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Another important point to make before providing an example of how to discipline an employee for tardiness is that you must always be fair and consistent when applying disciplinary action. #6 Document each instance of tardiness and the reason the employee was late. Most of us cringe when we hear the words “micro-manager,” but sometimes it’s a necessary evil, and managing a constantly tardy employee is one of them. Often, chronic lateness can be resolved informally. For starters, you won’t be able to rely on this employee to complete his or her part of projects. In these conversations and meetings, the employer or manager would typically counsel the employee in an attempt to eliminate the negative behavior and improve the performance.When the employee continues to perform poorly or perform acts of misconduct, then a disciplinary action needs to be taken. In fact, data from a study on CareerBuilder found that “Nearly one quarter (23 percent) of employees admit to being tardy at least once a month on average, with 15 percent admitting to arriving late at least once a week.” Share | Foster Swift Employment, Labor & Benefits Quarterly Winter 2011. Sample Memo for Late coming, indiscipline to employees Time and discipline are the two important factors which drives a company. Any employee who is tardy more than three times in any six month rolling calendar period of time will be subject to disciplinary action. Disciplining employees: Avoid mistakes that get you into trouble. It’s one of life’s unfortunate realities: If you’re a manager, you’re going to have to discipline an employee at some point. Institute consequences for lateness. When an employee arrives to work late, that arrival should be recorded by the supervisor on duty. Even if you have rules in place, if many of your employees come in late without consequences, you can’t single out one employee for disciplinary action. Employee Handbook. Documenting employee discipline is as important from a litigation defense perspective, as is counseling the employee in the first place to try to correct or improve job performance. Document Employee Discipline: Don’t Wait Until It’s Too Late. I was a new manager, and didn’t want to come across as heavy-handed, or worse, as Big Brother. If your employee comes in to your business late every morning — or is absent, or taking personal day after personal day — you’ll soon develop a problem. Employee tardiness is an issue that plagues many businesses. Before you prepare a write-up for tardiness, check your employee handbook to ensure you understand your company's policy. Employees are less likely to show up late if they know they have to discuss it with someone. Career Advice. Discipline in the workplace makes employees and employers well-behaved, improves attitude and performance. Depending on your workplace culture and Federal and state employment laws, you may want to create penalties for employees who show up late to work more than, say, once per month. 2) What is the common practice? Furthermore, it must be in writing and accessible. As a steward of the company, it is your responsibility to address employee transgressions – be they small, recurring or huge. Explained here is the importance of discipline. Several years back, I had one such employee. Supervisory training can help to ensure that supervisors know their roles and responsibilities when it comes to documenting lateness and counseling and disciplining employees. Just make sure all employees are notified of the changes in any employee tardiness policies before they go into effect. The success of any company is the outcome of the efforts that is put down by its team members. 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