let say if there is a candidate went for 2 round interviews, for a job in Seremban, but he stays in Sg Besi.

He did not say any issue with travelling.

But when job offer to him.

he suddenly preset condition that he can't make it in time when job starts work at 8:15am, that he may have to come in office late at 845am due to traffic jam and he has to drop off his kid at kindergarten at the other side of town.

he says he is willing to stay back 30 min after work to make up for his late arrival.

would any employer accept ?

If in my workplace, it's a NO. Because our jobs deals with time. Everything must be on the clock.

Certain job scope not so much, maybe can.

It depends, I will chuck such a candidate away for not being upfront about something like this. He should have raised it as a potential pain point in the interview. If he did, and then makes such a demand, it would be okay. Otherwise, it is rather inconsiderate from his part.

If he can do such things after getting offer letter, what makes u think he wont do other things after workin?

if employer see the problem on this condition, then reconsider the contract if is still viable to continue...

Depends on the job scope.

It's no different from wfh if the role allows so.

Seems quite insignificant, if he can perform, what’s wrong with giving the extra 30 minutes to come in later than expected? He’s willing to make up the 30 minutes by staying back as well.

Depends on how much the company needs him and if he has special skills that justifies the special treatment.

talking about offer letter stage, not sign yet.

nowadays working places deal with flexi working hours

I don't see an issue with this

unless if its retail need to be on time when the shop opens

Deleted in request ID fd43ec7d-aaef-4e0d-a705-ec2c6b273b69

This post has been edited by mazai5100: Jun 29 2023, 11:15 PM

In my opinion, its depend on the job scope of the person.. if its really required him to be at the work place on the specific time, then company need to be firm with that. But if its still flexible, then give him a chances. My wife work as a doctor and really need to be in the clinic (government clinic) sharp on time while (8am in the morning, else his boss-specialist doctor will request her to give show cause letter.. crazy boss)

Meanwhile I work as engineer where my company give some flexibility as long as you delivered your work and you can compensate your time maybe going back late or work at night. I did take care of my kids from waking up, taking shower and bring them to the kindergarten and cannot be at the office before 9-most of the day and i did tell my boss about that during our expectation exchange. Have some empathy and trying to put yourself in his shoes.

This post has been edited by ahms89: Jan 1 2023, 09:53 PM

1. Depends on your working hours. Strict or Flexi?
If Flexi - no issues.

But if it’s strict, yet you give way to such precedence.. just brace for impact that other employees would ask for the same thing.

2. I personally do not like the attitude that the employee withheld such ‘condition’ before the offer.

Sure, mentioning that out when being offered sounds ‘proactive’, but I sense that he/she is withholding info unnecessary and waiting to see if get offered - share this.

Sounds like a one-ended deal.

If I’m not that desperate - I will check with HR how to ditch this guy. Everyone has problems, with family, kids, spouses.. but he/she should share it upfront during an interview so that a potential employer can assess.

If currently there are no such arrangement for other staffs then absolutely NO because if u do it then others will follow suit.

Also it would mean this person may be not totally honest

I dont see issue with this, but depends on his performance after he join, if can meet KPI, don't think there will be an issue, unless you are running factory line where delay 30mins will cost a lot of delays

Better drop the candidate.

30mins is too much. Maybe ask him 15mins still okay. At my workplace attendance is cun cun on time. Late also can late 15mins only. Cos lots of things need to prepare before shop opens.

Just curious, with the implementation of revised Employment Act (EA) regarding flexible working arrangements (FWA) effective 1st Jan 2023. Do employer need to accommodate FWA right? If say employer die-die don't want to give FWA, is it considered breach of EA / employee can claim constructive dismissal to Jabatan Tenaga Kerja (JTK)?

Just adding some points to this discussion, before taking any action.

If the employee go report the employer maybe the government will take action. Let's wait for news if got such cases appear in 2023.

I heard about it at my co. But I have not receive any news yet because it is handled by HR.

its not really a factory or retail line that has to be on time.

it is an analytical role, that the person need to run figures and analyze to management.

Aiyoyo. If his salary is not too high just hire him loh. Test him few months see can use cannot use or not.

Can other employees also apply for flexible hours?

I reach office 7.10 am and leave 420 pm. My boss is ok because he is also an early bird

Whats the news with HR? Well, he still have probabation right? Let HR deal with him