How Should I Address an Employee's Tardiness Without Being Too Harsh Initially?

Dear Seniors, I have an employee who joined the organization a month ago. He seems to be very casual about the company's discipline. He was found not observing the dress code. After receiving 2-3 verbal warnings from different individuals, he started following the dress code. Currently, the issue is his late arrival at the office. I am seeking advice on the best approach to warn him about his tardiness without being overly strict for the initial warning. I intend to take more serious actions if he continues with this behavior after the warning.

I would appreciate your valuable suggestions, Seniors.

With regards to your query, I would suggest you try to find out the reason for his late coming. You can also deduct the leaves from his account if he comes late more than three times in a month, as you mentioned you have already given him warnings.

Regards,
Supriya

Deterrent Actions for Intentionally Erring Employees

As mentioned by Supriya, a salary cut is one possible action. Additionally, issuing a memo for disciplinary action and keeping a record for consideration in annual appraisals are recommended steps.

Regards,
Pon

Handling Employee Tardiness After a Warning

Regarding the query, I suggest that if he comes late after receiving the warning letter, you can directly mark him as absent and let him go back.