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Handling tardiness and no-showsAmanda Kramer
A. It's not a good situation, experts say, when an employee is repeatedly late or slips out a little too early from work. This is especially true when an employee's time and attendance habits begin to affect the person's work and co-workers. "Is it still important? Yes," said Bill Rushing, who runs The Insight Team, an executive training organization in Sun Prairie. But, "if it's not causing a disruption of some kind, then the human re-sources person isn't going to get involved. If the person is absent just a couple of times a year, or not on the job one day, then that's probably not an issue for most companies." However, Rushing said, if the employee is skimping on work each week -- aside from paid vacation time -- that's a problem. And it's particularly a problem if human resources managers begin to hear phrases like, 'I've got an appointment,' or 'I've got to see the dentist,' on a regular basis. Rushing said when that starts to happen, human resources managers need to ask themselves if the employee is still meeting the time requirements set at the beginning of the job. To determine if the behavior is becoming a problem, he said human resources managers should ask themselves questions such as: • Are the absences making it hard to schedule work? • Is the behavior affecting colleagues? • Is the time problem affecting other departments within the organization? If so, Rushing said, it may be time to sit down and have a heart-to-heart talk with the employee. He said to make sure to pull the employee's file to see if the behavior has been noted before. It's important to deal with the problem head-on, Rushing said, because the employee's behavior could eventually trickle down to the company's sales department or to their customers, affecting productivity and service. kramer.news@gmail.com madison.com ©2009 Capital Newspapers. All rights reserved. |
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