to excuse. if literally he is coming late u cna warn him and can take necessary action after issuing a memo.
From India, Bangalore
From India, Bangalore
Hi Sunitha,
One simple solution, you make those guys work late then they will surely come on time.
If some body is coming 30 mints late make them work one hour like that simply just warn them to work double time if they come late.
This will surely fix the problem as i have practically used this and worked out for me.
Thanks,
Kumar
From India, Hyderabad
One simple solution, you make those guys work late then they will surely come on time.
If some body is coming 30 mints late make them work one hour like that simply just warn them to work double time if they come late.
This will surely fix the problem as i have practically used this and worked out for me.
Thanks,
Kumar
From India, Hyderabad
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LATE COMING.doc