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How to write a discipline action plan for tardies

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Sometimes, it feels like everything is working against you with the sole goal of ensuring you get to work late. No matter how much we try, sometimes being late is unavoidable. Therefore, as a manager, it makes sense to let it slide if you notice an employee coming to work late once or twice. However, if employee lateness starts becoming a habit, you need to take action.
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How to Write an Employee Attendance Policy that’s Fair to Everyone

How to write a discipline action plan for tardies
How to write a discipline action plan for tardies
How to write a discipline action plan for tardies
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How to Write a Disciplinary Action | Career Trend

This sample written reprimand would be issued to a non-performing employee so they understand the gravity of the problem their failure to perform is creating. The written reprimand corrects the behavior of a tardy employee. Usually, prior to issuing a written reprimand, the employee has received counseling on several occasions from the supervisor. The written reprimand is an acknowledgment that the counseling is not working. If the employee continues to arrive late for work, after receiving counseling, the reprimand escalates the progressive discipline to the necessary next level.
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9+ Disciplinary Action Form Examples – PDF, Word

But as an employer, punctual employees that are strong and passionate are critical to productivity as well as your overall success. 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 be late for work regularly , then actions need to be taken to protect the company and to improve the work ethic amongst the team. As an employer, you expect staff members to be late every now and then. However, managers and employers cannot accept a situation where an employee is continually late for work, simply because this acceptance will only compound the situation and make it worse.
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Do you need to better understand the use of letters of reprimand in your workplace? They are a useful tool when written properly, legally, and to better communicate performance issues to an employee. Managers are often reluctant to take disciplinary action at work. They fear that it will damage their relationship with the employee and potentially demotivate the person to the point that their performance deteriorates even further. But, the reality of the situation is that if you are thinking about disciplinary action, that trust is already damaged in such a way that to rebuild the trust would take enormous effort and deep commitment.
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