What should I do if my employees are always late?

No matter what the reason for being late, if the company has a system, it is necessary to clarify the attendance system on the day of the employee's entry, which must be observed every day, the key point must be emphasized, and each time you are late you need to implement it in accordance with the system. If the company does not have a corresponding system, it is necessary to formulate an attendance system in time and train it in place. After the training, if any employee is late again, he will be punished according to the system.

Of course, there is another situation, that is, your company implements a free working time system, then it doesn't matter whether you are late or not, as long as it is in accordance with your system, even if employees take advantage of loopholes, it is also a problem of system design, and only by changing the system can it be eliminated.

Being late once or twice can be understood as an objective reason, and being often late is a subjective reason. Secondly, I do not approve of such a mechanical approach to one-size-fits-all expulsion. It is necessary to distinguish the situation of employees, for example, some talents who are partial and weird always have their own wayward side, maybe he is not suitable for his current job, but he may bring great benefits to the unit in other positions.

In short, it is necessary to serve according to the person!

Communicate directly with employees face-to-face, for employees who are often late, be sure to communicate directly face-to-face, ask them why they are often late, and then make the next judgment, so as not to hurt the employee's heart because of misunderstanding.

If the department employees are always late, then at this time, the personnel department can hold a meeting of the department leaders, and then strictly implement the system, and instruct the department leaders to notify the department members to put an end to the late behavior.

If there are always employees who are late, then some reward and punishment system should be adopted, such as cash penalties, cleaning, etc., which can reduce the serious phenomenon of employees being late.

It is necessary to look at the working hours and whether the company system is in place for training, and make it clear. If the employee is clear about the attendance system, look at why the employee is late.

Objective reasons, such as long distances to work, traffic jams, fog, physical discomfort, etc., are beyond our control. In response to these reasons, we should be considerate and appropriately concerned as appropriate, and preferably able to put forward suggestions for improvement. For example, if you are far away from home, can you change your mode of travel, can you move, or whether the company can provide accommodation, whether employees can go out earlier, etc.

If the objective reasons cannot be changed, the tardiness will continue, and the remaining thing is whether the employee can accept the penalty of being late for many times, and whether the company can tolerate the employee who is late for many times.

If you have to be late due to special circumstances at home or personally, I think you should be forgiving. Finally, if the employee is late without special circumstances, the first warning will be given, and the second punishment will be given. If you make mistakes continuously, it is related to your personal professionalism, and you can be persuaded to quit.

Because the new employees do not understand the company's culture, train the employees to arouse their love for work as much as possible and change their work attitude!

Legal analysis: If an employee is late, the employer can deal with it in the following ways: 1. Set up a full attendance bonus in the company, if the employee is not late and does not ask for leave in the current month, the full attendance bonus can be given, and if the employee is late, the full attendance bonus will not be issued; 2. Attendance can be linked to performance, and performance points can be deducted if employees are late; 3. Generally speaking, the company will include attendance in the rules and regulations, if you are late once, you can not ask, if you are late twice, you need to be warned, if you are late for a lot of times, the employer can dismiss the employee on the grounds that the employee has seriously violated the rules and regulations.

Legal basis: Article 39 of the Labor Contract Law of the People's Republic of China The employer may terminate the labor contract if the employee falls under any of the following circumstances: (1) it is proved that he does not meet the employment requirements during the probationary period; (2) Seriously violating the rules and regulations of the employer; (3) Serious dereliction of duty, malpractice for personal gain, causing major harm to the employer; (4) The worker establishes labor relations with other employers at the same time, causing a serious impact on the completion of the work tasks of the unit, or refuses to make corrections after being proposed by the employer; (5) The labor contract is invalid due to the circumstances provided for in Item 1, Paragraph 1 of Article 26 of this Law; (6) Those who have been pursued for criminal responsibility in accordance with law.

Employees who are late shall be dealt with in the following ways: they have the right to deduct the corresponding wages as a penalty in accordance with the contract for the economic losses caused by their tardiness; When an employee's disciplinary violations reach the level of serious disciplinary violations, the employer may terminate the labor contract with the employee in accordance with the contract.

Legal basis] Interim Provisions on Payment of Wages

Article 16 Where economic losses are caused to the employer due to the worker's own reasons, the employer may require the employee to compensate for the economic loss in accordance with the provisions of the labor contract. Compensation for economic losses may be deducted from the employee's salary. However, the monthly deduction shall not exceed 20% of the employee's salary for that month.

If the remaining part of the salary after deduction is lower than the local monthly minimum wage, it will be paid according to the minimum wage.

Labor Contract Law

Article 39 The employer may terminate the labor contract if the worker falls under any of the following circumstances:

1) Seriously violating the rules and regulations of the employer;

2) Serious dereliction of duty, malpractice for personal gain, causing major harm to the employer;

3) The worker establishes labor relations with other employers at the same time, which seriously affects the completion of the work tasks of the employer, or refuses to make corrections upon the employer's request.

If the fingerprint fails in a large area, it should be a problem with the attendance machine. If it is an individual, if they can't be called, they can go to the security office to register. But it is complete nonsense to say that the attendance machine is broken.

Late arrivals and early departures are the result of processing when the system has a record. Since something went wrong, it was recorded in **? It is recommended that you check the attendance report frequently and deal with any abnormal situation immediately.

Some anomalies may be at the end of the month. After a long time, the punch man forgot what had happened, so he just made an excuse.

Set up login rules. If the number of times exceeds one month, the bonus will be deducted from the notification of criticism. In general, some employees who live closer to the company are more likely to be late because they always feel closer to the company, so it's okay to go out and walk a few steps late.

Some employees don't care, they haven't eaten breakfast at work, and they can't go hungry after eating; Some employees are dissatisfied with their jobs and feel that they are not valued by the company.

Some employees want to send their children to school, but for whatever reason, that can't be an excuse to be late. To solve the problem of employees always being late, you must first talk to the person concerned and find out the specific reason. If it is the attitude of the parties, the company's rules and regulations should be used, but no matter which plan, it must be combined with the company's rules and regulations, and cannot be specialized, otherwise it will have the opposite effect.

Talk about credibility. If A is late again in a few days, we don't talk about it again, because we've already talked about it once before, and the result can only be "never". If "never" is the end result, the situation of being late will never be resolved.

So this time we're going to talk about A's merits. You can start the conversation with a question like, "I remember you promised you wouldn't be late again."

Are you a person who can keep your word? In this way, employees will realize that it is not a matter of the incident, but of their own integrity. Everyone wants their personal design to be positive.

In order to protect their "face", most employees will keep their promises.

If the employee is often late, then you should talk to the employee first to see if he has anything to do, if it is just simply late, then you should fine him, because there are no rules, and this kind of bad problem of being late cannot be used to.

The solutions are as follows: 1. If employees are often late, it is necessary to investigate the reasons for being late and do the ideological work of employees; 2. Formulate an attendance system and give a transition period, but publicize the names and times of late arrivals; 3. Establish an assessment system, not to go to work on time, but to complete the due work, and within the specified time; 4. It can be relatively flexible, let the employees manage themselves, and the factory leaders do not engage in specialization, and there will be fewer special people. It's good for leaders to lead by example.

You can notify all employees in advance and be fined if anyone is late. I believe that this kind of company system will definitely make some people dare not be late. Then again, this will be disgusting to employees, but there are no rules.

You should have a good talk with this employee, and if this employee continues to not change, he should be directly deducted from his salary, and I am sure that this employee will definitely be moved.

You can talk to the employee privately and tell the employee that it's okay to be late, and if there is a next time, you have to make clear rules.

Summary. Employees who are late every day only need to be assessed, and his performance appraisal can be deducted from his work attitude. If you can complete the work performance and continue to appoint the work, it is really a good comrade to be able to complete the task in a short time, if you are still late for the completion of the work task, you can have an interview with the other party to find out whether the other party has family difficulties, if you are deliberately late, this situation can be reasonable and legal evidence directly on the premise of not completing the work task, he does not meet the requirements of the post to give economic compensation for dismissal, if not deliberately have family difficulties, The company should conduct a specific analysis to solve specific problems according to the actual situation.

Sooner or later, employees only need to be assessed every day, and their performance appraisal can be deducted from their work attitude. If you can complete the work performance and continue to appoint the work, it is really a good comrade to be able to complete the task in a short time, if you are still late for the work task, you can have an interview with the other party to find out whether the other party has family difficulties, if you are deliberately late, this situation can be reasonable and legal evidence directly on the premise of not completing the work task, he does not meet the requirements of the post to give economic compensation for dismissal, if it is not intentional family difficulties, The company should conduct a specific analysis to solve specific problems according to the actual situation.

The specific workflow is to first investigate, interview to understand the situation, and give methods to define and classify employees, different reasons, and different treatment plans.