Dear All,
Please provide the policy or circular for attendance because some employees in our organization are coming late as a routine and are not informing in advance.
I am requesting a circular that allows a 15-minute grace period three times in a month and permits a 2-hour short leave in a month. Any absence exceeding 2 hours will be deducted as a half-day absent. Additionally, being late more than three times will also be considered as half-day absent.
Kindly provide the same.
Regards,
Pulkit
From India, New Delhi
Acknowledge(0)
Amend(0)
1Please provide the policy or circular for attendance because some employees in our organization are coming late as a routine and are not informing in advance.
I am requesting a circular that allows a 15-minute grace period three times in a month and permits a 2-hour short leave in a month. Any absence exceeding 2 hours will be deducted as a half-day absent. Additionally, being late more than three times will also be considered as half-day absent.
Kindly provide the same.
Regards,
Pulkit
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Pulkit,
Dreft the policy/circular as below
Attendance
a.All employees of the company must register their attendance and record their movement during office hours in the manner prescribed by the management.
b.Immediately on arrival at office, employees should sign in the attendance register maintained at the Front Office/Security Desk.
c.Grace period of 15 minutes may be allowed for a maximum of 3 times in a month. Any further occurrence of late coming beyond 3 times each occurrence will be treated as half-a-day leave.
d.The attendance register will be closed by 10.00 am in Front office/Security Desk & handed over to the HR Department.(Draft if you need it)
Permission
•Employees are eligible for permission for a total of 2 hours in a month however, permission on a given day shall not exceed 2 hours.
•If the occasion exceeds the prescribed 2 hrs in a month, the exceeding hrs will be considered as a half-a-day leave. The leave will be adjusted against the Leave Balance.
•If there is no leave credit, then it will be treated as LOP(Loss of pay).
•This privilege of permission cannot be claimed as right, carried over or accumulated.
From India, Mumbai
Acknowledge(0)Amend(0)
Dreft the policy/circular as below
Attendance
a.All employees of the company must register their attendance and record their movement during office hours in the manner prescribed by the management.
b.Immediately on arrival at office, employees should sign in the attendance register maintained at the Front Office/Security Desk.
c.Grace period of 15 minutes may be allowed for a maximum of 3 times in a month. Any further occurrence of late coming beyond 3 times each occurrence will be treated as half-a-day leave.
d.The attendance register will be closed by 10.00 am in Front office/Security Desk & handed over to the HR Department.(Draft if you need it)
Permission
•Employees are eligible for permission for a total of 2 hours in a month however, permission on a given day shall not exceed 2 hours.
•If the occasion exceeds the prescribed 2 hrs in a month, the exceeding hrs will be considered as a half-a-day leave. The leave will be adjusted against the Leave Balance.
•If there is no leave credit, then it will be treated as LOP(Loss of pay).
•This privilege of permission cannot be claimed as right, carried over or accumulated.
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Pulkit30,
Your attempt to rein in certain discipline is commendable. However, instead of straight away marking individuals as absent, which involves other complications such as breaks in service, impacts on performance appraisals, and future careers, I suggest debiting their leave account after a grace period of one month. If there is no leave available, treat those days as "leave without pay" after receiving a properly completed application from the individuals concerned. Continuous latecomers should be labeled as "habitual" if they fail to make amends and adhere to your discipline rules. Ensure you include relevant clauses in your service conditions as per your Standing Orders.
Another approach could be to display a notice with photographs of habitual latecomers on your Notice Board with a suitable caption, and present them with titles like "The most untimely person" (as some magazines award such titles) with appropriate wording.
I hope you achieve your desired outcomes.
Warm regards,
Kumar.s.
From India, Bangalore
Acknowledge(0)Amend(0)
Your attempt to rein in certain discipline is commendable. However, instead of straight away marking individuals as absent, which involves other complications such as breaks in service, impacts on performance appraisals, and future careers, I suggest debiting their leave account after a grace period of one month. If there is no leave available, treat those days as "leave without pay" after receiving a properly completed application from the individuals concerned. Continuous latecomers should be labeled as "habitual" if they fail to make amends and adhere to your discipline rules. Ensure you include relevant clauses in your service conditions as per your Standing Orders.
Another approach could be to display a notice with photographs of habitual latecomers on your Notice Board with a suitable caption, and present them with titles like "The most untimely person" (as some magazines award such titles) with appropriate wording.
I hope you achieve your desired outcomes.
Warm regards,
Kumar.s.
From India, Bangalore
Acknowledge(0)Amend(0)
Dear,
Your attempt towards discipline is good, but most of the HR personnel dilute the policy after a few months. Therefore, always stand by your views. Be cautious about partiality and prejudice as they can undermine your efforts.
Thanks
From India, Ahmadabad
Acknowledge(0)Amend(0)
Your attempt towards discipline is good, but most of the HR personnel dilute the policy after a few months. Therefore, always stand by your views. Be cautious about partiality and prejudice as they can undermine your efforts.
Thanks
From India, Ahmadabad
Acknowledge(0)Amend(0)
Dear, you can say most of the HR persons diluted the policy, bt late coming put a question mark on your punctuality n performance also. They can deduct one day salary on three days late coming.
From India, Kanpur
Acknowledge(0)Amend(0)
From India, Kanpur
Acknowledge(0)Amend(0)
Dear Pulkit,
A good way of keeping attendance is to have a swipe card system at the workplace. This way, you can get the top management to buy into your efforts of inculcating discipline within your organization. Remember, discipline has to start at the top and percolate to the lowest levels of the hierarchy. If you already have such a system in place, I suggest monitoring it on a weekly or monthly basis, depending on the staff strength.
The standard practice for late arrivals is to consider the third instance each month as half-day leave and the fourth as a full day of leave. Depending on the employee's leave balance, these instances can be designated as leave without pay, and two occurrences within a month could be regarded as a break in service. Of course, situations like a medical emergency, where an employee must visit the hospital for daily treatment, should be handled separately.
As Mr. Kumar mentions in this email thread, these conditions should be outlined in the service manual (employee handbook) that employees are required to sign upon joining the company. This step provides a legal foundation for the entire process, preventing employees from claiming ignorance of the company's rules and regulations.
Best regards,
Raj
From India, Bangalore
Acknowledge(0)Amend(0)
A good way of keeping attendance is to have a swipe card system at the workplace. This way, you can get the top management to buy into your efforts of inculcating discipline within your organization. Remember, discipline has to start at the top and percolate to the lowest levels of the hierarchy. If you already have such a system in place, I suggest monitoring it on a weekly or monthly basis, depending on the staff strength.
The standard practice for late arrivals is to consider the third instance each month as half-day leave and the fourth as a full day of leave. Depending on the employee's leave balance, these instances can be designated as leave without pay, and two occurrences within a month could be regarded as a break in service. Of course, situations like a medical emergency, where an employee must visit the hospital for daily treatment, should be handled separately.
As Mr. Kumar mentions in this email thread, these conditions should be outlined in the service manual (employee handbook) that employees are required to sign upon joining the company. This step provides a legal foundation for the entire process, preventing employees from claiming ignorance of the company's rules and regulations.
Best regards,
Raj
From India, Bangalore
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Company policy on Late coming.doc