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Taming tardiness in the workplace

Posted on April 4th, 2012 Read time: 1 minutes

HR administration generally should have policies regarding attendance, although the issue tends to be difficult to manage because everyone has specific situations that create exceptions to the rule.

However, there's a difference between coming in late for a reason and chronic lateness. CBS notes that explanations for such behavior may include job dissatisfaction, salary-related resentments or a less than clear company policy.

Yet, a San Francisco State University study found that most of the time, lateness isn't purposeful – rather, people who are chronically tardy tend to have the same personality traits. These include anxiety, a penchant for thrill-seeking and low levels of self control.

Of course, those issues aren't necessarily ones that management or HR administration can solve. But what they can do is make sure all bases are covered before issuing any sort of discipline.

JD Supra explains that you should hold off taking action if the employee meets Family and Medical Leave Act criteria, or falls under the Americans with Disabilities Act. These individuals are protected from repercussions under federal law.

The news source recommends creating written internal policies that address tardiness if you haven't already. Make sure that if you do feel the need to let someone go, you do so on legitimate grounds. 

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