TACKLE ATTENDANCE ABSENTEEISM AND TARDINESS BY HAVING A CLEAR ATTENDANCE POLICY IN PLACE
Now that your company has installed the latest
technology such as biometrics fingerprint system to monitor and manage staff’s
time attendance with the system constantly providing information about who is
absent, the frequency and reasons of the absent; what’s next in line?
The availability of this attendance data can
easily help you identify any disturbing patterns and address the problem head-on
by having a clear and precise attendance policy indicating this issue in
specific to avoid absenteeism from disrupting the company’s operation in the
future.
First and foremost, a company needs a written
attendance policy that covers from the kind of tool being used to record
attendance to how to use it, when to use it, where the tool is located and
consequences of not using it properly. Each staff needs to know that this tool
exists and the way to use it properly in order to generate correct attendance
data. The tool and the process must be specified in the handbook to avoid
confusion or the risk of employees claiming misinformation. It is important to
stress to everybody that the rules and policies would apply fairly across the
company to avoid discrimination lawsuits coming your way. If in case management
staff is subjected to a slightly different treatment, spell it out to avoid
complications in the future.
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| Sample Attendance Policy for a company, it could be as comprehensive or as simple as you want it to be. |
Once this has been firmly established, how do
you identify who are the repeat absentees? This is where the time attendance
software and its reports come in handy. Refer to the attendance sheet, generate
tardiness reports, weigh in the excuses given and by now you can figure out the
hardcore absentees in your organization that needs to be dealt with. The
employer can also quantify the absences into dollars and cents to justify the
impact of excessive absence of an employee. When the company has established
that the reasons provided are not legit or borderline ridiculous, the next step
is for HR to address the situation, according to what has been written and laid
down on your attendance policy about committing excessive tardiness. The remedy
of tardiness should be spelled out clearly and in stages for clear understanding
and easy implementation.
Start with verbal counseling to give the
employee an advantage from having a paper record that will go permanently into their
employment record. However, when discussion fails to resolve the matter at hand,
a formal disciplinary write-up needs to be drawn to address this issue
seriously. Depending on the frequency of the written warnings in your tardiness
remedy, the objective is always to encourage the employee to show effort
towards improvement.
By having a clear and precise attendance policy
in place on how to tackle tardiness, both parties now know what are the
consequences involved if such cases occur and the company can control the
problem from escalating and causing further loss and disruption of company
operations.
Now is the chance to inspect and examine your
attendance policy and tweak what’s necessary to combat truant behaviors at the
workplace.
Try TimeTec Cloud for FREE and find out how this solution could benefit your organization effectively when managing tardiness at your workforce.
It needs proper professionalism to successively do it. It need proper attention and management of work force to control all the stuff. Business process outsourcing can do it precisely and can give you proper feedback.
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