Effectively Managing Employees with Attendance Issues

Effectively Managing Employees with Attendance Issues


Managing Employees

Your employees’ attendance is your calling card and the best way to grow your business in the most favorable light. While a prospective employee will ultimately contribute to your business in terms of performance and productivity, attendance is important. This information helps promote a favorable environment within your business so that your employees are on time and working to their full potential.

Attendance Plan

Encouraging good attendance begins with setting goals or expectations through a clear cut business plan. When should the employees start to work every day and what flexibility do they have in terms of timings, all these details go into the plan. Are your employees aware of the attendance requirement? The way you communicate regarding this matter is almost as important as the growth of your business. When addressing your employees, give primary consideration to what they are expected to do. Most employees will be on time and others need some extra push on attendance.

Your goal is to present the guidelines and make the employees follow them. This holds good for matter like attendance as well. When there are issues, it is better to focus on those issues rather than punish for the absence. Depending on the nature of the issue, you may want to work with the employee and ensure the most professional way of handling it. This is crucial when the employee is otherwise in a good-standing and contributing to the business productivity. Your guidelines will introduce attendance requirement and focusing on the issue will pay off in the end.


Finding Solutions

Finding Solutions

When employees are late, talk to them and make sure that they don’t accept absence as a norm. Gather information on attendance through their records and note days they were absent as well as the reasons. Reviews those records personally with the employees and remind them of the business expectations on the spot. Make them understand the disadvantages of taking leaves and how it would affect the rest of the team. Work with them to come up with a solution, identify the factors that are making them miss the work and make an informed estimate of the chances of their success.

Better yet, gently remind them to set their alarm to an early hour. This plan will work well for an existing long-term employee as a new one. Think carefully about every word you say, how you handle the issue, and how the various details on the record and your solutions must fit together to form a viable idea. For example, if an employee is late due to a child’s school time, consider adjusting their start time to a different time slot if possible. Crystallize their requirements and commit them to record so they can be evaluated at a later date.

If one employee is offered a choice, make sure the rest of them are fine with it. In essence, be fair in managing attendance and avoid discriminatory practices. Evaluate your solutions, document your conversation and follow up to make sure that there is improvement. Normal corrective action should only be exercised if the attendance issue persists even after many sessions of trying to work out the solution with the employee. It is also important to establish realistic, attainable goals when it comes to attendance.


Underlying Causes

Underlying Causes

Sometimes, there may be underlying cause such as a health issue that is preventing the employee from getting to work on time. In such cases, Americans with Disabilities Act allows to have a reasonable accommodation. It is the duty of the employer to maintain an ongoing process of investigating, and evaluating such information, identifying needed resources for such employees, setting flexible time and preparing a road map for achieving them without conflicts.

Employees who have health issues that make them run late to work may also be eligible for a leave of absence under certain laws. The employees may also qualify for intermittent leave under FMLA to recover through an ongoing treatment. Employee guidelines for attendance are exactly what they are, detailing what the employees are expected to do, how management intends the employees should behave and of greatest importance, why it is expected that employees need a good attendance record.

Those who have personal business to attend may be interfering their normal work hours. The companies that have restrictive attendance policies are likely to face more instances of employees calling in and pretending to be attending personal business. With flexibility to those policies, employees will be able to schedule time off in advance and provide accurate reasons for the absence as well.

To be Effective

The company’s policies must detail when and for what reasons the employees can take leave and how they should notify prior to taking the leave. Managing employees with attendance issues requires time and effort, but the task is certainly not beyond the reach of any business.



Article provided by NECHES FCU, with convenient locations in Beaumont, Lumberton and Bridge City.
Neches FCU is a Texas Credit Union with an attentive team of professionals ready to serve their 45,000+ members. Every day, at their service centers, the core objective of “Ultimate Member Satisfaction” becomes the imperative for every representative. They are known for a dynamic and fast-paced work environment, delivering a memorable service experience, and where clients are known by their name.

Giving Ex-Cons a 2nd Chance by Banning the Box

Giving Ex-Cons a 2nd Chance by Banning the Box

The box – that’s how those who have been incarcerated think of it. It’s the box you have to check if you’ve ever been convicted of a single minor crime. This single line on an employment form can make it difficult for someone to ever get a good job – forever.


Ban the box

What the Box Means

The box is a line on any employment form. Anyone who has done any kind of crime needs to check the box if they have served time. This applies to those who have a murder conviction. It also applies to those who have a minor drug conviction for possession of a single marijuana cigarette when they were twenty. Even thirty years later, the applicant must still check the box when filling out an employment form for a job.

The Anti-Box Movement

In recent years advocates have argued in favor of banning the box on an employment form. They point out that many people have completed their time, done their debt to society and yet still must pay for their crimes. Those who must check the box know that employers are unlikely to hire them. They know that all too many employers do not care why someone checks the box.



Disqualification from Employment

Many advocates point out that many employers will automatically refuse to hire someone who checks that box. They will make a unilateral decision to simply refuse employment when the applicant checks the box – even if the prospective employee has the qualifications, skills and education necessary to do the job. Checking that box means that they will not get hired for the job.

Disproportionate Effects

The box does not affect all people equally. A young man from the upper classes with money has parents who can hire a lawyer. Should their son get into trouble with the law in some way, the lawyer can make sure they do not get a lasting conviction. The same is not true for many poor minorities. Many young black men are more likely to be stopped by the police. This is because they happen to be living in neighborhoods that are more likely to be crime ridden and have a heavier police presence. As a result, they tend to get searched more often.

Joe Rich Guy

Under the present legal system, two people can commit the exact same minor crime. Joe Rich Guy has a single driving under the influence. He gets a good lawyer. He gets the case dismissed. Or he gets probation for his client. Joe Rich Guy gets a clean slate in life. Joe Rich Guy never has to mention to anyone what happened to him. He can go apply for any job he wants without the employer knowing about his prior conviction.

John the Poor Man

John the poor man isn’t quite as lucky. He also has a single incident where he’s caught driving drunk. He has no money for a lawyer. His court assigned advocate has thirty-five cases on his roster. He has no time to fully investigate his client’s history or any kind of mitigating factor. He meets with John the poor man and tells him to take a plea. John the poor guy knows nothing of the justice system. He agrees to take the plea.

As a side-note, this employment law piece was written to educate and protect small to mid-sized businesses from labor violations. Having employees requires quality labor law protection. If you’re based in Biscayne Park, consider one of these labor law posters for total employer compliance. Their in-house legal works around the clock to ensure customers’ compliance posters are always in total adherence to the regulations.


Net Effect

The Net Result

So we have two people with pretty much the same minor crime. One person walks away because he has good legal counsel. He never needs to talk about his crime. Another person isn’t so lucky. He has a criminal conviction now. Every single time the second person looks for employment, he will need to check that box. The result is two sets of employment opportunities – one for the rich and another for the poor.

Many Incarcerated People in the US

The U.S. has one of the largest populations of people in prison. Hundreds of thousands of people are incarcerated each day in the United States. The vast majority have only done minor crimes. They have harmed no one. They haven’t murdered anyone or raped anyone or robbed another person. And yet a single mistake will haunt them for the rest of their lives.

The Only Fair Thing to Do

This is why the ban the box movement exists. Banning the box allows people to move on after committing a crime. Banning the box means that more Americans can have access to meaningful employment that allows them to reach their full potential. As the number of incarcerated people only continues to grow, it is clear that this movement has momentum. Many people hope for a day soon when all people will be equal in front of the law and in front of any potential employer.