July 1, Purpose: It is vital to the University for all employees to have reliable attendance. Absenteeism and tardiness negatively impact our ability to effectively provide University services.
However, some behavior or misconduct may warrant more severe discipline immediately and skip steps within the progressive disciplinary process. In extremely severe behavior or misconduct the employee may be terminated immediately.
Good attendance is expected and anticipated by all employees. However, the Company recognizes that from time to time an employee will need unscheduled time off for illness or personal emergencies.
In the event that an employee is not able to report to work as scheduled the employee is required to notify their supervisor as soon as possible in advance, but no later than their scheduled start time. If an employee is not personally able to contact their supervisor due to incapacitation they are required to have a responsible person contact the supervisor on their behalf.
Understand that simply contacting your supervisor does not necessarily excuse your absence. If the employee is unable to report to work as scheduled for more than three consecutive days for medical reasons the employee is required to provide medical documentation substantiating their medical reasons for being absent.
In addition, the medical documentation should also provide a release for the employee to return to work without restrictions.
If there are restrictions the Company has the right to allow, or not allow, the employee to return to work.
Any employee not reporting to work for three or more consecutive days without notifying their supervisor or any other company official is considered to have voluntarily resigned their position. Having clearly stated policies that you follow fairly and consistently is one way to alter the employee from being successful in their attempt to bankrupt you!
As an example, attendance is commonly abused by many employees. It starts out slow at first and then builds into a huge problem. You hire people because you need them there to do a job!
So you finally blow a fuse and fire the person for poor attendance and they turn around and file a wrongful discharge law suit! Not everyone will do this but it will only take one to destroy your business! One of the first things you will be asked for is what is your policy on attendance?
Then you will be asked to provide the attendance records of everyone else going back a specific amount of time! Now if you have a policy on attendance that you provided to the employee at the beginning of their employment that they signed, you are much further down the road to having the law suit dismissed.
All of this providing you have treated everyone the same of course. I have provided a sample written warning letter above. Make sure before ever issuing a written warning letter you have a basis for doing so.
Your employees are real people with families. Their lives can be dependent upon your actions. Generally speaking many companies allow up to two or three written warning letter before considering termination. Thank you for reviewing this information on a sample written warning letter for tardiness.
Remember that this is only a sample written warning letter; therefore, when issuing a written warning letter insure you have it reviewed by a company official or your legal representative.
Again, thank you for reviewing this information on a sample written warning letter for tardiness and May God Bless You.
But even for the calmest of managers, turning a blind eye to an employee who is perpetually late, is hands down impossible. Being a few minutes late to work, rarely, is no big deal, even employers acknowledge that — yet habitually late employees can affect bottom line of a company.
Additionally, work-related tardiness is a blatant sign of disrespect that can also result in lessened productivity and tensions within the company.
What should be done to rectify behavior of chronic latecomers?Written Reprimand Sample for Tardiness. Continuing attendance problems will result in further disciplinary action up to and including employment termination. Use This Sample Letter to Write a Job Offer to a Sales Representative.
Your Handy Checklist for Recruiting and Hiring the Best Employees. Issuing a written warning letter for tardiness is no different from any other disciplinary letter. The facts are the facts and making sure everyone is treated fairly is as important as always.
Reprimand letter to an employee for poor attendance, tardiness. It is one of the major elements that constitute a company's disciplinary process.
You could also write a termination letter to fire an employee for his/her poor performance.
Whatever the reason for your writing, the letter must be formal and professional. Failure to report to work on time in the future will result in further disciplinary action up to and including suspension without pay and/or discharge from the University.
Provide specific details including dates of previous disciplinary actions, unacceptable performance and/or conduct, management intervention, and the consequences to the agency/public. In an effort to assist you in meeting a standard of [performance and/or conduct] consistent with my.
Employee Handbook. Before you prepare a write-up for tardiness, check your employee handbook to ensure you understand your company's policy.
Some employers let the first or second tardy arrivals slide and begin disciplinary action once the employee has established a pattern of being late.