In this era of multiple work models, HRs are having difficult time in attendance policy enforcement. HR responsibilities while managing attendance have been reshaped after COVID era.
In this blog, we’ll help you learn importance of attendance policy and standards, HR’s responsibility to enforce compliance, and how to make sure that these guidelines increase rather than decrease worker productivity.
Why should HR focus on enforcing attendance guidelines?
- Equity: Everyone is subject to the same attendance guidelines. This keeps animosity from growing and fosters a more positive work atmosphere.
- Operational Efficiency: The capacity to make better decisions about scheduling and assigning tasks when you are aware of who is there. It additionally aids in the efficient maintenance of resources.
- Compliance: There are laws in several areas pertaining to the maximum number of hours one can work and leave benefits. Monitoring employee attendance helps avoid unanticipated legal issues in addition to enabling compliance with these regulations.
What is the role of HR in attendance policy enforcement?
- Policy Development and Communication
HR should create a clear, motivating attendance policy that goes hand in hand with the organisation’s mission and core values- outlining what constitutes tardiness and absence as well as the penalties for violating them.
Once these rules are established, it is HR’s duty to implement them, and HR has to spread them across boundaries. Digital communication tools, employee handbooks, onboarding meetings, and frequent reminders can all help with this.
- Handling Missing Work
HR must make the distinction between regular absenteeism that may indicate a bigger issue and acceptable absences (such as sick days, vacations, and family situations). These include the requirement that HR approve leave requests, keep an eye on leave balances, and ensure that absences are accurately recorded.
- Handling Problems with Attendance
When attendance-related problems occur, HR must act swiftly, firmly, and equitably. This could also entail looking for absenteeism trends, investigating the reason for a worker’s persistent tardiness, or even speaking with the employee directly.
Discipline may be applied to certain employees, while support or accommodations may be provided to help the employee improve their attendance.
- Loyalty to the Law
HR makes sure that attendance policies comply with state and federal labour laws and regulations. This includes keeping track of overtime, job hours, and several other types of leaves. HR must stay current on relevant legislation and establish policies that comply with statutory rules because failing to do so will have legal repercussions for the organisation.
5 best practices of attendance policy implementation
Even if requiring attendance might not be simple, HR can make the process simple and efficient by implementing best practices:
- Be Open and Honest
Effective communication is essential. Ensure that all staff members are aware of the attendance regulations and how they should be followed. Share these policies via the intranet, emails, and conference rooms, among other channels.
- Make Use of Technology
Utilise technology to make attendance tracking more efficient. In order to ensure that there are as few manual errors as possible in maintaining attendance records, timekeeping software, mobile apps, and even biometric systems can be used.
Without these, maintaining attendance records would be labour-intensive and error-prone for both HR and the employees.
- Provide For Flexibility
While it’s important to enforce attendance, you can make it more convenient for the applicants to comply. As much as possible, consider utilising flexible working hours for remote work. This lowers absenteeism overall and may be helpful for workers in trying circumstances.
- Offer Assistance
Find the causes of attendance issues and assist people who might be having difficulties. This can entail making counselling services available to them, giving them more training, or altering their working environment.
- Honour Consistent Attendance
Punishment is not nearly as effective as reinforcement. Recognise and honour staff members that have flawless attendance. Bonuses, praise from the public, or additional vacation time are some examples of this.
In summary
HR also assists in enforcing attendance regulations, which need to be fair and open in order to prevent the business from unintentionally inviting legal action.HR may implement a strong set of regulations, utilising technology, offering assistance and flexibility, and fostering an atmosphere of dependability and responsibility.
Establishing dependable, motivated employees is just as important as adhering to timing and recording requirements in attendance standards.
HR can effectively manage a number of the biggest behavioural difficulties pertaining to attendance and assist in keeping employees in many of these practices.