How To Handle Employee Lateness

PayrollAbility provides small employers with an Employer Handbook and Contracts that clearly lays out the obligations of the employee and the disciplinary process for misconduct. The issue of tardiness and absenteeism is a difficult issue for both employers and employees and it can be a sensitive one to deal with.

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Have a meeting with the employee and explain the effects of his lateness like missing customer calls and the fact that other employees have to pick up the slack when hes late.

How to handle employee lateness. When an employee is persistently late you should consider a more formal approach. Discuss the Consequences You should have a policy in place that clearly outlines the consequences for an employee who is frequently tardy. Take the time to go over the lateness policy with all employees and include it in your Employee Handbook.

There are a number of things you should include in your written warning. Ask the employee to offer his own suggestions to fix the problem. Sit down privately with the employee.

Consistent problems might require harsher consequences such as written warnings docking pay decreases bonuses or even termination. Depending on the nature and severity of an employees lateness a typical disciplinary sequence should include a series of escalated warnings for example. Upload it to the company intranet too.

Heres how you should go about having that discussion. Mention each day that the employee was late and the amount of time by which they were late. Give them an employee handbook or a booklet of policies.

While lateness can cause tensions and frictions in a persons social or family life lateness in the workplace can be responsible for significant and detrimental failures ones that can limit a. Helping the employee uncover the reason he is late and providing support and guidance can make a big difference. Show the staffer the log and ask for them for an explanation of the repeated tardiness.

Use Formal Disciplinary Measures. By setting expectations about the flexibility that your company allows new hires will be less likely to turn up to work ten minutes late to their shift because. What we hope to do here is to demystify the reasons that it happens as well as clarify and simplify the course of action you can take to resolve it as a small business owner.

Once youve tried hands-off approaches to encouraging punctuality you may still have an employee or two who pushes the envelope on punctuality. Speak to us today about how this can help and support your business keeping things simple and. How to raise the issue of an employees lateness When meeting with the late employee try to remain calm do not make it personal and avoid getting angry.

ACAS have further advise on how to handle employee lateness here. It can be difficult to know what balance to strike between being too lax and ruling with an iron fist especially if the lateness. Demonstrating a caring attitude may help improve employee engagement.

Be proactive and talk to that employee as soon as a pattern of lateness has become apparent to you. Hammer a Plan Out Privately. Talk directly to the persistently late employee.

Once its obvious theres a pattern emerging set a private meeting to discuss the situation. First you need to include the specific incidents of lateness that you are warning the employee about. Occasional tardiness might require the employee to make up the time.

Speak through your concerns over their lateness present them with evidence and refer back to your companys policy on employee lateness. This is why it is important to keep a record of the employees lateness. Adjust employee schedules for employees who have to drop off the kids or drive in early morning rush hour.

Encourage them to ask about the policy if there is anything it doesnt cover or. Have the counseling conversation with an employee before the lateness becomes excessive. If an employee is late a certain amount of times and all of the warnings have been given the policy should state that they are at risk of being terminated.

Start to document how often the employee is late and by how much. Once you know whats behind the lateness you can take steps to correct the issue. In these situations you need a more direct approach.

Chronic lateness is something most of us will encounter in our lives whether its from our coworkers our staff members or even ourselves.

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