What are the common problems in attendance management? What are the unclear attendance rules?
The attendance management system of enterprises often involves working hours system, working time arrangement, overtime application procedures and so on. If these contents are not clear enough or conflict with the labor contract, it will also lay hidden dangers for labor disputes.
One of the problems is that the "Regulations on Enterprise Attendance" does not stipulate the statistics and confirmation methods of working hours. Because working hours directly involve wage settlement and often directly affect the rights and interests of workers, employers should make it clear. For example, whether access control records are used as the basis for calculating working hours, and whether employees' attendance records must be checked and calibrated by relevant departments. If the regulations are clear, the possibility of disputes will be greatly reduced.
The second problem is that enterprise attendance regulations often ignore the arrangement of rest time. Some units stipulate to work 9 hours a day, but there is no provision for 1 hour rest time. However, employees may think that they have 1 hour overtime and apply for arbitration. Although employees may not win the case, arbitration itself consumes the management cost of the enterprise. Especially for manufacturing enterprises, for? Break time? There should be clear rules.
The third problem is that the enterprise attendance regulations ignore the standard of overtime work. Do I need approval to work overtime? Is it personal behavior or company behavior for employees to work overtime? This issue is often a very common focus of argument in labor disputes. The employer clearly defines the approval procedures for overtime work, which can avoid the situation that employees can ask for overtime pay for personal reasons.
Failing to declare and extend the special working hours system in time
Due to the particularity of some employees' jobs (such as field workers, drivers, senior managers, etc.). ), it is necessary to control the cost and facilitate the management of statistics. However, some employers have misunderstandings about the special working hours system.
One is that the special working hours system can only be stipulated in the contract or system. According to the current policy, the implementation of comprehensive calculation of working hours or irregular working hours must be approved by the labor administrative department. Without approval, even if both parties have an agreement, the special working hour system may not be implemented, but overtime can only be calculated according to the standard working hour system.
Second, it is believed that the special working hour system can be implemented in full or permanently as long as it is approved by the labor administrative department. According to the relevant declaration regulations of special working hours, the approved special working hours system has restrictions on the applicable time limit and applicable posts. Not all posts can implement the special working hours system, nor can the application for the special working hours system be made once and for all.
Thirdly, it is considered that it is not necessary to inform employees when implementing the special working hours system. Although whether to implement the special working hours system mainly depends on whether it is approved rather than whether employees know it, it is easy for employees to bury hidden dangers of labor disputes without knowing it. More importantly, which positions belong to the scope of examination and approval need to be specified in advance or communicated with employees in time to reduce the possibility of disputes.
What are the common problems in attendance management 1. There is no attendance management.
Some companies don't have attendance management at all, and they don't strictly manage employees' arrival from morning till night. Even individual management believes that it is precisely because of its lax attendance management that many employees are retained. However, there may be an endless crisis behind lax management.
2. There is no reflection of having a rest at noon.
Some companies are not strict with the attendance management of managers, such as punching in the morning, punching out in the afternoon and not showing the rest time at noon. Similar cases have happened. When employees arbitrate or litigate, they are only allowed a 30-minute lunch break. In the end, the company had to sigh to its employees in the face of the ruling of losing the case. Dishonest? .
3. Only simple sign-in, no specific time record.
Some companies have always followed the traditional attendance method, that is, the attendance sheet only shows attendance records such as attendance, personal leave, sick leave, maternity leave, bereavement leave, family leave, paid annual leave, being late, leaving early and absenteeism, but does not clearly record the specific time of going to work and leaving early. We found that some enterprises don't even record or record the background and reasons of absence.
4. The attendance record is not confirmed by the employee's signature.
At the end of an attendance cycle, only computer records or work cards (attendance cards) are filed without any signature, or only the attendance officer and the person in charge of the competent department sign, and none of them are signed by the attendance officer himself. When there is a labor dispute, the company gives a true attendance record, and when employees raise objections, the attendance record is also at risk of being rejected.
5. The reason of employee's absence is not clear.
In the days when employees are absent, the company does not indicate the reasons for their absence, whether it is unpaid leave or paid leave, which is often difficult to distinguish.
6. Vacation has not been confirmed or explained.
In some companies, working hours will be cancelled because the business is divided into peak season and off season. However, the company's work records on public holidays did not indicate the reasons for the leave, and there was no employee signature before and after the leave.
7. Representing others often happens.
Almost every company has formulated a strict attendance punishment system, but how to avoid attendance has not been paid enough attention. On the issue of attendance, we must analyze the root causes of similar problems.
8. The company's attendance data is not properly kept.
Some units can't properly keep employees' attendance data, which leads to the loss and partial loss in the event of labor disputes, which puts them at a disadvantage in providing evidence.