POLICIES ON LATENESS SHOULD INCLUDE:

  • What time work begins

  • How long past that time is considered late

  • How to schedule and report planned and unplanned late arrivals

  • How may late arrivals and are permitted per year

  • What disciplinary steps may apply to excessive or chronic lateness

EXPLAIN WHY IT IS IMPORTANT TO BE ON TIME

  • Make sure hours worked are equal to wages received

  • Demonstrate that a job is a serious commitment

  • Respect the time and needs of others

EXPLAIN HOW PAY POLICIES APPLY TO LATENESS

  • Hourly employees are paid only for time actually worked

  • Exempt employees wages for lateness may not be docked (FLSA Regulations)

  • Employers may ask exempt employees to make up time missed due to lateness.

KEEP RECORDS OF EMPLOYEE LATENESS

  • Keep time records, (recording sheets or time clocks)

  • Lateness records are valuable if disciplinary steps are needed

  • Attendance should be noted in employee records and performance appraisals

TALK PRIVATELY WITH EMPLOYEES WHO ARE OFTEN LATE

  • Point out number of times they have arrived late. Note impact on work and on others

  • Ask for a explanation of frequent lateness

  • Listen closely to employee’s response to help plan next steps

TRY TO HELP EMPLOYEES RESOLVE PROBLEMS THAT CAUSE LATENESS

  • Work starting time may conflict with some employee’s family or commuting schedules

  • An employee may wait to leave for work until children are picked up for school

  • The bus or train schedule may force the employee to arrive very early or somewhat late

  • The employee may have a medical problem that requires early morning treatment

SHOW UNDERSTANDING OF THE EMPLOYEE’S CONFLICTS

RESTATE THE IMPORTANCE OF WORKING HOURS THAT ARE FAIR TO THE ORGANIZATION, COWORKERS, AND CUSTOMERS

EXPLORE SCHEDULE MODIFICATION THAT COULD FIT YOUR POLICY AND ELIMINATE THE LATENESS PROBLEM

  • Look at flextime, job sharing, or telecommuting if these options are applicable

  • See if the employee could start and leave a little later to better fit a train or bus schedule

EXPLORE BEHAVIOR MODIFICATION THAT COULD IMPROVE THE EMPLOYEE’S ON-TIME ARRIVAL

  • Encourage the employee to set his or her watch ahead or buy a LOUD alarm clock

TAKE DISCIPLINARY STEPS IF NECESSARY

  • Follow progressive disciplinary steps

  • Be sure the situation calls for discipline

  • Be sure you are aware of any reasons for lateness and the employee’s understanding of the problem

  • Apply discipline consistently

USE POSITIVE REINFORCEMENT TO ENCOURAGE AND REWARD BEING ON TIME

  • Tell on-time arrivals you notice and appreciate their promptness (include in performance appraisal)

  • Credit employees who improve their on-time performance

  • Consider group rewards when everyone is consistently on time and working hard