No-Fault Attendance Plan - Action Checklist
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Taking disciplinary action for excessive absenteeism. Verifying illness after a specified period of time. Using PTO banks to help reduce unscheduled leave. Focusing on personal recognition for employees with positive attendance records and behaviors.
Specific facts (not opinions) about the situation. The rule or policy violated. Objectives and expectations for improvement. Disciplinary action being taken. Consequences for not correcting the problem. Signatures and dates.
Regular attendance and punctuality are vital attributes for all employees. It is important for employees to attend work regularly and to arrive at work on time, because failure to do so detrimentally affects employee morale and productivity.
Make Employees Aware of Expectations. Analyse Attendance Records. Have a Clear Policy in Place. Make Employees Aware of the Consequences. Follow Up With Employees Upon Their Return. Identify Any Hidden Causes.
Create an employee attendance policy. Enforce your attendance policy consistently. Keep track of employee absences. Address unscheduled absences and no-show's immediately. Don't just treat the symptoms, discover the cause. Don't forget to reward good behavior.
Create a form that includes spots for the employee's name, description of the offense, dates of absenteeism and the actions you've taken so far to reduce the absenteeism. The standardized approach keeps the write-up professional and organized, helping you remain tactful even when the employee's behavior is frustrating.
What is a good attendance policy? A good attendance policy includes all guidelines regarding taking leave, tardiness, early outs and no shows. The policy should be detailed and list all the repercussions for poor attendance.
Make Employees Aware of Expectations. Analyse Attendance Records. Have a Clear Policy in Place. Make Employees Aware of the Consequences. Follow Up With Employees Upon Their Return. Identify Any Hidden Causes.
Starting to Write State that you or management is having a problem with that employee's attendance. Make sure you have the exact dates and times documented, and then present it to them. Express concern over the issue. Remind the employee of future expectations.
