Managing a Chronically Late Employee

http://blog.hr360.com/hr-blog/managin...

Video Highlights:
00:42 A perpetually tardy employee has the potential to do harm to your business, both in terms of productivity and morale. Failing to address the situation amounts to tacitly allowing it and you’re sending the rest of your employees the message that lateness is acceptable and tolerated. Even worse, you could be accused of favoritism or preferential treatment.

01:02 Begin setting expectations for timeliness and punctuality during employee orientation by presenting new hires with your employee code of conduct as part of your employee handbook. Employees must have fair and reasonable notice of what is expected of them and the rules of permissible and prohibited conduct in the workplace.

01:42 You should obtain a written acknowledgement from all employees that they have read and are aware of all policies covered in the employee handbook, including your attendance requirements. This ensures that all parties are fully informed and protects you from an employee’s claim that he or she wasn’t notified of the correct work hours.

02:28 Your first step should always be a conversation with the employee. Open by saying you have an area of concern.

02:58 The employee may be receiving physical therapy or caring for an elderly parent or child who is sick. Depending on the size of your company and other factors, these types of circumstances may qualify for FMLA leave. Be sure to document the meeting for your records.

03:20 You can help the employee manage his or her absences with sick leave, personal or vacation time, flexible work arrangements, or even official Family and Medical Leave. Work together with the employee and HR to draft a plan for moving forward.

03:34 In cases where the employee is simply late, for no discernible reason, you must proceed as you would with any other disciplinary or performance issue. Begin with a verbal warning, which could be considered that initial conversation. If the behavior doesn’t change, proceed to a written warning, followed by a performance improvement plan with specific requirements and consequences for failing to meet them. Schedule regular meetings to monitor the employee’s progress, and, as always, be sure to document everything.

04:13 No supervisor wants to be in the position of babysitting an employee, or even worse, having to dismiss an otherwise valuable member of the team for excessive tardiness. With open lines of communication and clear expectations, that situation can often be avoided.