Late Coming [Thread 281750]

We work from 9:30 am - 6:30 pm with a 1 hour lunch break (from 1-2). Anyone coming at 9:41 am is marked late. Three late marks constitute to half days salary deduction.
Try this. It might reduce late coming.
Regards,
Sachin

Hi,
I think the best possible solution is to send a mail to his reporting officer stating that you have warned this employee many a times but still there is no improvement and then seek an approval from his reporting officer to issue a memo to him and very importantly, the memo should define that if he repeats the same then the company reserves the right to take disciplinary action against him.
Thanks
Satyajeet
Planman Group

Various factors are their:-

1. • If he is only the employee who is coming late or rest of the team members are also coming late very often.
   • Is he doing this since begining of his joining i.e. habitually late coming?
   • Late coming generally shows lack of motivation in the job, because if somebody wants to come on time s/he can come, irrespective of traffic or other reasons, for sure which cannot be same all the time.
   • The idea is to discipline the employee and not punish him, please remember this also.
   • As per his position in company i.e. seniority, experience and responsibility you can take action like sending an email related to the same.
   • For a senior employee a gentle email can work, if he is junior then you may have to impose punishment like LOP/or Absent marking or warning letter etc.
     First work on the trend, cause and impact on rest of employees then only you will be able to resolve the issue.
     Thanks
     Rashee

Re: Late coming
If we accept that employees naturally comply with company rules and regulations and by nature do not want to behave in an unaccpetable manner, we must accept that the employee in this intance has a serious problem. It may be domestic or work related. The fact that you have not succeded to eatablish what the reason for the late coming is and to get him to change his behaviour is a concern.
You will have to earn the trust of the employee and get him to open up so that you can establish the "real reason" for late coming.

Sample Letter #1

Date

To

RE: Absenteeism

Further to our meeting on (date), this letter will confirm that during the past (number) weeks you

have been absent due to illness on (number) occasions for a total of (number) days. A listing of

these specific days and occasions is attached for your information.

As discussed, such absences have a detrimental impact on the department’s ability to provide the

service to the public for which we all are responsible. If there are reasons for your absences that

you feel are personal or confidential, I recommend that you contact Employee Assistance

Program Services at 392-6633.

Given the importance of regular attendance, I would encourage you to work towards improving

your attendance record and I would be pleased to assist you in achieving such improvement.

**(Optional paragraph) (Summary of any course of action agreed to (e.g., Employee

Assistance Program, etc.) or commitments made by employee to address absenteeism concerns).

Yours truly,

Supervisor’s Signature

Attachments:

List of occasions/days

Policy Statement

cc: Employee file

Attendance Management Program Page 1

Revised: May 3, 2001



Sample Letter #2

Date

To

RE: Absenteeism

Further to our previous discussions on this matter and our meeting on (date), during the past

(number) weeks you have been absent due to illness on (number) occasions for a total of

(number) days.

As we discussed, frequent absenteeism has a detrimental effect on our ability to deliver the

services to the public for which we are responsible.

We consider this to be a serious matter and we are prepared to work with you in an attempt to

improve your attendance. You should be aware that in certain situations where an employee is

unable to attend work on a regular basis other courses of action and possible consequences

include transfer, demotion or denial of promotion. If efforts continue to be unsuccessful, it could

lead to non-disciplinary termination.

While I am not contemplating any such action at this time, I want you to be aware of what could

happen in the future should the situation not improve.

If there are reasons for your absences that you feel are personal or confidential, I recommend that

you contact Employee Assistance Program services at 392-6633.

**(Optional paragraph) (Summary of any course of action agreed to (e.g., Employee

Assistance Program, etc.) or commitments made by employee to address absenteeism concerns).

Yours truly,

Supervisor’s/Manager’s Signature

cc: Employee file

Human Resources

Attendance Management Program Page 2 Revised: May 3, 2001



Sample Letter #3

Note: Use only those paragraphs that apply

Date

To

RE: Absenteeism

Further to our previous discussions on this matter and our meeting on (date), during the past

(number) weeks you have been absent due to illness on (number) occasions for a total of

(number) days.

As discussed, this level of absenteeism affects our ability to deliver the services for which we are

responsible. Accordingly, as discussed, we have made you an appointment with (Employee

Assistance Program, Employee Health and Rehabilitation services, other) on (date) at (time)

located at (location). The services of the Employee Assistance Program were explained to you.

In addition, you were provided with an information brochure.

We will continue to support your efforts to improve your attendance. However, should no

improvement be forthcoming we will pursue other avenues available to us. This may include

demotion, transfer or termination.

(Summary of any course of action agreed to (e.g., Employee Assistance Program, etc.) or

commitments made by employee to address absenteeism concerns).

Yours truly,

Manager’s Signature

cc: Employee file

Human Resources

Attendance Management Program Page 3 Revised: May 3, 2001



Sample Letter #4

This letter must be reviewed with Labour Relations before it is finalized.

Date

To

RE: Absenteeism

Further to our letter to you dated (date) and our meeting of (date) regarding your absenteeism, it

is noted that you have been absent on the following occasions:

(list occasions)

This level of absenteeism affects our ability to deliver the services for which we are responsible.

I will review your attendance over the next 3 months and if there is not a satisfactory

improvement, appropriate action will be taken, including termination.

Yours truly,

Executive Director’s Signature

cc: Employee file

Human Resources

Attendance Management Program Page 4 Revised: May 3, 2001

Hope You Like it

Regds

Rajesh Patel

9773144959

Email Id [Login to view]

No way to consider any one for any displinary matter within the org. Pls. treat on strictly.
regards
Saroj Deka

Several industries are starting by 7.30 am . But he should come by 9.30.This is too much.This shows he is careless and irresponsible. Take some strict action, so that no one should repeat this in future. This must be a lesson for others.

I don't understand as to what is holding you from implementing the company policy in this regard. In case his presence is more important than his discipline, then no need to have any policy nor to crib about it.

Dear earlystar
My friends have already suggested their valuable suggestions.
But try:
1. Counselling.
or
2. Issue a show cause notice and take disciplinary action, if so permitted by your organisation / standing orders.
or
3. Put up in Notice-Board that he is habituated late comer, which shall be visible not only to your employees but also to the visitors.

It is depend upon nature of Industry and individual working. If the duty (incoming and out going timings) is for sharp timimgs then relaxation of 2 times 10 minutes late may be allowed and for every third time 1/2 day absent/leave shall be marked. If incoming timing is sharp and out going timings is varying late from scheduled timings then consider on individual basis.