They run late. They call off last-minute. They always seem to suffer from a mysterious "illness" the day after a holiday. And their chronic attendance problems are driving you nuts. Frequent absences negatively impact your team's productivity, efficiency and morale. Regardless of the size of your organization, responsible employees become annoyed when they have to repeatedly "pick up the slack" for unreliable, inconsiderate workers. As an employer, it's important for you to give your team time away from work when they really need it. But if employees are taking advantage of your good nature, it may be time to address time and attendance issues head-on. Here are a few practical tips from our Nashville staffing agency to get you started.

1. Too many employees
calling in sick?

2. They run late.

3. Call off last-minute.

4. Seem to suffer from a
convenient “illness” the
day after a holiday.

5. Frequent absences negatively impact your
team’s productivity, efficiency and morale.

6. Responsible
employees get
annoyed when
they must “pick
up the slack”
for unreliable,
inconsiderate
workers.

7. As an employer,
it’s important for
you to give your
team time away
from work when
they really need it.

8. But if employees
are taking
advantage of
your good nature,
it may be time to
address time and
attendance issues
head-on.

9. Here are a few
practical tips to
get you started:

10. Create a written policy.
Update your employee handbook to include
a clear time and attendance policy.

11. At a minimum, your
policy should include:
• Allowed vacation time
• Personal and/or sick time
• Paid/unpaid leave, etc.
• Family Medical Leave Act (FMLA)
• Guidelines and timelines for
requesting time off

12. Communicate clearly.
Repeat your message to new and existing
employees to eliminate the “I wasn’t aware
of our policy” excuse.

13. Send periodic reminders to all employees
in emails, meetings, company newsletters,
even check stub memos.

14. Document issues.
Record each employee’s absences to detect
noticeable trends. Track how long any
unacceptable behavior has occurred.

15. Note problems
such as an
employee
regularly calling
off on the same
days of the
week or around
holidays.

16. Address problems
directly.

17. The best time
to talk about
an employee’s
attendance
issues is when
you first notice it.

18. Meet with the
offender in private
to discuss the
behavior.

19. Explain the
effects their poor
reliability has
on their team
and the entire
organization.

20. If his reason is
one protected
by FMLA or the
Americans with
Disabilities Act
(ADA), evaluate
your options for
accommodating
their scheduling
needs.

21. Move toward resolution.
Clearly explain how they must change their
behavior and when you will meet again to
review their progress and compliance. Be
sure they understand the consequences.

22. Write up what
you discussed
in the meeting,
and then require
the employee to
provide written
acknowledge-
ment.

23. Need reliable workers – without
the employment hassles?

24. Wood Personnel consistently
delivers dependable, hardworking
people who hit the ground running.
Contact us today!