| A widespread discipline problem for employers is absenteeism and tardiness. Some employers have established programs designed to minimize absenteeism and tardiness. Effective programs must be communicated to employees. Employees must know what the attendance policies are and what attendance records will merit incentives or discipline.
Small employers may find a combination of approaches to be most effective.
Incentives: A reward policy will usually work better than a penalty policy.
The following suggested incentives might improve attendance and punctuality in the workplace:
- Departmental competitions that award a small bonus to the department with the best attendance record for a month or quarter.
- Using an employee's attendance record as a factor in granting salary increases.
- Offering attendance awards in the form of cash, extra leave, or recognition at a special lunch for employees who meet certain attendance standards.
- Paying for unused sick leave time at the year's end or upon termination.
- Allowing employees to annually carry over unused sick leave or convert the unused leave to vacation or personal days.
Additionally, some employers use the concept of “personal days.” Each employee receives a number of personal days, rather than sick days, each year. Employees may take personal days at any time, for any reason (with proper notice where possible). This practice may greatly improve employee morale, as the employees are granted more freedom in their workplace decisions.
Discipline: Establishing clear standards for attendance may involve designating steps for discipline, such as the following:
- An employee who is absent or tardy for ______ days within a day period will get a verbal warning.
- An employee who is absent or tardy for ______ days within a ______ day period, after the verbal warning, will receive a written warning.
- An employee who is absent or tardy for ______ days within a ______ day period, after the written warning, will be suspended without pay.
- An employee who is absent or tardy for ______ days within a ______ day period after suspension will be terminated.
Employers should carefully monitor their attendance policy. Adherence to a strict attendance policy may be unlawful if giving an employee time off would be a reasonable accommodation for an employee's disability under the Americans with Disabilities Act (ADA).
(Editor's Note: Reprinted from the Ceridian Abstracts newsletter.). |
