When hiring, all employees are familiarized with the internal labor regulations and are obliged to comply with them. In a stable company, the state of labor discipline is under the control of the management. What actions should be taken if one of your employees is constantly late?
Instructions
Step 1
Late is considered absence from the workplace before starting work or after lunch. Record the fact of being late. Draw up an act on this, in which be sure to indicate the actual time of arrival at work. The act must be signed by three employees of the company.
Step 2
Get a written explanation from the late employee about the reason for the disciplinary misconduct. It can be requested both orally and in writing. Give the employee a notice to give an explanation. The period within which he is obliged to submit it is 2 working days.
Step 3
If the employee has refused to give an explanation, draw up a "Statement of refusal to explain." In it, state the facts, be sure to indicate the date of issuance of the notification, the reason for the employee's refusal to explain. Put the date of drawing up the act, the signatures of three employees. This is usually the head of the department in which the employee works, the HR specialist and another witness
Step 4
Draw up a report addressed to the head of the company, attaching supporting documents to it - an act, an explanation. Register it and pass it through the secretary to your boss. The head of the company makes a decision and, if necessary, appoints the date and time of the analysis on the fact of violation of labor discipline. It should finally determine the reasons for the violation and the punishment.
Step 5
Impose a disciplinary penalty in accordance with the requirements of Articles 192, 193 of the Labor Code of the Russian Federation. The last resort is the dismissal of a negligent employee. It is possible only in case of systematic violations of labor or production discipline on his part. In addition, the employee's lateness should entail serious consequences for the production activities of the company.
Step 6
The procedure for material punishment (reduction of the amount of the bonus, up to its complete deprivation) must be stipulated in the "Regulations on company bonuses". As a rule, a bonus is assigned to employees provided that they have no violations of labor or production discipline.
Step 7
Upon analysis, prepare an order. The employee must be familiarized with it within 3 working days. In case of refusal to familiarize yourself, draw up an act.
