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I will give him a copy of my office cabin key and tell him to handle some files before I reach the office. So he had to be in time to finish those jobs...
And thus I will teach him how to practice time management and punctuality....
by labor law and internal policy penalties
Punctuality and regularity makes direct affects at the performance of the employee. HR department of any organization should have clear attendance policy without any doubt and informed to every employee.
Even after this if any employee come late and repeat it again and again, its duty of Human Resource personal to find out his issues if there is any genuine issue of his late coming try to find out the solution and in other cases some employees habitually come late, these kind of person should be treated with verbal, written warning, if they showed up good in future that is well & better otherwise should take serious action according to company attendance policy.
For the first time, call him / her on and just need to let him / her know that you noticed.
If the first time turns into the second, and the second into the third, it's time for a serious one-on-one meeting and in the meeting asking the employee if he / she has anything going on that you can help with.
If the employee absences continue, set up a second meeting. Talk about the implications and how it affects the team and department, not to mention the company, and warn that if the problem continues, employment may be suspended and/or terminated and Document this meeting and consider it a First written warning. Monitor for improvement, If there are still problems you have to give him Second written warning.
If no improvement in attendance occurs, you should proceed with a temporary suspension without pay. The intention to suspend should be confirmed in writing with details of start and end dates. It is imperative that you have documented every meeting with exact detail. This might be needed if it ever goes to court.
Verbal warning will be given and if he/she constantly repeating the same act, administrative action will be imposed based on company policy.
Belive it or not, sometimes people forget one thing most graciously is TIME Management... Having said, with the above scenario as Davis quoted Morning Brief meeting can be a quick start to set the organizations expectations right to an employee if he or she is not adhering to the policy designed. In addition only if the employee permits... trying to understand the reasons behind the scenario and helping them to get the issue addressed if its within the Ops or HR purview.
More or less a delayed attendance not only hampers the production but the efficiency of an employee to a great extent. He might have work late and double his concentration to achieve an assigned goal scheduled to complete for the day with a TAT. Therefore, as an HR its my responsibility along with Operations or Business to set the expectation right as quick as possible with a refined warning which will enhance the efficiency and on time delivery,
As per my experience, the best way to deal with chronic late-comers, it's advisable to handle the situation privately. Talk to the person after the “morning brief meeting”, if that can be done quietly and without embarrassing the person in front of the rest of the group. Or, deal with it privately at some other time. Do not accuse, but start by asking the person if there are particular reasons why he or she has been arriving late. (There may be good reasons). Work with the person to address the causes, if necessary, and point out that being late inconveniences everyone. Get agreement and commitment from the person to be on time then Offer assistance.
Time punctuality is very important for every employee in any organization
Firstly should warned verbally
if it not work give them a letter
You DONT DEAL with this kind of employees.
One time : Why you late , Second time : Why you late again , and if you do again I are OUT .
Before deciding to te prescribed actions will advise him of career losses as persistent late comers can not be given responsible assignments- as a chance to repair without damage.
