Firstly, let’s establish when staff lateness becomes an issue. All staff may occasionally turn up late for work due to matters beyond their control. It’s almost inevitable. And “one-off” instances of lateness are probably best dealt with informally. A quiet word is often all that is required.
However, persistent lateness by individual staff members can affect productivity and cost your business money…
Lateness is often seen as a reasonably trivial matter; however the actions of one or two employees who are habitually late can seriously affect the attitude and motivation of the rest of your team if not addressed. On a very basic level, lateness is not only unprofessional but also effectively a breach of the terms and conditions of an employment contract.
If you need to deal with a staff member’s persistent lateness, there is certain information you need to get together in order to make the disciplinary process much easier for you.
- Firstly, make sure that you have your company’s Employee Handbook section regarding lateness and absenteeism, and the Employment Contract/s of the relevant staff to hand.
DON’T HAVE THESE? If you need help creating Employee Handbooks, Employment Contracts or Policy Documents that protect both you and your staff, we can help. Get in touch and we can chat through your options.
- You will also need evidence of lateness – timesheets, or recorded instances with specific dates and times.
As with most HR matters, there is an accepted process that should be adhered to when dealing with lateness in the workplace. Why not chat to one of our HR consultants to make sure you are managing this situation appropriately.