Struggling with Staff Attendance Attitudes: Are Warning Letters Effective?

I am facing a problem with a few staff members who have an attitude issue regarding their attendance. For your information, these staff members have received several verbal warnings before management decided to issue the first warning letter. Is this effective? Is there any solution to this problem? Any ideas or experiences to share would be appreciated.

Please suggest to your Head of HR to call them and counsel each employee one-on-one. After counseling, issue them a late-coming notice with a stern warning that any future instances will result in disciplinary action.

Make sure to record the issued and acknowledged letter in their personal file for review during performance appraisals.

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For Red Star Group
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Steps to Address Attendance Issues

Following steps would help:

1. Check your policies to ensure you have clearly mentioned working hours and flexi-timings. Also, see what events can give you rights for termination of service.

2. If policies do not exist, then draft the attendance policy. (Latecomings, shorter working hours, unplanned leaves to be taken care of).

3. Send an email to the entire organization requesting them to adhere to these policies.

4. Track and record breaches by these employees. Keep proof of it.

5. Send this proof along with a warning to employees, and follow it up with one-on-one discussions.

6. Subsequent violations can be penalized by:
- Lower KRA ratings
- Deduction in salary
- Termination of employment

Hope this helps.

Addressing Staff Tardiness

Why are a "few" staff members late? Is there any genuine reason for their tardiness? As an HR professional, what assistance can you provide to help them arrive on time? Are they critical or important individuals for the organization's growth? Do they arrive late every day? Do they receive support from senior managerial personnel?

Please let me know if you need any further assistance.