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Disciplinary letter for tardiness

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Disciplinary letter for tardiness
August 07, 2019 Anniversary Wishes No comments

When a team member is making a habit of being tardy, take action before in private, especially when disciplinary action might be necessary.

Date issued: [Today’s date]

Issued to: [Employee name]

RE: Written warning for continued late attendance

Dear [Employee Name],

Your continued lateness to work is deemed unacceptable by management. This letter is an official written warning. Specifically, you have been late on the following occurrences:

  • Date and time the employee arrived at work late
  • Date and time the employee arrived at work late
  • Date and time the employee arrived at work late

We strive to create a workplace that is fair for all employees. When you continuously arrive late to work, you are not only in breach of the standards we expect of our employees, you are also creating a workplace that is unfair for your colleagues.

We set scheduled times for your work so we can correctly meet our business goals and best service our clients. Everyone in the team strives for our continued success as a business, and having a single team member arriving late causes our standards to slip is also unfair on your colleagues who are following our high standards.

We expect you to remedy this breach of our attendance requirement immediately.

Continued lateness may result in termination or other disciplinary action.

 

Regards,

Manager Name

In addition, the employee lateness may cause tension with other A comment on the potential disciplinary action which could be taken for.

9. Tardiness & Absenteeism

disciplinary letter for tardiness

To:

From:

Date:

Re: Written Reprimand for Attendance

This is an official written reprimand for your failure to perform the required functions of your position by attending work on time and as scheduled. You have arrived more than 15 minutes late for work on four occasions in the past two weeks.

Since timely attendance is a significant factor in serving our customers in your customer service role, this attendance is unacceptable. Phone coverage is scheduled to provide optimum service to customers.

When you arrive late for your shift, we are forced to ask another employee to cover for you. This entails both an inconvenience for your co-worker, disrespect for their schedule, and the creation of overtime expenses for your employer.

You have received verbal counseling and a verbal warning for your earlier tardy and absenteeism problems on several occasions. The verbal counseling is not having the impact that we had expected since your attendance on time is not improving.

Consequently, this written reprimand is reminding you of the critical importance of your attending work on time and as scheduled. Attendance at work, on time and as scheduled, is a core requirement of your job description.

Continuing attendance problems will result in further disciplinary action up to and including employment termination.

A copy of this written reprimand will be placed in your official personnel file where you will also have the opportunity to offer a response that we can attach to this written reprimand.

Signature:

Supervisor Name:

Date:

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Disciplinary action for tardiness at workplace

disciplinary letter for tardiness

Employee Attendance Policy Template:

1. Overview.

Employees at [company name} are expected to be present for work, on time, every day. Regular attendance and punctuality are important to keep your team and [company name] operating. Arriving late, being tardy, or absence causes disruptions.

2. Calculation of attendance infractions.

  • Absent with calls: 1 point.
  • Absent, no call: 2 points.
  • Tardy: ½ point.
  • Early departure: ½ point.
  • Late return from lunch or break: 1 point (over 30 minutes).

Employees are given a five minute grace period at the start and end of each scheduled shift and for breaks and for lunch. Employees are required to report an absence by [procedure for reporting an absence]. Employees must report each day they are absent. Failure to call-off one hour prior to a shift will result in a no call-no show.

Attendance infractions reset every [length time or dates on which employee attendance infractions reset. Typically 6 months or 1 year].

3. Overview of disciplinary action for attendance infractions.

Attendance issues will result in progressive disciplinary action up to and including termination based on the following point system:

  • 3 points: Verbal warning.
  • 4 points: Written warning.
  • 5 points: Meeting with manager/supervisor, possible suspension.
  • 6 points: Employee is subject to termination.

If an employee is absent for three or more consecutive days, evidence for excusing the absence, such as a doctor’s note, must be provided.

If an employee is a no call-no show for three or more consecutive days it will be considered a job abandonment, or termination without notice.

Employees may request exceptions for work absences from human resources and management. These must be approved on a case-by-case basis.

4. Excused, unpaid absences without disciplinary action.

Excused, unpaid absences can be granted for funerals, jury duty, bereavement, childbirth, a car accident, medical appointment, and unavoidable emergencies. In these cases, employees must provide documentation to prove a reason for the absence.

5. Failure to clock-In or clock-out.

Employees must clock-in and clock-out for each shift. If there is any problem recording a clock-in or clock-out, inform employees should inform a manager immediately. Employees who consistently fail to clock-in or clock-out may receive disciplinary action, up to and including termination.

6. Attendance policy exceptions.

Absence because of bereavement, jury duty, or military duty, are exempt from disciplinary action, as are FMLA and ADA related absences. Bereavement, jury duty and military exemptions require proper documentation to be given to a manager within 48 hours of the absence.

FAQs:

What is a good attendance policy?

A good attendance policy includes all guidelines regarding taking leave, tardiness, early outs and no shows. The policy should be detailed and list all the repercussions for poor attendance.

Read more about the Employee Attendance Policy.

What is a "no-fault" attendance policy?

With a no-fault policy, employees are granted a certain amount of leave and they accumulate points each time they use it. When the points limit has been reached, the employee either has no leave left or must be terminated if he or she continues to be absent.

Find more information on the Employee Attendance Policy.

How do you create an attendance policy?

  • Clearly outline expectations.
  • Explain paid vs. unpaid time off.
  • Develop a disciplinary policy.
  • Get adherence from your employees.
  • Lead by example.

See more details about the Employee Attendance Policy.

What is the purpose of an attendance policy?

The purpose of an attendance policy is to highlight the importance of employees being present for work on time, every day. Employees must be aware that regular attendance and punctuality optimizes productivity and any deviation will result in lower productivity levels that will cost the company money.

Get more information on the Employee Attendance Policy.

How can employee attendance problems be improved?

  • Monitor leave days.
  • Set expectations.
  • Invigorate morale and engagement.
  • Reduce sick leave.
  • Regularly converse with employees.
  • Train management/supervisors.

Find out more about the Employee Attendance Policy.

What are the usual guidelines for employee attendance and absenteeism?

Employees are expected to be present for work, on time, every day. Regular attendance and punctuality are important for the smooth operation of your team and the company as a whole. Arriving late, being tardy, and absenteeism cause disruptions and burden colleagues.

Learn more about the Employee Attendance Policy.

How does the attendance policy point system works?

Employees receive points for each absence that is not exempt under law. Employees may receive 1 point for tardiness of less than 10 minutes and 2 points for leaving less than an hour early. Different amounts of point result in disciplinary action, up to termination. Points usually reset annually.

Read more about the Employee Attendance Policy.

What is an attendance occurrence?

An attendance occurrence is any documented instance when an employee was either late or absent for a scheduled shift.

Get more details about the Employee Attendance Policy.

If an employee has three or more unexcused absences in any 90 day period, this is seen as excessive absenteeism.

Learn more about the Employee Attendance Policy.

Can anyone help me?? i need a written warning letter for lateness please please help 15th January 2008 From United Kingdom, Manchester.

7 Steps for Getting the Chronically Late Employee to Be Punctual

disciplinary letter for tardiness

If you have established a business and want to make it a success the one thing you need behind you is a strong and passionate team of staff, this is a necessity if you want the business to grow and thrive.  This, however, does mean that the employees you choose to hire can impact on the success of your business and this is especially true of staff members who have a poor work ethic.  One of the most common problems business owners and managers find impacts on the effectiveness of the company is employee lateness.  Though managers assume staff members will occasionally be late, if employees begin to regularly be late for work, then actions need to be taken to protect the company and to improve the work ethic amongst the team.

Why you need to deal with an employee who is always late

As a manager, you expect staff members to be late every now and then, their train may be delayed, their car may have broken down, they might have had a personal emergency, whatever the cause for the lateness is, managers, accept that this is sometimes the way life is.  However, managers and business owners cannot accept a situation where an employee is continually late for work, simply because this acceptance will only make the situation worse.  If you notice that a staff member is persistently arriving late to work this should be dealt with accordingly, otherwise, the employee in question may think that this is not an issue and start turning up late even more.  Furthermore, the late employee’s actions may even make other staff members consider why they are bothering to arrive at work on time, causing other employee lateness. The problem may not end there, staff may become more relaxed with the company rules and you may find that the overall quality of work and work ethic of the team, decreases.

At the end of the day, managers pay their staff for their time and they request staff work specific hours to ensure that all the work can be completed, therefore if an employee is arriving late they are effectively stealing time from the company. Late employees may start to fall behind on their work and either rush things, or leave them uncompleted.  In addition, the employee lateness may cause tension with other colleagues, as the team members who work alongside the late employee may end up having to do more work, to cover for their colleague causing some resentment and ill-feeling. Teams work most effectively when they work closely together and communicate well, so the overall effectiveness of the team may be compromised.

3 Steps for dealing with an employee who is always late

There are no hard and fast rules for dealing with someone who is always late, every manager is different as is every employee and their personal situation.  However, with this being said, there are some steps that you should take if you want to deal with a late employee and change their habits once and for all:

  1. Document the rules: a lateness policy in its own right might be considered excessive, but a section on lateness could be incorporated into existing policies and procedures covering Absence Management or Time and Attendance for example. The policy should include:
  • The standard expected of employees – details of working hours, highlighting that employees should be ready and prepared to start work as soon as their shift is scheduled to start.
  • The consequences of frequently arriving late for work.
  • The procedure for reporting lateness – if employees know they are going to be late, who should they report this to?
  • Details of how working time will be tracked and recorded – do you use timesheets or do employees need to physically clock in when on-site?
  • If applicable, provide details on how employees can make up the time they have lost from arriving late.
  • A comment on the potential disciplinary action which could be taken for persistent lateness.
  • A comment that lateness should be avoided as it is disruptive for everyone.

Make sure the procedure is communicated to all employees and implemented fairly throughout the entire company. If this is something new to your company or if you have a particular problem with employee lateness, then consider running brief workshops for employees to attend in order to highlight the impact of lateness, go through the procedures with them and provide an opportunity for questions.

  1. Maintain records: keep track of employee lateness and if you see one or two staff members are late much more than the rest of the working team, consider that you may have to deal with them. Keeping records means you will be able to use them as evidence when you speak to the employee in question, showing them facts rather than voicing your opinion about their tardiness.
  1. Proactively deal with the persistently late employee: do not wait until you are angry and annoyed, or the rest of the team are feeling annoyed. Speak to the late employee before you get to this stage to help avoid it getting to that point. Schedule a meeting with the employee in question and in the interim, collate all the information you have regarding their working times, instances of lateness and reasons etc.

Having a meeting about a late member of staff

When meeting with the employee try to remain calm, do not make it personal and avoid getting angry, remember you are annoyed with the time lost over lateness, not the actual employee personally. Speak through your concerns over their lateness, showing them evidence and referring back to the policy. Explain that you want to understand what is causing their lateness and find out if there’s something you could help with. Try to understand whether they have any personal problems, medical issues or any other reasons which might be causing them to be late. Remember to bear in mind any potential issues which could arise through discrimination and any adjustments which could reasonably be made by the company in order to support the employee. Finally, come up with an action plan to try to prevent lateness from becoming an on-going issue.

Don’t let employee lateness impact upon the success of your business.

Natural HR helps by providing self-service leave requests, approvals and absence management, enabling you to define and track different time-off types. All this data is reflected in a company calendar, helping you keep tabs on who is off and when, but you’ll also be presented with a clear snapshot of which employees are consistently late to work.

Your continued lateness to work is deemed unacceptable by management. This letter is an official written warning. Specifically, you have been late on the.

disciplinary letter for tardiness
Written by Meztizilkree
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