Employees who are chronically tardy can cause just as many problems as those who don’t show up at all. Shifts can get backed up, co-workers may be forced to work overtime, customers could be left in the lurch. Use these tips when counseling a chronically late employee:
- Talk with the employee after every late arrival, giving him or her a chance to explain the reason.
- Counsel employees who are excessively tardy to try to pinpoint what is causing the problem. Warn them that continued late arrivals can lead to discipline, up to termination.
- Document. Put all comments—yours and the employee’s—in writing, regardless of whether disciplinary action is taken.
- Be sure to distinguish between excused and unexcused tardiness in your records.
- Explain that unexcused tardiness has a negative effect on which affects raises, promotions and continued employment.
- Spell out penalties for excessive tardiness completely and be sure employees understand them.
- Set improvement goals and dates for when you expect to see improvement in their ability to arrive on time.
Note: Employees who are late because of medical conditions may be covered by theor ADA.