Dealing with a chronically late employee can be frustrating for even the most experienced manager. The situation may be further complicated if the individual in question is otherwise a top er who successfully meets the demands of his or her job. However, it's an issue that must be addressed and remedied sooner rather than later. Welcome to HR / coffee, a series from the experts at HR 360, where you will learn how to effectively hire, manage, and terminate employees. 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. 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. Along with policies such as dress code and computer use, your code of conduct should clearly outline expected work hours for employees, as well as tardiness policies and consequences for lateness. This and all policies should be communicated in writing, compliant with state and federal laws, and consistently enforced. Moreover, as a general rule, you should obtain a written acknowledgement from all employees that they have read and are aware of all the policies covered in an 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. Of course, routine circumstances...
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Employee Warning Notice in spanish Form: What You Should Know
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