How should I handle employees who come late?
Set a grace period (for example 10 minutes), define late as arriving after shift start plus grace, decide a clear consequence such as three late marks in a month equals a half day, allow a few genuine exceptions with approval, and track it automatically with phone attendance. Share the policy in writing. PalmGro Flow marks late arrivals against each person's shift.
Why a written policy helps
Without rules, late coming is handled by mood: one person is scolded, another is ignored. That feels unfair, and everyone gets later.
Policy template
- Shift start and grace: for example 10:00 am with a 10-minute grace.
- Late mark: punch after 10:10 am.
- Monthly allowance: two late marks with no effect.
- Consequence: every third late mark counts as a half day, or as your policy says.
- Very late: arrival after a set time counts as half day.
- Exceptions: pre-approved delays (doctor, travel) are not counted.
- Review: repeated late coming is discussed in the monthly review.
Make it automatic
Phone attendance with shifts records late marks without anyone arguing about the clock. The monthly sheet shows late marks, and payroll applies the rule. See attendance tracking.
Be flexible where it makes sense
For output-based roles, consider flexible start times with core hours. The goal is reliable work, not punishment.
How PalmGro Flow helps
PalmGro Flow marks late and early against each member's own shift, shows late marks on the dashboard each morning, and payroll can apply late-cut rules at month end. Repeated cases can be followed by a written notice in the app if needed. See warning letters.
Questions people ask
Is deducting salary for late coming legal?
Many employers use late-cut rules written in policy and applied fairly. Check local wage rules with your advisor.
What is a reasonable grace period?
5 to 15 minutes is common.
Should managers follow the same late rules?
Yes. Rules that apply only to junior staff damage trust.
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