QUESTION

Dear HR Practitioners,

May I know how does your Company handle the following issues for blue-collar foreign workers (factory):

1) Habitual lateness

2) Always applying for unpaid/ urgent leave

3) Absent without approval as and when (not for 2 consecutive days)

I know it is not legal to impose a penalty fee on them but is it possible to develop a deduction solution on the above issues?

Looking forward to your advice.

Many thanks.

Sophia

REPLY 1

My suggestion is a communication session with the employee first if the situation does not improve, follow up with a verbal warning and a warning letter. Enter performance improvement plan as the final stage before it goes to the termination. If we communicated with the employee and provide a chance for them to improve. That is the best we do. Better keep that communication in written form and acknowledge by both parties at supporting document for just in case.

KH

REPLY 2

In compliance with the Employment Contract of blue-collar foreign workers (factory):

1) Habitual lateness (within 1 month)

For the 1st time, a verbal warning

For the 2nd time, the warning letter

For the 3rd time, last warning letter

For the 4th time, termination

2) Always applying for unpaid/ urgent leave

As long as his HOD approves his unpaid/urgent leave, HR agrees with him.

3) Absent without approval as and when (not for 2 consecutive days)

1-day-absent without approval is considered a minor offence (minor offence record).

3-consecutive-days-absent without approval is considered a major offence (termination).

Total 5 absent days during contract term is considered termination.

MKT

REPLY 3

I work in a similar environment, Tardiness can be controlled by HR Policies. For Eg: WE have a grace period of 15 mins and anyone we come to work after the 15 mins have their salary deducted accordingly (according to minutes) and HR pulls out the attendance chart and discuss with their HOD. after 3 days of tardiness, we get the Factory Manager to speak to them. Repeated latecomers after having their sessions with the Factory manager will be counselled twice by HR. Thereafter we practice this way:

1. First verbal warning

2. Second verbal warning

3. First written warning

4. Second written warning

5. Termination of Contract

2) Always applying for unpaid/ urgent leave

All urgent and unpaid leave must be approved by HODs and supported with documents. HODs have the right to not approve such leaves if the reason is valid and if there are no supporting documents. Then again we follow our disciplinary policy.

HOD advises and has coaching sessions at least thrice, then:

1. First verbal warning

2. Second verbal warning

3. First written warning

4. Second written warning

5. Termination of Contract

3) Absent without approval as and when (not for 2 consecutive days)

1. HR to do counselling twice
2. Factory Manager to have a session twice
3. Then :

Ø First verbal warning

Ø Second verbal warning

Ø First written warning

Ø Second written warning

Ø Termination of Contract

Maya

REPLY 4

1) Lateness without making up the late hours can deduct hourly wage
2) Unpaid leave - deduct payroll
2) Urgent leave - counselling, if required
3) AWOL - counselling, warning, final warning

AL