Better late than never? No! These tips help tackle tardiness — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Better late than never? No! These tips help tackle tardiness

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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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