Nearly every employee has been late to work at least once—including me—but there were a few who have made it a habit to not be on time- always.
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If there is no specific office policy concerning tardiness, you will have to be creative. Let them know right away that you’ll give them one week to shape up and show some effort to be on time to work. Let them know that beginning of the following week they will be suspended from work for one work day if they arrive late. If you have the authority to do this, decide on if you can afford to have them away from the office for a day. Each tardiness, the day determined to be determined by you. Otherwise, for every minute they’re late, they work ten minutes overtime. Or save up the ten minutes or whatever statement you use. They can work it off at your bidding. If this or some version of this wouldn’t work for you, you’ll have to come up with a different plan. The main point is to get them where it hurts. They have to know you mean what you say. You should write up specific details of what is expected. This will go for others if they are ever habitually late as well. Keep a roster, calendar or whatever works for you to keep a record of their activity. Your consistency is essential. Don’t feel badly and ease up. By being consistently tardy, your employer is cheating you company, you and their co-workers. Consider adding to your expectations, a lengthier suspension and possible eventual firing.
At first, you can try to out why they’re late. Is it a problem at home? If it is, try to find a solution, if possible. If it’s commuting problem, you can give them an exceptional time-in. If it’s none of these aforementioned problems and if there is no satisfactory explanation, start keeping a performance chart for a month or two. If still late, call them to other and probably give a last warning. If there’s no improvement still, issue a verbal warning then a written dismissal warning. All these are to make sure you give such employee enough benefit of doubt.