Tweet Issuing a written warning letter for tardiness is no different from any other disciplinary letter.
You can't overlook excessive lateness, and you must be fair and consistent in how you react to it. Less-than-consistent treatment demoralizes employees and, if the tardiness leads to termination, could result in a wrongful termination lawsuit. Disciplinary Procedure Even if your business is a small one, you should have a written policy about tardiness and absenteeism.
It doesn't need to be lengthy, but it should outline how and when you discipline employees for tardiness and absenteeism.
Many businesses utilize verbal warnings, followed by written warnings and, in the worst-case scenario, suspension or termination. The policy doesn't need to be overly specific, but it should provide a general outline so that new and current employees understand your expectations and consequences for excessive lateness.
Keep Records Any time you give an employee a formal warning, it should be recorded in his personnel file. Even a verbal warning should be noted. Some workplaces have employees sign a document when they receive a verbal or written warning, acknowledging that they have received the warning.
A written warning may also include a plan to improve performance and outline consequences for continued tardiness. Giving a Verbal Warning When giving a verbal warning for lateness, pull the employee aside and go someplace private for the conversation, such as your office.
Let the employee know that you've noticed his frequent tardiness, and ask why he has been late. Explain the impact his lateness has on you, your business and his co-workers. The employee may become defensive; allow the employee to vent, but emphasize that being on time is his responsibility.
If the reason he gives for his lateness is something you can accommodate, such as moving his start time one hour later to allow him to drop off a child at school, do so. Giving a Written Warning Go someplace quiet and private to give a written warning.
Review the previous verbal warning or warnings the employee has been given.
Let the employee know that continued lateness isn't acceptable and ask what steps he will be taking to be on time in the future. Document these steps as part of the written warning.
Discuss consequences for further lateness, including suspension or termination, as appropriate.
Ask the employee to sign the document. You should also sign the document and provide the employee with a copy.Letters to Employees. Letters to employees are letters written to individuals who work for an organization or for another person.
If you are an employer or manage a group of employees, the chances are that you will have to write to the employees at some point. Document these steps as part of the written warning. Discuss consequences for further lateness, including suspension or termination, as appropriate.
Ask the employee to sign the document. Excessive tardiness may result in disciplinary action being taken, i.e., a written warning letter. An associate will not be paid for the time he or she is tardy to work. An associate will not be paid for the time he or she is tardy to work.
This letter shall serve as a written warning, that if excessive sick leave usage continues, you will be placed of a medical certificate requirement.
You may also receive a less than good rating on your performance appraisal in the area of “attendance”. Sample Written Warning Letter For Tardiness Or Late Arrival Talart Ru -> Source Sample disciplinary letter tardiness inviview co 9 first and second warning letter templates free pdf word excel memo for employees absence review a sample written warning letter warning letter for late coming.
This is a first written warning being issued to you for violating our company policy on tardiness, as outlined in our company employee handbook. You were provided a copy of our company employee handbook at your orientation on June 1,