{"id":139,"date":"2015-01-13T07:45:00","date_gmt":"2015-01-13T07:45:00","guid":{"rendered":"https:\/\/www.timeteccloud.com\/blog\/index.php\/2015\/01\/13\/zero-time-tolerance-policy-makes-employees-really-unhappy\/"},"modified":"2024-10-15T07:43:49","modified_gmt":"2024-10-15T07:43:49","slug":"zero-time-tolerance-policy-makes-employees-really-unhappy","status":"publish","type":"post","link":"https:\/\/www.timeteccloud.com\/blog\/zero-time-tolerance-policy-makes-employees-really-unhappy\/","title":{"rendered":"Zero Time Tolerance Policy Makes Employees (Really) Unhappy"},"content":{"rendered":"
\n

What\u2019s your company policy when it comes to time tolerance? If you don\u2019t know this, please
\ncheck your Employee Handbook or talk to your HR person because as a rule of
\nthumb, you should be aware of the rules and policy of your company. However, if
\nyou company has not established any rules or policy on time tolerance, it\u2019s
\ntime to get cracking because it is THE monitoring tool to curb indiscipline in
\nyour workforce. In other words, determine the formula in time management so
\neveryone is evaluated at a level playing field.<\/span><\/p>\n<\/div>\n


\n<\/span>
\nNonetheless, while
\ndrafting this policy, a company should avoid being overly stringent in their
\ntime management because of one very apparent human factor. A superior could
\nalways say \u201c<\/span>The work time starts at 9 so
\nI don\u2019t care what drama revolves around you, you need to get here on time at
\n9:00 or you are considered late<\/i>\u201d, but considerations have to be evaluated
\nin separate cases. The policy could be airtight and help save the company a few
\nextra dollars but would that benefit the company in a long run? One has to
\nconsider the excuse of the tardiness no matter how clich\u00e9 and trivial it may
\nsound.<\/span>
\n<\/a>Traffic jam, oversleeping, sending kids to clinic, dropping kids
\nsomewhere, dropping by the pharmacy are probably the most popular answers. When
\nthis happens, you should look at the pattern, is it repetitive or it is a
\none-time thing? \u00a0<\/span>Not all rules apply to
\nall employees and employer can\u2019t win it all. Hence, while time is expensive and
\nreally valuable, one needs to find balance and tolerance in managing employee\u2019s
\ntime.<\/span>
\n
\n<\/span><\/p>\n
<\/span><\/a><\/div>\n

\u00a0<\/span><\/p>\n<\/div>\n

The drafted policy
\nmust not only contain some flexibility but it also must provide clear
\nindication of the duration marked as tardiness or\/and absence. The policy also
\nneeds to present remedies to curb the situation. Every staff must be made clear
\nof what they are given leeway of and what are not. For example, a definition of
\nabsence in a company is \u201cabsence from work for as long as 3 hours without the
\nknowledge of your immediate superior\u201d, and tardiness means \u201carriving to work 15
\nminutes late than the official check in time\u201d. The flexibility or the tolerance
\ncan be adjusted accordingly but by having no tolerance during clock in and
\nclock out would involve more instances of non-compliance from the staff than
\nnecessary and leave a bad taste in their mouths about the company, which could
\nreduce the morale collectively.\u00a0 <\/span><\/span><\/div>\n
\u00a0<\/span><\/div>\n
The policy must
\nalso quantify the occurrences and provide a plan of action to salvage the situation.
\nFor example, if absence is considered as 1 and tardy is considered as 0.5, a
\ncount of 6 in 6 months demands for a counseling session. If the situation does
\nnot improve and similar occurrence happens in the next 6 months, perhaps verbal
\nadvice should be offered followed by a warning letter etc. \u00a0<\/span>It\u2019s the duty of the employer to come up with a
\nrather flexible yet clear policy and remedy to tackle issues in time
\nmanagement. Another factor to look at is the nature of the business. Does the
\ntardiness cost the company a lot of money literally for example to run a
\nproduction line or to start shooting a movie or the time lost could be
\nreplaceable? Hence, time tolerance has to be adjusted to suit the company. <\/span><\/p>\n
<\/div>\n

\u00a0<\/span><\/p>\n<\/div>\n

Accomplishing this,
\nit is vital that a company is equipped with a reliable Time Management System
\nto record and save the time of each employee for analysis. The most trustworthy
\nsystem to date is the Biometric system that captures the attendance of a person
\nthrough Biometric features such as fingerprint and face recognition. The time
\nrecorded must be precise and reliable but most importantly it should comply
\nwith the rules and policy of the company, besides providing up up-to-date
\ninstant reports on subject at hand. <\/span><\/div>\n
\u00a0<\/span><\/div>\n
Time in business
\nis undeniably valuable but a slight time tolerance given to employee will go a
\nlong way in keeping that healthy culture and work environment.<\/span>
\n
\n<\/b>
\nTimeTec Cloud<\/b> is
\nan online Time Attendance and Workforce Management Solution accessible via web
\nand mobile app, priced at USD2\/person. Attendance in TimeTec Cloud comes with
\ntolerance features that can be set automatically. Find out more at
\n<\/span>www.timeteccloud.com<\/a><\/div>\n
\n
<\/div>\n
<\/a><\/div>\n

\u00a0<\/span><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

What\u2019s your company policy when it comes to time tolerance? 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