Policy about Tardiness
Lateness policy in the organization is a fundamental human resource tool that will ensure that it is perceived by the employees as fair and considerate to them. Thus, an organization must have a policy document that enlists circumstances under which lateness for work can be condoned, Lateness can be defined as reporting to work at a time later than the conventionally- stipulated time, and this must be supported by viable sets of reasons (Secord, 2003). On the other hand, the policy statement should not have loopholes that would allow employees to be late, and make flimsy reasons with regards to this platform. Thus, the circumstances under tardiness must be clearly spelled, and any subordinating clause is redefined so as to foster higher discipline standards and responsibility at work (McConnell, 2005).
The following are some of the policy guidelines in which tardiness might be accepted at the organization;
Any form of tardiness must have an appropriate notification to the supervisor in charge. This means that an employee who experiences urgent or unavoidable circumstances when he or she about to go to work must notify the supervisor through the phone call.
The notification of the supervisor must go along with clear reasoning and supportive facts to the tardiness event. For example, one could be late due to riots on the road, a heavy downpour that leads to the road damage, sickness, or any issue that might be beyond an individual’s control.
The call and permission are accepted regardless of whether an employee had been scheduled for work or not. Work rescheduling is possible upon receiving convincing calls.
Late calls shall not be accepted as a formal request for tardiness. Late calls would begin one hour after the reporting time unless the situation did not allow for the phone call. For example, one is hijacked on his way to a job, and all his accessories taken, it might not be possible to make a phone call.
However, the rate of tardiness request should not be monotonous; frequent, but unjustified reasons might lead to dismissal.
Policy with regards to Absenteeism
Absenteeism is the worst case scenario where an employee fails to report to work, despite having 100% assurance that such employee would report the following day. The employment laws and employers’ policies stipulate that employees should attend their duties regularly; any case of absenteeism is highly discouraged are regretted. However, as human beings certain cases leading to absenteeism are unpreventable. Therefore, the organization bends down its laws and policies to give into such situations that might call for unplanned cases of absenteeism of employees (Valentine, & Jackson, 2013).
The following policies act as guidelines where absenteeism can be accepted, but again gives very strict conditions for such cases;
Absenteeism is the worst case scenario, and it can only be condoned under unavoidable circumstances. Therefore, the organization must be privy to such conditions, at least 1 hour before the official reporting time
Absenteeism can be formally accepted in a case where one experiences sharp or severe medical conditions before coming to work. Here, the employee might experience a strong headache, vomiting, any condition that might make it hard for one to attend job
Cases of unavoidable accidents, which lead to injury or affliction of stress to the employee
Under emergency sickness cases, the institution must be informed by a validly signed letter from an authorized hospital or medical facility
The death of a close relative must be complimented by a copy of death certificate to signify that death actual took place, and it made the employee not respond to work.
These conditions might warrant permission of absenteeism, and must be subject to confirmation by the management. Flimsy reasons and justifications shall not be considered as viable grounds for absenteeism, but will instead attract punitive measures (Secord, 2003). For example, suspension of benefits or termination of the employment contract might ensue due to weaker justification to absenteeism.
References
McConnell, J. H. (2005). How to develop essential HR policies and procedures. New York: Amacom.
Secord, H. (2003). Implementing best practices in human resources management. Toronto: CCH Canadian.
Valentine, S., Mathis, R. L., & Jackson, J. H. (2013). Human resource management. Australia: South-Western.
