Second Formal Review: Written Warning or Notice You should also warn them that you may terminate their employment if there is no substantial and sustained improvement. First Formal Review: Verbal Warning or NoticeĪt this stage, you will discuss reasons for the unplanned absence and advise them of the same implications. Counselling With Their Manager, Supervisor or a Human Resource Representativeĭuring these sessions, the HR professional, business leader, (or whoever is representing the company) need to lay out the company’s expectations for attendance and the seriousness of excessive absences. You’ll be able to recognize when you have a serious employee attendance problem.Īssess the situation after a few weeks if the employee hasn’t improved their attendance record, it’s time to step up your approach and address the issue formally.ĭepending on the structure of your company and the rules laid out in your attendance policy, here are the steps you would have to take for formal disciplinary action: 1. Read our article on how to create a flexible work schedule policy to learn more. For example – they can receive a bonus after a year’s worth of good attendance. You could also consider allowing employees to work remotely, some or all of the time.Īdditionally, consider rewarding good attendance, so employees have more of an incentive to come in regularly.

In some cases, you may be able to arrange a flexible work schedule if it doesn’t affect your business and other employees. Other situations may require a firmer stance, for example, when employees take a day or two off every week to recover from a weekend of partying. For example, if an employee has lost a family member or has issues with childcare, show them compassion, and give them extra time off if necessary. Sometimes you’ll need to be extra understanding. If employees have a good reason for staying off work, be accommodating and sensitive to the situation – because each one is unique and requires a different approach.

Walmart employee handbook attendance