Lateness at work. A note for employers

Lateness at work

Lateness can make the overall business suffer. We need to stop employee lateness before it becomes a problem by disciplining staff. Dave is a employee who has been persistently late.  What can we do?

  1. We can verbally warn Dave about the effects of lateness. Note the dates and times Dave comes in late for reference.
  2. We should set a policy for the levels of discipline for lateness. For example, we can decide to warn verbally the first three times but issue a written notice the fourth time the employee is late.
  3. We should send the policy around to all employees.
  4. We should write up the occasion on which Dave is late and refer to the list of the days he came in late. Use the business’s customary disciplinary procedure. Include the reason for the write-up, the dates and times Dave came in late, and what further action we will take if he continues to come in late.
  5. Ask the employee to sign and date the form. Put the form in her employee file.
  6. We should set up an attendance system for a chronically all late employees. Have employees use a time clock.
  7. If the lateness persists with Dave we can demote him. Let Dave know that if he begins to come in on time he can regain his former position, but set a time frame. For example, he may have to come in on time for six months straight before he can have his former position back.
  8. Lastly we must let Dave go if she is still late. We must follow a lateness policy we set or the rules will not be effective. Keep all documentation of Dave’s lateness, including the tracking system and write-ups, in his personnel file.[1]

[1] ‘Disciplinary Procedures And Action Against You At Work: Overview – GOV.UK’ (Gov.uk, 2017) <https://www.gov.uk/disciplinary-procedures-and-action-at-work/overview> accessed 7 June 2017

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