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Managing late attendance - you have to get it right, early...

by , 08 July 2016
Managing late attendance - you have to get it right, early...Many businesses have to deal with workers who, for whatever reason, always seem to be running late either for work or their shifts.

It's frustrating and time-consuming to manage... And often bad for the company morale when other colleagues have to cover for the late worker or wonder why they make the effort to arrive on time.

So read on for what you need to do about an employee in this scenario....

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What would you do about the employee in this scenario?

 
A worker is continually late and often doesn't even let his line manager know that he won't be on time.
 
Finally, after repeated verbal warnings, you meet with him and give him a first written warning about his tardiness. You also address ways to try stop the problem. You include what disciplinary measures the worker might face if his late arrivals continue.
 
A couple of days after the meeting, the worker goes on sick leave and has been on sick leave now for five weeks. He has given you medical certificates for this period.
 
But how long is he allowed to continue to take sick leave - as long as he has the necessary documentation?
 
And today you receive an application from him for annual leave – do you accept it?
 
Without reading further, what would you do if you were the boss?
 
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The answer is:
 
An employee is entitled to take any personal leave they have accrued, and unpaid leave in circumstances where they've exhausted their accrued personal leave and can give medical certificates to support their leave.
 
Were you aware that an employee can be on leave for illness or injury for 30 consecutive days, or 30 days in a 36-month period, before being able to be dismissed for absenteeism (if that's the outcome you're going for)?
 
Taking any adverse action against the worker before this time could expose your business to a CCMA case for going against the Basic Conditions of Employment Act (BCEA).
 
You may refuse a request for annual leave when it's reasonable. But if a refusal is reasonable will depend on the reason for the refusal.
 
Subscribers to the Practical Guide to Human Resources Management can access more help dealing with absenteeism in chapter A02: Absenteeism of the handbook.
 
It covers topics such as:
·         How to manage workers who are often late for work;
·         Reinforcing attendance expectations;
·         Monitoring reasons for employee absence;
·         Implementing a plan for dealing with absenteeism; and even
·         The 10 cheap tricks employees play to get a day off work... And how you can put a stop to them
 
Don't wait for a lateness or absenteeism problem to spiral out of control. Get you copy of the Practical Guide to Human Resources Management Handbook and start addressing any problem right now.
 
Or better still, take a proactive approach to preventing absenteeism becoming a problem in workplace by using the helpful hints and tips in the handbook.
 
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