Thread Started by #jairam_manish

Dear Friends,
I am in need of your help !

I have been asked to compile a list of rules and regulations to be displayed on the notice board of shopfloor of our co..

The is because we have recently observed a trend wherin disruption of work due to the employees ----latecommings,uninformed abseentee, as well as flouting of safety rules apart from other problems that one can or mayface in near future or generally faced in a mass manufacturing unit.

The basic idea is to maintain discipline and to make the em aware of the action the co. may take such as... 3 late comming would mean loss of 1 day .... etc,etc...

Most of the employees skilled / unskilled are in the age group of 35 --45 years as such Iam in need of list that will make the point diplomatically also note this is a newly opened co .....7-8 months in oprtnss

Kindly foward if any one of you have a ready list ....

Thanking you alll in advance...
30th September 2008 From India , Pune
Dear Manish,
You must refer to "Standing Order" of your company for the list of rules and regulations to be displayed on the notice board. You should not write any thing out of "Standing Order"

Thanks,
Adhish Pandit
2nd October 2008 From India , Delhi
Dear Mr.Manish, Proper Attendance and Leave policy inlcuding marking LOP, suspension etc., and strict adherance to the policy will bring out a drastic change. rgds Nithya
4th October 2008 From India , Madras
It is also a good idea to share such do’s and dont’s in a fun way, introduce a character ( cartoon with a name ) and send out mailers in a subtle way would also help !
6th October 2008 From India , Bangalore
Dear Mainish,

Please find below "Attendance and Punctuality Policy"

ATTENDANCE AND PUNCTUALITY POLICY


Purpose :

The purpose of this Policy is to set forth attendance expectations and to establish standards for employee attendance and punctuality.
Policy :

Every employee, as a condition of employment, accepts the responsibility to report to work promptly every day that he/she is scheduled to work and to maintain a satisfactory record of attendance. Unscheduled time-off is unacceptable and should be avoided.

Unscheduled time-off is defined as:
Type of
Incident Definition

Unscheduled Absence An occurrence of absence and/or lateness that is unrelated to approved time off.

Lateness Reporting more than 5 minutes late but less than two hours late to work. Leaving early for lunch, returning late from lunch or leaving prior to the end of the scheduled workday without supervisor approval.

Late Report Failure to notify supervisor when unable to report to work within 30 minutes of the start time.

Partial Absence Arriving for work 2 hours late but missing less than 50% of a scheduled workday.

Full Absence Missing 50% or more of a scheduled workday.

Unreported Absence Failure to notify supervisor of partial or full absence.

Patterned Absences Absences before or after weekends, holidays or discretionary days or absences following payday.


If an employee is unable to report to work, he/she is expected to notify their supervisor at least 30 minutes prior to their start time. If an employee must leave work prior to the end of his/her workday, he/she must obtain the permission of his/her supervisor before leaving

Supervisors are responsible for communicating the attendance policy to staff, and for the fair and consistent application of the policy.


Any employee, who knowingly and repeatedly reports late; has unreported, patterned or unapproved absence(s); that violate this policy may be subject to disciplinary action as per the discretion of the Management.

Mubarack
Manager -HR
Kar Group
Chennai





7th October 2008 From India , Madras
Every organization have their own standing order and rules& regulation you should refer them and try to take help of legal adviser of your organization. — — — brianna
8th October 2008 From India , Lucknow
You can display a chart on the notice board marking different colour stars to an absentee/late coming employee's. And can offer letter of appreciation to the most disciplined employee at your monthly meeting. And at the same time waring those undisciplined employee's.
8th October 2008 From India , Madras
Dear,

I just returned on my steps and would not advise putting rules and regulations on a message boards. Especially not when they are separate messages. Last week we had a new messages board so I wanted to make it clear to everyone which rules would require focus within that current week. 6 nicely written do and don't messages were put on the board. The day after one of the people working at the office resigned and other were de-motivated. I evaluated everyone and all told me the same. Putting rules boldly on the message board had chocked quite a few and it made them feel if they were pressed in a cubic. Last few weeks we drilled already quite a bit on the importance of procedures... making blunt statements on the board didn't work beneficially. www. jerleaw.com
13th October 2008 From Thailand , Bangkok
Dear Manish
As has been observed by a couple of visitors, you should have a list of Standing Orders framed for your organisation. The relevant Act provides for model Standing Orders. Depending on organisational need, you may add a few to suit your requirement. This is basically jotted down in printed form and displayed in prominent place withing the premises.
You may contact me for your need if you are located in Kolkata at
16th October 2008 From India , Calcutta
Dear Mainish,

I am basically in a similar position as yourself. Our office started about 6 months ago and as in all young organizations everything needs time to fall in place. Issuing warnings on message boards hardly helps, moreover it will create adversity from the staff towards management and the entire organization. That you are required to write some descent rules of conduct, office rules or whatever you want to call the company regulations is correct. People in general need guidance anyway. The trick is not recording the rules, but communicating them. Always ask yourself how you would like to be approached if your boss needs to communicates bad news too you. About what is best for your organizations depends on level of the staff employed and definitely your countries culture. If you can make them feel part of something rather than only a profit driven company a kind of social engagement feeling will emerge and colleagues will even start guiding other colleagues.

What I've done is printed sufficient copies of the office rules and distributed it among staff. At first I thought about requiring them to sign and return it to me, but again to harsh. Don't worry people soon know what is expected from them... without hitting them around the ears everyday on the message board.

And again Start-ups are never easy and require a huge amount of energy.

Goodluck

Jerleaw.com
17th October 2008 From Thailand , Bangkok
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