As I work to manage the company s HR attendance, how do I deal with employees who are often late?

If that's the way your company is overall, it's very hard to change.

It is best to reach a consensus with the company's leaders in this area and implement it from the top down.

Improve the point deduction system and strengthen humanization.

And most people should just be in the talking stage, if you really resign because of this, I don't think this kind of person should be.

Finally, I believe that personnel work needs to be very principled and should be treated equally.

You can't be shaken by a few particularly fierce people, and once you shake them, then fierce people will appear in batches.

It's simple, character assessment or salary deduction and the like, it depends on what power you have!

Of course, if you are the leader of the company, it is the most dark to give a bad rating of character!

This is simple, set up a **, deduct the money of the late employee into the **, respectively, on a monthly, quarterly or annual basis to set the withdrawal ratio, reward to the employee who is in full attendance, the longer the time of full attendance, the more rewards.

For example, 50 yuan will be rewarded for full attendance in the whole month, 100 yuan will be rewarded at the end of the quarter for full attendance in a quarter, and 300 yuan will be added at the end of the year if full attendance is in one year.

There are employees who say that it's okay to leave directly if the deduction is bad, isn't this intimidation?

Do you know what caused this, is it the company's reason, if you can't manage it, you can report it to your superiors and see how to deal with it.

Talk about credibility.

If, A few days later, we are late again, we should not talk about the matter again, because we have already talked about it once before, and the result can only be "no example". If it ends with "no example", the situation of being late will never be resolved. So what we're going to talk about this time is the credit of A.

You could start the conversation by asking a question like, "I remember you promised not to be late again, are you a person who can keep your promise?" ”

In this way, employees will realize that it is not a matter of the incident, but of their own integrity. Everyone wants their persona to be positive and positive, and in order to maintain their "face", most employees will keep their promises.

Talk about the key points: For the incident of employee violations, it is not only a simple financial punishment for them, but more importantly, let the parties realize their mistakes. With this result in mind, employee relations are particularly important.

Think about it, deducting a few hundred yuan from employees every month not only fails to solve the inertia of employees, but also increases the negative emotions of employees. Know that management is complex, and don't simply think that "repeated employee tardiness is a small thing and doesn't affect the big picture". Many things complement each other, you don't pay attention to it here, you don't solve it there, and when these "small problems" come together, the company will have big problems.

Therefore, if you really want to do a good job in the internal management of the enterprise, you must spend more time to understand the real thoughts of employees, understand the real reasons for employees' violations, and solve them. Only in this way will the happiness of employees be improved, and then the tasks will be better completed, and the company can develop steadily.

1. If employees are often late, they should 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. Fines are not a good solution, can you change your thinking from a late fine to a no-late bonus, and set up a full attendance bonus.

But rescue is never a solution to the problem, establish a relevant system as soon as possible, don't work behind closed doors, discuss with employees, solicit employees' opinions, and think more from the perspective of employees, why are you late? Why leave early? What's the difficulty, etc.

1) Is tardiness a common phenomenon, or is it just a few people;

2) Talk to the late employee to find out if there is a valid reason for being late and whether the company can help them solve it;

3) Whether the leader leads by example, or the system is only for grassroots employees;

4) If it is completely a problem of the employee's attitude, and it is recommended to dismiss after repeated teaching;

5) If it can be changed, don't use a fine, but if the fine is invalid, you should also thoroughly understand the reason for the invalidation.

Answer: What if an employee is always late for work? In the past, if you do a management in the past, for example, um, the number of times you are late cannot exceed three times in a month, if you exceed three times, how much will be the fine?

And if you are not more than three or five minutes late every month, you are allowed to take it once and will not be late.

Because what do employees say? If you are often late for work, if you don't use a money card, just rely on reasoning. I'm afraid it doesn't make sense

Question: I'm going to fire him.

Do you need to be compensated.

Then you can tell him tactfully.

In addition, our company has a system, and if you are often late, it will not only affect your own work, but also be unfair to other employees.

I hope you understand, because there are no rules.

Oh, how long has he been working?

Asked questions for more than 2 years.

Then can I give him a pay cut, set the working hours.

But if not, if he didn't want to be dismissed in the past, then we will compensate him for two months.

Of course, you can set the price of the working hours, you can also give him a raise, you are often late has violated the company's rules and regulations, so that it is difficult to continue a good job, mainly because of frequent tardiness, which is a problem of unserious work attitude.

For the management of attendance, there must be rewards and punishments.

For example: 1, if there is no problem with one-month attendance, you can get a full attendance award.

2. Late once a month, allowed.

3. If you are late twice or more in a month, your salary will be deducted.

$10 for the first time, $20 for the second time, $40 for the third time, and double each time).

4. If there are special circumstances, you can take care of them, such as: subway problems, strong wind and rain, etc.

5. If an employee is still late, but the company is indispensable to him, it is announced that those who have achieved the employee's performance will not be attended.

Formulate a company system and deal with it according to the system, and no one is an exception. How to deduct fines for being late and leaving early for 10 minutes, half an hour, and 2 hours, many units are considered absenteeism for half a day, and the punishment for absenteeism is very heavy.

Formulate a good company system and strictly implement it, it is acceptable to be late and leave early three times a month, and each additional time in the future will be treated as absenteeism for half a day.

Only talk heartily and talk heartily: If he is late today, you can say this, "Xiao Wang, it is *** to the time when he arrives at the company) o'clock, the company's normal working time is 8:30, you are *** minutes late today."

The last time you (what day) was the company that arrived at *** o'clock, you were *** minutes late, and your last time (what day) was *** to the company, you arrived *** minutes late, and I won't say anything more. I think we need to talk about it. Because if you continue like this, it will make many leaders feel that my management is very incompetent, and I would like to know the reason why you are late, so that we can work together to find a solution, what do you think?

Be careful not to be too emotional, but be serious If you have any questions, you are welcome to come**

Now the law says that fines cannot be allowed. The boss can only talk to him: Please, don't be late, okay?

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.

For the problem of late arrival of employees, the company can deal with it in accordance with the rules and regulations formulated in accordance with the previous law and the labor contract signed with the employee, and may impose a fine or warning on the employee, but the amount of the fine imposed by the company shall not exceed 20% of the employee's salary in that month.

Article 16 of the Interim Provisions on the Payment of Wages on the Basis of Wages Article 16 If an employee causes economic losses to the employer due to his or her own reasons, the employer may require the employee to compensate for the economic losses 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, the bank will pay according to the minimum wage.

How to manage employees who are always late for work?

Hello Laran, glad to answer for you, the staff is always late for this. First of all, if you want to manage it well, you can consider the company's requirements for punching in, and from now on, all employees will enter the comic bureau to punch in. If you are late for a mountain attack, you will be deducted as much as you want.

Full attendance can be rewarded as much as possible, which is conducive to encouraging employees to achieve full attendance. Do the rewards and punishments clearly. This is a method that is beneficial to the management of the company, and the above is the answer, I wish you a happy life.