| Hello Fidia, I hope you are Fidia, my former student at President University.. 1. I think the dobel job that is being referred to is another job (called "moonlighting") that earns the employee extra income and/or incentives outside of his/her regualr pay. If this dobel job is done outside of office hours, or if the employee has obtained agreement from management that he/she must do another job and this has been reflected in any form of writing and agreed by both parties, then leaving early or arriving late is not violating any company policy. The manager must investigate this issue further before any SP is given. A record of absences (ketidakhadiran) or tardiness (keterlambatan) must be available before further actions can taken, and quite simply, having a more open communication with the employee would be a good first step. Pak Abdan is right that being emotional in dealing with an employee with an attitude problem is not going to achieve any good positive effects. He is also right that any actions taken must be in accordance with written company regulations. To act without basis is risky. 2. Demotion must be a last resort, and yes, it is tied to performance. However, an employee may be demoted if the attitude has caused the company serious losses and placed other people's jobs delayed and at risk. Again, documentation of past offenses is necessary. 3. HR managers do multiple roles and multiple tasks and of course, multiple responsibilities. If he/she is doing these with all good intentions and can produce the results, then coming in a bit late is, at best tolerable. However it is my opinion that HR Managers should always strive to be good role models to their employees and must strive to come to work on time. Except for certain unavoidable cases, coming to work late erodes employees' trust on their managers. It is never a good practice to be tardy or late. It is quite shameful. Warm regards, --- On Fri, 12/28/12, Fidia Agustin <fidia_girly@yahoo.com> wrote:
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