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Better late than never? No! These tips help tackle tardiness

by on
in HR Management,Human Resources

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 performance appraisals 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 the FMLA or ADA.

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