Discipline Case Study: Poor Attendance

This is a classic. Good employee starts missing a day every work week. It begins to be a chronic pattern after three weeks in a row.

The Manager's best course of action is to tell the employee that this frequency of absence is not acceptable and must be corrected. Also, asks the employee about the cause of the absences to determine if the Company can be of help.

This conversation is documented as a verbal warning.

If the absences continue the Manager meets with the employee and for a written warning. Always present the next disciplinary step so the employee knows the consequences of continuing unacceptable behavior. In this case the next step would be either a final written warning or (ironically) a brief suspension from work without pay. The final step in a case like this is termination of employment.

Here we have applied the principle of the disciplinary consequences matching the seriousness and nature of the problem.

If we apply this principle to a case in which an employee does not report to work for three straight weeks. Regardless of reason (other than acute illness or sudden disability) the disciplinary action would be either an atomic final warning or termination of employment. Which action would be influenced by factors like length of employment, performance level and contribution level. Very good idea to get professional HR advise here.

Note: If the employee informs you that they have a disability you may be sailing in the waters of the American with Disabilities Act (ADA.) Then you definitely need professional HR support.

Lance