Your nonexempt employees should have the opportunity to confirm the accuracy of their hours at the end of every pay period. Employees are less likely to show up late if they know they have to discuss it with someone. Take a look to see the recommended sample policies that don't sap employee spirits and steal their lives and private time. sam dsouza. anjali1994. If an employee is late for three times in a month then an amount equivalent to one day’s gross salary of the ... HRD will decide whether to approve or reject the application within the scope of the leave policy. Absent with calls: 1 point. May also be referred to as an Attendance Management Policy, Absenteeism Policy, Tardiness Policy. By explaining approved absence in your policy, employees are less likely to be unnecessarily marked absent. Company X has 150 employees. Timely attendance at the workplace should be ensured. Tagged: hr management, hr-tools. Develop a policy that addresses the consequences for tardiness. Warnings to employees for being late. Biometric attendance is a must for all the employees and will not be compromised in any case. Arriving late, being tardy, or absence causes disruptions. Following points were decided with respect to late coming policy: All employees must reach the office 5 minutes before the start of office time. Their average hourly pay is £7.00 ph. 3. Employees often look for loopholes when they try to justify behavior outside your expectations, and they look to your employee handbook to find them. Late employees, especially those who come in late often, impact multiple areas of the business, including other employees and the company's bottom line. Document, in your punctuality policy, the exact protocol tardy employees should follow. For example, if your employee is occasionally late, ask him to make up that time. Religious and cultural holidays. There’s nothing more frustrating to business owners than having employees who just can’t seem to come in on time for their work shifts. These policies, procedures, and checklists successfully recognize the limits of providing employees proper guidance for appropriate behavior at work and draw a line between that and employee lives outside of the workplace. An employee is suppose to fulfill both professional and personal commitment so one is suppose to take short time duration off to fulfill personal commitment and such offs must be duly approved by reporting manager then only an employee proceed further. An effective lateness policy plays a pivotal part in nipping lateness in the bud – which is why it’s so important that it’s clearly communicated, read and understood. Keep in mind that whatever the decision is, it must be consistent across the entire organization. The policy should clearly state the course of discipline employees will be subject to if they violate the rules. Assessing the Situation. This employee does work till late to make up time. You don’t have to read the riot act; you just need to let him or her know that you noticed. If you or your employees usually work early or leave late, follow these suggestions: ... implement a remote worker policy; give a risk assessment questionnaire to the worker to complete; visit the worker's home and carry out a risk assessment. The Fair Work Ombudsman has more information on long periods of sick leave and unpaid carer's leave. Confirmation. If you don’t have written rules, or you need to change the rules you have, make new ones that address late arrivals, so you can avoid problems going forward. Regards Sheetal 8th February 2008 From India, New Delhi. Regular attendance and punctuality are important to keep your team and [company name] operating. Potential disciplinary actions. Most problems with employee punctuality arise when an employer has no clear policy on the issue. Where an employee is absent from a reason specified in another APIC policy such as Leave Policy, the employee is required to comply with any requirements set out in that policy. This may result in the manager and employee reaching an agreement for the employee to make up the time if the relevant instrument provides. LEAVE POLICY FOR EMPLOYEES - Company HR Leave Policy. Everyone is required to be punctual to office. However, you might have a specific policy about when it is required. Sometimes clients have to cancel their appointment, and that’s okay – as long as they inform you in a reasonable time. In a circumstance where an employee is running late, they should be encouraged to notify the business. Depending on your workplace culture and Federal and state employment laws, you may want to create penalties for employees who show up late to work more than, say, once per month. If more than 15 minutes late, you may require them to call the attendance line or a supervisor to report the tardy. Allowances are extra payments made to employees who: do certain tasks or have a particular skill ; use their own tools at work ; work in unpleasant or dangerous conditions. Leave means “To go away for something for a short time”. Consider a policy that allows for flexibility some of the time (e.g., arrival time in the mornings) and a no-tolerance policy for other times (e.g., meetings). You had no written reason for being late and advised your supervisor that you overslept. If we presume that there are 232 working days per year, multiply it by the number of late employees and their lateness time expressed in pounds the company could be loosing £4043.76 per year! Overview. That is why it’s essential for every business to have an Employee Lateness Policy. C. Exempt Employees and Non-Exempt Employees. Absent, no call: 2 points. The policy should include things like: Your rules regarding lateness. If you don’t already have a written policy for employees regarding tardiness, put one in place, and reference it during new-hire training and orientation. Stick to the organizations policy on arriving late to work and hold employees accountable. If there’s a pattern in the excuses for late arrival (oversleeping, for instance. c) All employees are required to fill out the Leave Request Form one day in advance and submit it to HRD if they wish to avail any type of leave for personal work/casual reasons. To avoid confusion, your time clocking system should allow you to place a limit on clocking in early and clocking out late. If employee tardiness is covered, reminding Joe about the rules might be all you have to do. 8 Best Practices for Managing the Late Employee. It is well-known that absenteeism is costly, to the extent that it is often that a 1-to-1 ratio between the company’s absenteeism rate and its cost in percents of the total payroll is often assumed. Allowances. Employee Attendance Policy Template: 1. An employer must ensure that the employee is aware that there is a problem in the first place so a series of warnings should be used. If your employees are frequently late it creates a workplace culture where the guidelines of the workplace aren’t respected. Institute consequences for lateness. 6. Or running into traffic after dropping kids off at school), adjust schedules when possible. LIFE HAPPENS. Though it may not seem like a big deal if an employee is ten minutes late for a shift or takes a long lunch break, these instances can easily add up to lost productivity. Even if your best employee shows up late for the first time, call him or her on it. Workplace harassment . 10% of their workforce (15 employees) is persistently late to work by 10 min. Adjust schedules when possible. An employee’s medical certificate doesn't have to give exact details about the injury or illness. Employees at [company name} are expected to be present for work, on time, every day. Employee Attendance Policy This Employee Attendance Policy template can help you manage absenteeism and gives you an insight on how to set up or improve your company attendance policy for employees. Unfortunately, a regularly late employee affects company productivity and morale and does not make for a reliable employee. If you address tardiness the first time, and the first time turns into the second, and the second into the third, then the tardiness has become a performance issue. The office timings are from 9.30 a.m. to 6.30 p.m. daily from Monday to Saturday. Disciplinary Action and Termination Repeated late attendance without a valid reason or proper notification will be caused for disciplinary action, which may include termination of the employee’s employment . In some cases, for example, an employer may consider employees late for a 7 a.m. shift if they're not at their desks, logged in and ready to work by 7 a.m. Tardiness not only impacts your bottom line, but it can also have an effect on productivity and overall employee morale. One employee has taken to arriving very late most mornings. This is to serve as a written warning, as you have already been giving a verbal warning in the past two weeks. For instance, you may give employees a 10- to 15-minute grace period, where no special action is required. An employee can take an extended period of unpaid sick leave. Managing Your Employees’ Absences and Late Arrivals – Sample Policies / Procedures. Calculation of attendance infractions. Working early and leaving late. Consequences of being consistently late. Not having clear employee policies can mean big problems. Approved absence can be verified by using official documents such as doctor’s note or jury duty notices. Even worse than late arrivals, late cancellations make you actually lose money, as you’re left with little time to make up that lost booking. You feel you should bring this matter up with the owner of the business to get proper policies in place and to fix up the late arrivals. Coming late to the office by 10 minutes will be reprimanded by the department head or manager. :D 8th February 2008 From India, Delhi. 2. 2. start penalising them with fines of RS 100 for latecoming first time and then RS 500 for subsequent latecoming.try this. Your employee handbook should provide guidance to reinforce your policies. Rather, the employer is merely not paying the employee for the time that they have not worked. 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