Dealing with Attendance Issues

Dealing with attention IssuesPeople take days attain and atomic number 18 some cadences late for work. That is a given. The most earthy problem is when people take days off when they argon non puke, such as scatty to stretch the weekgoal into 3 days, but when they unfeignedly are sick, they come into work beca utilisation they circle about mental test out of sick days. This is not good for the employee or other employees as they freighter become sick. The real problem, however, happens when they think out sick after they carry exceeded the sick days allowed for the year. You cant turn a blind eye to this behavior and it is unfair to those who make for it a point to come to work daily and are on time. It is usually just a couple of employees who are the culprits. It is especially hard to constrict laid with attending problems with a person who is otherwise a great employee. Nonetheless, you get hold of to deal with it, and with equality to all.hither are eight poi nts to keep in mind on how to control and possibly reduce attention issuesMake sure your employees understand your view towards attendance. Make it a point to share your passion towards having a low absentee and tardiness department. Your supervisors also really drive to fully understand the attendance expectations as they are on the front line and egress see the infractions much more easily than you. If HR has not created one, have an attendance policy that clearly lays out the guidelines. Also lead by example by getting to work a bit early, leaving a bit late, and rarely, if ever, call out sick.Have your employees call you direct kind of of their immediate supervisor. They might think twice knowing you, the manager, go away answer the forebode or hear the voice mail.Maintain accurate records. in that respect are easy to use parcel programs to track attendance. You can even use something worry your Outlook calendar to make a short letter of each infraction. Create easy to use codes to not take up too much space. For example, instead of John Doe called out sick or John Doe was 15 minutes late, use something like JD-S or JD-15m.Look for trends. If you see an employee call out on a Friday or Monday, chances are they are taken advantage of sick days for pleasure. If you see an employee call out at the end of the month when your department is at its busiest, you most likely have someone who is not a police squad player. If an employee is always around 5 to 10 minutes late, its not just a one off traffic jam but someone who just is not making the effort getting correct and to work on time. You might even see repetitive signs of sickness or tardiness with the employee looking like they have been partying all night. You want to address these trends as soon as possible.Individual problem have a one on one encounter. Multiple people hold a team meeting. When you have an individual or two who are repeat offenders, you want to deal with them separately. Dont punish all for a few problem employees. However, when you are seeing a trend with multiple members of the team with attendance issues, you need to hold a team meeting and show the statistics. Stress how it can damage the achievement of goals. minify absenteeism might even turn into a goal in itself. This will show all that you are serious about attendance, and how their attendance is important to the overall success of the team. Stress that you should not have to engross more people to achieve the goals callable to poor attendance. This will put on certain associate pressure that can work to your benefit, especially if you offer a reward to the team if they achieve an attendance record you have set.Allow for personal business. It is better for your employees to be up front and tell you the truth. There might be a few occasions when someone needs to take some time off in the day to handle something that can only be dealt with during business hours. Just make sure they do no t take advantage of this gesture.Create an award program for those who do not call out or are tardy for a certain period of time. It can be a paid day off or other ideas that were given in lesson 3. It shows that even though you are a stickler regarding attendance, you want to show your appreciation to those who make it a point to show up to work and being on time.Have them make up time missed to make up for time lost. Depending on state laws and comp either policy, this may be an option. If not, can they use some of their holiday time, or get no time if they have already used up all of their sick time? The no time means they would not get paid for the time missed. It would affect periodical/non-exempt employees much more.Steps to take when dealing with attendance problems1. Counsel and verbal remonstrate withing E-mail, or get their attention privately as to not embarrass the individual, to meet in your office. Start off by stating you are concerned over the absences or tardines s. Establish the reasons and determine what needs to be done to ameliorate the attendance issues. If the problem does not appear to be a major health issue of any sort, you should advise the employee that an improvement in attendance is expected, or the next step in the procedure will be taken. There should be no more attendance problems for the following 6 months. Monitor the attendance monthly and proceed to step 2 if the problem continues. Document this meeting and consider it a verbal pattern, not a written warning. You should notify HR if there are any medical issues that can possibly keep the employee out of work for any length of time. If the doctor confirms fitness for work, the employee needs to be warned about the consequences of continued absence.2. First written warning If the employees absences continue, set up a second meeting. body politic the purpose and be prepared to discuss the reasons for the absences. Talk about the implications and how it affects the team an d department, not to mention the company, and warn that if the problem continues, employment may be suspended and/or terminated. This all depends on how HR has set up the attendance policy. Document this meeting and consider it a written warning. Monitor for improvement, if there are hush up problems, go to step 3.3. Second written warning or suspension If there is still no improvement, consult with HR on what should be done next. If you can, and would like, set up another meeting with the same criteria as described in steps 1 and 2. Listen to what the employee has to say, and let them know you will get back to them to determine the next step. You can either give another written warning stating the next infraction is automatic suspension and/or termination, or go straight to the suspension stage. Again, this is decided on the existing HR policy.4. Suspension and/or termination If no improvement in attendance occurs, you should proceed with a temporary suspension without pay. The i ntention to suspend should be confirmed in create verbally with details of start and end dates. HR will be involved and your presence may or may not be required. It is imperative that you have documented every meeting with exact detail. This might be needed if it ever goes to court.If it is determined that the employee should be terminated, the employee should be advised that as a result of excessive attendance issues, they will be dismissed. At this point, HR policies regarding pay and benefits will be discussed. in the first place you take drastic measures with all that has been discussed so far in this lesson, make sure the problem is not morale related or some other underlying issue. The fault might be yours due to departmental cracks, which you will need to find out what is wrong and fix as soon as possible. There might also be a problem with the time clock, parking situation, or computer programing that you should do your best to fix, or come up with an alternative solution.