Can there be any other punishment for late comers apart from a salary deduction?

My senior colleagues,

Can there be any other punishment for latecomers apart from a salary deduction? Waiting for your invaluable responses.

Thank you!

Are you from Schools/Colleges administration?

In Industries, what punishments are you envisaging other than marking absent or continuous late coming cast an aspersion on performance appraisal?

Pon

The industry is an SME, basically a photography company with a staff strength of 32. Salary deduction can't always be used as a measure. I need to know what other means to use to punish latecomers. Thanks!

Dear dapsy4u2,
I am from a Advertising Agency and when I have joined ‘Late Coming’ was a foremost problem there. I have done three major changes there.
1. Replace the ‘Physical Attendance Register’ with ‘Bio metric Attendance Machine’
2. Publishing ‘Late Comers’ list ever week
3. Finally introducing a ‘Salary Deduction’ clause in HR policy: Anybody coming LATE for 3 days in a month, salary of half day will be deducted without prior information.
This has worked for me, hopefully help you as well.

I don't know if this would help, but it certainly gives some insight!

I was talking to my friend about the Montessori school concept that we're working on.

Excerpt from the conversation:

"What if a kid doesn't come to school without having homework completed? How should the school or teachers respond to this?"

Our concept school handles this way, "Do nothing" - we let the kid be as he/she likes. The teacher will not assign any tasks to the kid on that day. Absolutely, there won't be any scolding or harsh treatment, except that the kid won't be considered present by the teacher and the classmates. Attendance will show as present!!!

"Do nothing" works better with kids!

There are different ways to control late coming of your employees:

1. Send daily latecomers report to the respective head of the department and request him or her to control the late coming habits of his or her subordinates. The head of the department will be answerable for the late coming of his or her subordinates.

2. Give instructions to the Admin department not to allow latecomer employees to enter their department. They should sit in the admin department and, after requesting permission from their HOD, they can go to their respective department.

3. The HR head can call latecomer employees to his or her room for an explanation of why they arrived late at the office.

4. Display a list of latecomers on the notice board with bold names.

5. Deduct one leave for above 4 instances of late coming in a month.

6. Latecoming should be a heavily weighted factor in an employee's performance appraisal.

7. Habitual latecomers will not be promoted to the next level.

Hi,

Habitual latecomers really deserve some punishment, but in the workplace, such issues should not be treated as with school children. Every employee has their own self-respect. Moreover, one doesn't want to be late every day at work, but at times one fails to plan for the next day's schedule or due to various situations experienced at home or individually, they are often late because we are all living in a busy and hi-tech world.

Another point is that if an employee likes their job and responsibilities, their commitment and dedication to work will be high, such as coming in very early and staying late. Therefore, imposing punishment for lateness should be done during salary revision time or by cutting incentives, which is what our management does.

Please let me know if you need any further assistance.

Dear dapsy4u2,

I agreed with miniemmanuel. When employees persistently arrive late, take extra breaks or extra long lunch hours, or simple leave early, sometimes we want to yell, “Shut up and stay at work.” Clearly, that is not the most emotionally intelligent response.

Instead, need to talk about our company work hours. Then ask. “What is happening that you are arriving late (or leaving early, or taking extra breaks, or extending lunch hours)? ” Give the team member a chance to explain. Then take our turn and explain to him/her the effect on him/her productivity and also on fairness to the team. Come up with an agreement and a way of measuring this efforts and enforcing the agreement.

If the problem persists, tell him/her clearly what the consequences will be.

In fact, we must be careful if the employee’s story keeps changing. This can be either a sign of a serious instability in the person’s home life or a sign of a personal problem, such as having a boy/girl friend and falling in love recently. If we don’t think the employee is being honest and making a serious effort to meet work responsibilities.

In management, we have to give someone who makes a mistake another chance. Let Department Head talks to him/her again what’s happening? By giving people a chance to learn from their mistake.

Best regards to all CiteHr Members,

John

Hi,

You can arrange an effective training on time management for employees to increase awareness of time.

Dear Friends,

In my previous and even in my present company, if any of our employees come late, for every 3 late markings, we used to deduct 1 leave from their CL or EL. For the next 3 late markings (i.e., 6 late markings), 2 leaves are deducted, and so on...

Thank you.