I have an employee and I need to Write her up for missing too much time.?

Question

She is a good worker, when she there! My company doesn't have any formal write-up forms i have to say somthing about this and doucument this I just don't know how to go about it Some one please help!

Answer 1

As a manager of 200 staff, I can understand your frustration. To avoid the legal issues associated with this type of behaviour, the HR department where I work has in possession a document we use when dealing with absenteeism. I utilize this document alot and it helps me bring this concern to the attention of the employee. I would strongly recommend you read this.There are sample letters included in this as well.

http://www.uwo.ca/humanresources/docandform/docs/leadermanger/improvingperformance/attendanceissues/attend_aware.pdf

Good luck to you...email me if you have any further questions.

Answer 2

This is an issue: You should consult a HR book to find the correct wording..An attorney could review your letter but that might be overkill. Here is a good book on HR:http://www.amazon.com/gp/reader/0814472230/ref=sib_dp_pt/002-9592990-5388802#reader-link

Me being cheap: I would bring pen & paper to the library or book store & copy word for word a sample letter. I do know that you need to be specific rather than be very general, you need to document the time that she is not there..otherwise a conversation would be called for vs a letter. A letter might backfire on you if you do not intend to fire her because she will think that you are. If you want to keep her.. Have a private conversation with her. Tell her that you like her and she does a good job but if she can't comit to a time schedual, this will not work out.

In this day of legal Bull***t it is best to have a formal and established HR program. Do it even if you have a small business.

Answer 3

I'd get with someone in the company and set up a standard write-up form, it'll make your life easer in the future:

I hate writing people up but here we go;
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Person's name

(Reason for write up) Unacceptable attendance:

During the last X months you have missed (been late for) work X number of times.

According to the policy and procedure manual: (quote relevant sections ours goes something like this)

A person is considered late if they are not clocked in by the start of their shift. In the event the time clocks are not working security will make a note in their daily log as to the date and time of your arrival.......(you do have a policy stating what is acceptable and unacceptable attendance right? If not you need one)

The number of times you have been absent (late) is excessive, and while we understand that some absents are (sometimes being late is) unavoidable, the number of times you have been absent (late) is excessive and unacceptable.

(Put the action you would like to see here)

As you can understand that when you are absent (late) you cause more work for your co-workers, so in the future we request that you make the appropriate arrangements so that you can be at work (on time) to fulfill your duties.

Failure to correct this may result in further action, up to and including termination.


Signed


(Your name here)

Employee comments: (this gives your employee a chance to explain their actions.


(Employee signs here)

By signing this document the employee acknowledges the receipt of this notice only. It does not mean that employee agrees with this notice. In the event an employee refuses to sign this notice. A witness will write refused to sign and will sign their name to the notice, saying they witness the meeting with the employee and the employee refused to sign the notice.

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There bounce this off your boss FIRST, have them sign off on it, or initial it. When you present this to your employee have a witness there. THE WITNESS is not to SAY ANYTHING, just observe and sign if the employee refuses. Trust me you want someone there when you do this, at best you won’t need the person, at worst that person may save your job.

Hoped it helped and good luck.

Answer 4

Well, your stuck in a very sticky situation. If this is a constant thing than I'd report it to a boss, or a higher-rank employee. That would probaly be the best thing to do. Other-wise, when she is there have a talk with her and say, "Im sorry but your missing to much work, your a hard worker but, I'm going to have to report you." Say it w/ confidence and be a little sensitve, because there might be a reason to this situation. You never know.

Answer 5

You should probably prepare a standard form for work performance and/or general incidents in order to better cover you/your company's needs for documentation to 'report,' or retain evidence of, any such incidents. However, you would be better served to see how this would impact the employee, because ultimately if they don't care about it one way or the other then your wasting your time whatever you do. If this serves to motivate, then good. Though, the development of such procedures is a neccesary step in a professional organization, you need simply to give such matters the appropriate level of priority in your company in order to successfully navigate these challenges.

Answer 6

I was a supervisor with the State of Arkansas for many years, and they have allot of policies in place. What is allot? If you notice a pattern, ie, missing Friday and Monday, or one day a week every week. You must first have a oral counseling session with them. Keep a record of this counseling in a file. If it continues, you will do a written letter, tell them they will have to have a doctors statement to return to work if they continue to miss more than so many days a month. The next step if a weeks suspension,, with the knowledge they will be fired if this continues. Keep records of everything in their personal files.

Answer 7

don't you have an HR department? they are there to help you. You just need to explain to this person that although she does a great job, her attendance is shadowing her performance. Talk to her about the company policy and ask her what you can do to help her fix this problem. Then let the ball be in her court. You gave her the respect and the offer of help. Let's see if she will afford you the same respect. If she does, then you look good, if she doesn't then your job is easier.

Answer 8

Yes, it is essential to repremand her in writing. The form is not nearly as important as 1. documenting what she has done specifically, and 2. documenting that she has been told that missing more time could and will lead to employment termination. I would also suggest having a witness present at the meeting (e.g. HR rep), and have everyone sign the form. Be very constructive.

Answer 9

Must be tough to have that responsibility. My suggestion is to talk to her first and find out why she's missing so much time from work and tell her she will be written up due to policy and procedures. If you really like the way she works, try to come up with a solution that will be convenient for her schedule. If she wants to work less, hire someone else to cover for her time.

Answer 10

just make a formal warning in a letter format. like what someone would get for a late payment or something of that nature. If she's a good a worker as you say, a warning is probably all she needs. leave it on her desk, or wherever she has her things.