Like us on Facebook

Jute Items

We are here to help you know about a material called “Jute”, which is second in being widely used after cotton. Jute is a natural fiber...

Habitual Late Coming



Termination_Habitual Late Coming_Policy

The group has a human resources’ strategy that recognizes the value of its people. A standard for conduct and performance to be set agreed & communicated with all employees. In case an employee fails to meet the standard, appropriate corrective action, such as counseling, should be undertaken.

As per company norms an employee is allowed for late coming thrice in a month. However if the employee’s continue to be late for more then three days in a month then a proper action needs to be initiated.

HR defines the degree’s for all the levels to be practised. Stated as below:

  1. Written Reprimand
      1. Counseling Session 

  • Manager to counsel the reportee regarding his / her habitual late coming in association with the HR representative.
  • Memorandum to be documented for the same.

  1. Final Written Warning
      1. Termination Letter

  • After all discussions & warning still there is no improvement in habitual late coming then a request for termination of services needs to be sent to HR representative for issuing the Termination Letter.
  • Manager needs to initiate the request with approval from HOD – then to HR.- All the required documents to be submitted to HR for further processing.
  • HR needs to have final go ahead from the HR Head.
  • HR to send the hard copies of letter to manager for despatching to the employee.

 Important Points

  • Practice of policy as per the guidelines – Responsible Holder :- HOD + HR representative
  • All the communication with respect to the concern areas of an employee to be documented by respective reporting manager.
  • Familiarize the Reporting Managers / HODs with the different HR policies – Responsible Holder: - Head HR + HR representative.
  • As per “Termination Policy” all the documents / process has been executed by the manager – Responsible Holder:- HR representative.
  • In case of any gap by the manager process need to be initiated again from the skipped level.
  • Formats to be shared with the Team Managers.- Responsible Holder:- HR representative.
  • The warning and dismissal process must allow the employee to offer their view of the events concerned. The employee must have every chance to defend himself/herself and has the right to appeal a decision made. If this process is not followed the dismissal may be overturned by an Industrial Relations authority.