Dear Sujata
Find the attachment of Sample format for Special Permission required during office hours. If an employee comes late he or she has to get the approval from their HOD.
Lets all the HODs be intimated that not to give 2 permissions in a month and not more than 2hrs at a time.
Prepare a policy for the employees exceeding the above limits their late minutes are calculated and the employees whose late minutes reaches to 30min then Half day can be deducted or Half day leave can be cancelled from their leave balances. This repeats from every 30min count.
For 30min = 1/2 day leave cut.
For 1hour = 1day leave cut.
Like wise in a total month calculate the total late minutes and deduct the same from their leave balance or make LOP.
Prepare a policy and inform to all employees before deducting.
Regards,
K.SAIKISHORE
From India
51Find the attachment of Sample format for Special Permission required during office hours. If an employee comes late he or she has to get the approval from their HOD.
Lets all the HODs be intimated that not to give 2 permissions in a month and not more than 2hrs at a time.
Prepare a policy for the employees exceeding the above limits their late minutes are calculated and the employees whose late minutes reaches to 30min then Half day can be deducted or Half day leave can be cancelled from their leave balances. This repeats from every 30min count.
For 30min = 1/2 day leave cut.
For 1hour = 1day leave cut.
Like wise in a total month calculate the total late minutes and deduct the same from their leave balance or make LOP.
Prepare a policy and inform to all employees before deducting.
Regards,
K.SAIKISHORE
From India
Hi Sujata,
I am not sure whether it affects employee's productivity if they come late, as I do not know the nature of their job. Regardless that they have signed that they will report to work on at a stipulated time. Non adherance to any contractual clause should be followed by consequential management. You will have to ascertain how many instances/ data points of non adherance will your management agree in 3 months time. Ex: If an employee comes late 9 times in 3 months then will your mgmt consider that as behavioural issue & ask the employee to leave. In fact on the 6th instance he should be issued verbal warning, on 7th instance a written warning letter & on 8th instance he should be given final warning letter stating that he will be terminated from the services. This can be made part of attendance policy & proper sign offs should be taken from all employees.
Regards,
Prafull Pawar
9833563020
From India, Mumbai
I am not sure whether it affects employee's productivity if they come late, as I do not know the nature of their job. Regardless that they have signed that they will report to work on at a stipulated time. Non adherance to any contractual clause should be followed by consequential management. You will have to ascertain how many instances/ data points of non adherance will your management agree in 3 months time. Ex: If an employee comes late 9 times in 3 months then will your mgmt consider that as behavioural issue & ask the employee to leave. In fact on the 6th instance he should be issued verbal warning, on 7th instance a written warning letter & on 8th instance he should be given final warning letter stating that he will be terminated from the services. This can be made part of attendance policy & proper sign offs should be taken from all employees.
Regards,
Prafull Pawar
9833563020
From India, Mumbai
Dear ,
Decide a time, say your office starts at 10:00 am, make a policy that late comings will be counted after 10:05 am and for every 3 late days , one day salary will be deducted. Along with this, make another policy statement that any employee coming after 10:30 am will be marked as half day absent.
This should solve your problem.
Regards,
Alpana
From India, Pune
Decide a time, say your office starts at 10:00 am, make a policy that late comings will be counted after 10:05 am and for every 3 late days , one day salary will be deducted. Along with this, make another policy statement that any employee coming after 10:30 am will be marked as half day absent.
This should solve your problem.
Regards,
Alpana
From India, Pune
Late coming or late reporting for work is a perennial problem across several industries and establishment.
It has been going on for years, without any sure-fire solution being discovered for its prevention.
The problem is less or non-existent in industries or professions where Punctuality is not just the norm, but the very basic of the operations :
Like a pilot, train driver, bus driver; or booking-window clerks in railway station, cinema theatres or any hospitality driven industry like waiters or cooks in a restaurant; a commercial or financial institutions like banks etc.
To relate with certain examples already given in this thread:
Has anyone ever seen a pilot who is late, walking coolly along the tarmac to board the plane after every passenger has already been seated ?
Has anyone seen a late coming engine driver; running on the platform, huffing and puffing; to catch the train to enter the engine-driver's cabin ?
Has anyone seen a late coming booking clerk, crying about his problems instead of being seated in the window?
However; it is very much prevalent in normal offices; where coming late would not affect the operations or Functioning of the office or establishment.
Why is it so ???
Is it because the bosses or HRs in banks, hotels, hospitals, railways, airports, bus service & roadways etc are more efficient or strict ???
Even in plants working in all three shifts; the attendance n punctuality is always satisfactory if not almost perfect. Why is it so ??
Can we find some answers to these questions ??
Also;
What kind of jobs, assignment are these people handling, who come late to office ? Does it make any difference to their Output or deliverables ??
what are they, actually, responsible for ??
Moreover, has anyone ever noticed, what they do during the whole day ??
What time do, some of them, leave office ??
I have heard the phrase several times that, ".. management pays you for being in the office in time". Does the same management even pays (if not very honestly) for over-staying for hours in office everyday, and being called even on holidays ??
I am certain that the answers to these questions will unlock the mysteries behind late-coming; and then it might be easier to find solutions.
For the time being, I am not suggesting anything; merely pointing out to some questions that comes to one's mind.
Warm regards.
From India, Delhi
It has been going on for years, without any sure-fire solution being discovered for its prevention.
The problem is less or non-existent in industries or professions where Punctuality is not just the norm, but the very basic of the operations :
Like a pilot, train driver, bus driver; or booking-window clerks in railway station, cinema theatres or any hospitality driven industry like waiters or cooks in a restaurant; a commercial or financial institutions like banks etc.
To relate with certain examples already given in this thread:
Has anyone ever seen a pilot who is late, walking coolly along the tarmac to board the plane after every passenger has already been seated ?
Has anyone seen a late coming engine driver; running on the platform, huffing and puffing; to catch the train to enter the engine-driver's cabin ?
Has anyone seen a late coming booking clerk, crying about his problems instead of being seated in the window?
However; it is very much prevalent in normal offices; where coming late would not affect the operations or Functioning of the office or establishment.
Why is it so ???
Is it because the bosses or HRs in banks, hotels, hospitals, railways, airports, bus service & roadways etc are more efficient or strict ???
Even in plants working in all three shifts; the attendance n punctuality is always satisfactory if not almost perfect. Why is it so ??
Can we find some answers to these questions ??
Also;
What kind of jobs, assignment are these people handling, who come late to office ? Does it make any difference to their Output or deliverables ??
what are they, actually, responsible for ??
Moreover, has anyone ever noticed, what they do during the whole day ??
What time do, some of them, leave office ??
I have heard the phrase several times that, ".. management pays you for being in the office in time". Does the same management even pays (if not very honestly) for over-staying for hours in office everyday, and being called even on holidays ??
I am certain that the answers to these questions will unlock the mysteries behind late-coming; and then it might be easier to find solutions.
For the time being, I am not suggesting anything; merely pointing out to some questions that comes to one's mind.
Warm regards.
From India, Delhi
Hello Sir,
A distinguishing behavior, well pointed out.
Whilst most of us complain about our staff walking in late, seldom do we acknowledge the fact that there are people who absolutely walk in on-time or much before time in our own firm or in many service industries.
One of the reasons I think is the kind of accountability we have for and towards our work. If we think that we are a part of a big picture, we held ourselves accountable for our small tasks, perhaps the attitude we have towards the casual behavior might change.
I was reading this book "Leadeship Wisdom" by Robin Sharma when I was completely in the awe of a certain description (a cited example) -
There was the leader of some airlines (SouthWest I guess) who motivated the employees and engaged them by connecting its crew and their task to the bigger picture. The leader showed how their small task can help an old man/women meet his/her family and grand children who have settled long distance.
A perfect example of how do we motivate our people to contribute better at work It said, connect their activities to a bigger picture, make them realize how their small efforts actually help someone.
Finally would like to conclude with a relevant quote I read in the morning -
"If you don't have a good attitude, we don't want you, no matter how skilled you are. We can change skill levels through training. We can't change attitude.”
Herb Kelleher, Founder, Southwest Airlines
From India, Mumbai
A distinguishing behavior, well pointed out.
Whilst most of us complain about our staff walking in late, seldom do we acknowledge the fact that there are people who absolutely walk in on-time or much before time in our own firm or in many service industries.
One of the reasons I think is the kind of accountability we have for and towards our work. If we think that we are a part of a big picture, we held ourselves accountable for our small tasks, perhaps the attitude we have towards the casual behavior might change.
I was reading this book "Leadeship Wisdom" by Robin Sharma when I was completely in the awe of a certain description (a cited example) -
There was the leader of some airlines (SouthWest I guess) who motivated the employees and engaged them by connecting its crew and their task to the bigger picture. The leader showed how their small task can help an old man/women meet his/her family and grand children who have settled long distance.
A perfect example of how do we motivate our people to contribute better at work It said, connect their activities to a bigger picture, make them realize how their small efforts actually help someone.
Finally would like to conclude with a relevant quote I read in the morning -
"If you don't have a good attitude, we don't want you, no matter how skilled you are. We can change skill levels through training. We can't change attitude.”
Herb Kelleher, Founder, Southwest Airlines
From India, Mumbai
Exactly !!
You have hit the nail on the head !! But that is just the beginning of understanding a very complex situation.
In fact is not it surprising that employees in a small roadways company, with no HR or any HRD activities, are punctual and report in time; whereas staff of big companies in city offices report late for work ??
The fact is, people are not morons !!
They are constantly evaluating their job, job-roles, job-responsibilities... as well as others, including their bosses and HRs...
When are others coming and leaving; what are others getting (J Stacy Adam's Equity theory in particular); what is thee company culture; how is the management treating them.
They also have a clear picture of how important is their work and how their contributions fall in the large picture.
From India, Delhi
You have hit the nail on the head !! But that is just the beginning of understanding a very complex situation.
In fact is not it surprising that employees in a small roadways company, with no HR or any HRD activities, are punctual and report in time; whereas staff of big companies in city offices report late for work ??
The fact is, people are not morons !!
They are constantly evaluating their job, job-roles, job-responsibilities... as well as others, including their bosses and HRs...
When are others coming and leaving; what are others getting (J Stacy Adam's Equity theory in particular); what is thee company culture; how is the management treating them.
They also have a clear picture of how important is their work and how their contributions fall in the large picture.
From India, Delhi
Validated...
I know of a firm where there are people who would wait back late to accomplish the task, achieve the target and complete their work. They are really nice people, but the problem arises when they walk in late.
The question is should or should not they be allowed of such liberty especially when they wait back and accomplish their tasks on time? (without getting any OT for it)
When actually went to probe the issue further, I realized that the staff is not walking in late because they willingly wait back and complete their work but because, they are not allowed to leave on time.
If one comes on time and while leaving on time, if the management asks "Why are you leaving? It's only 6"
This is really not going to engage the people.
Infact to narrate you about one incident, one of the person walked in late. He belongs to a category who is seldom late. He was late because he had to go to bank for some personal work.
The CEO of the firm advices him not to go to bank on working days.
Now the firm has 6 day work culture (all Sat as well working) when would a person go to bank or other offices for any personal work???
So whilst we wonder why are the people not coming on time or concluding the note on "They're habituated to come in late" or related, why not first check our own practices?
Why not practice what we preach?
Why not motivate or lead by example?
Why not give a human touch to the so-called "HR policies" of our firms.
I wonder at times if the "Human" in HR is soon to vanish or has it already vanished. If so, I fail to understand why has Personnel Management transisted to Human Resource Management. Rather we should rename it to Robotic Management because if we see the policies of most companies, I wonder if they employ robots who are programmed to be always punctual, and always righteous.
From India, Mumbai
I know of a firm where there are people who would wait back late to accomplish the task, achieve the target and complete their work. They are really nice people, but the problem arises when they walk in late.
The question is should or should not they be allowed of such liberty especially when they wait back and accomplish their tasks on time? (without getting any OT for it)
When actually went to probe the issue further, I realized that the staff is not walking in late because they willingly wait back and complete their work but because, they are not allowed to leave on time.
If one comes on time and while leaving on time, if the management asks "Why are you leaving? It's only 6"
This is really not going to engage the people.
Infact to narrate you about one incident, one of the person walked in late. He belongs to a category who is seldom late. He was late because he had to go to bank for some personal work.
The CEO of the firm advices him not to go to bank on working days.
Now the firm has 6 day work culture (all Sat as well working) when would a person go to bank or other offices for any personal work???
So whilst we wonder why are the people not coming on time or concluding the note on "They're habituated to come in late" or related, why not first check our own practices?
Why not practice what we preach?
Why not motivate or lead by example?
Why not give a human touch to the so-called "HR policies" of our firms.
I wonder at times if the "Human" in HR is soon to vanish or has it already vanished. If so, I fail to understand why has Personnel Management transisted to Human Resource Management. Rather we should rename it to Robotic Management because if we see the policies of most companies, I wonder if they employ robots who are programmed to be always punctual, and always righteous.
From India, Mumbai
Hi Sujata, I happen to read this article on line. Have put in some important lines from the article and have also shared the source so that you can read it on whole if it interests and suits your requirement.
Why “Workplace Change” Is a Dreaded Phrase
Next to “You’re fired,” the phrase “workplace change” seems to be the most dreaded word combination many employees can hear. Staff reaction to change continues to mystify management.
However, there is a simple—natural—reason for traditional employee resistance. It’s all about comfortability and human comfort zones. It's also acceptable to call it "fear of the unknown."
How to Minimize the Pain of Change
1) Explain employee options and consequences
2) Discard the “carrot and stick” approach; just do what’s right.
3) Clearly analyze staff buy in tendencies—or lack thereof.
4) Create shared vision with staff.
5) Listen carefully and intently. Listening properly is a vital necessity for all executives.
6) Value employee ideas and feelings.
Realizing that your employees can suffer pain equal to your own when implementing workplace changes helps you increase your empathy for their feelings. In so doing, you can better create a buy in plan that works.
Source:
How to Institute Organizational Changes without Employee Pain
From India, Mumbai
Why “Workplace Change” Is a Dreaded Phrase
Next to “You’re fired,” the phrase “workplace change” seems to be the most dreaded word combination many employees can hear. Staff reaction to change continues to mystify management.
However, there is a simple—natural—reason for traditional employee resistance. It’s all about comfortability and human comfort zones. It's also acceptable to call it "fear of the unknown."
How to Minimize the Pain of Change
1) Explain employee options and consequences
2) Discard the “carrot and stick” approach; just do what’s right.
3) Clearly analyze staff buy in tendencies—or lack thereof.
4) Create shared vision with staff.
5) Listen carefully and intently. Listening properly is a vital necessity for all executives.
6) Value employee ideas and feelings.
Realizing that your employees can suffer pain equal to your own when implementing workplace changes helps you increase your empathy for their feelings. In so doing, you can better create a buy in plan that works.
Source:
How to Institute Organizational Changes without Employee Pain
From India, Mumbai
Hi Imok,
This is actually one disadvantage of allowing a flexi culture. One never knows if the person has marked from office or on the way or from home.
In such situation put your attendance module on intranet and not on internet.
Talk to your module provider, I am sure this is just a minor hiccup which can be solved.
But I guess this would depend on the policy and industry. For example if you cater to service industry like say - creative writing and your employee and draft you an article no matter where he/she is, it should theoretically not hamper if they sign in through a public computer outside your intranet. But in most other cases, it would.
We can simply put a track on the people who work form home by -
1. Asking for an authority letter that authorises the person to work from home for a particular time frame.
2. Give them attendance for only those days based on the work report submitted.
All the best.
From India, Mumbai
This is actually one disadvantage of allowing a flexi culture. One never knows if the person has marked from office or on the way or from home.
In such situation put your attendance module on intranet and not on internet.
Talk to your module provider, I am sure this is just a minor hiccup which can be solved.
But I guess this would depend on the policy and industry. For example if you cater to service industry like say - creative writing and your employee and draft you an article no matter where he/she is, it should theoretically not hamper if they sign in through a public computer outside your intranet. But in most other cases, it would.
We can simply put a track on the people who work form home by -
1. Asking for an authority letter that authorises the person to work from home for a particular time frame.
2. Give them attendance for only those days based on the work report submitted.
All the best.
From India, Mumbai
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