Corrective Action Steps

As in all corrective action, supervisors/managers must consider all pertinent facts and potential mitigating circumstances before taking action. Some factors to be considered are the employee’s past attendance record, the nature of the position, the impact of tardiness on customers and coworkers, the frequency of tardiness, and any actions previously taken in an attempt to correct the tardiness. Generally, tardiness should be dealt with as follows:

  1. The first instance of tardiness should normally be dealt with through verbal counseling. Infrequent tardiness which does not have an adverse impact on customers or coworkers should also be dealt with through verbal counseling. In these cases, the employee may be allowed to make up the time by extending the workday and the timecard need not record the tardy. The supervisor should maintain a note of the verbal counseling for reference if the problem recurs.
  2. If the employee continues to be tardy after verbal counseling or if infrequent tardiness has an adverse impact on customer service or coworkers, the next step is counseling confirmed in writing (verbal counseling followed by a memo documenting the counseling session. Please see sample Counseling Memo for Tardiness. The tardiness should be charged to accrued leave (vacation, compensatory time, etc.) or leave without pay. The counseling memo can contain a clear warning that any future tardiness will be charged to Absence without Leave and may result in disciplinary action up to and including dismissal. The counseling memo should also reference the availability of the Employee Assistance Program (see Section 10). Contact Employee & Labor Relations for assistance in drafting this memo.
  3. If the employee continues a pattern of tardiness after issuance of the counseling memo, further instances of tardiness should be charged to Absence without Leave (Code 060) and the employee should be issued a formal Letter of Reprimand. Please Letter of Reprimand. Contact Employee & Labor Relations for assistance in drafting the Letter of Reprimand.
  4. If the employee continues to be tardy, they should be issued a letter equating to a 2-5 day suspension (depending on the frequency and duration of tardiness). Such letters involve the Skelly process, and you should contact Employee & Labor Relations before taking this step. Please see Sample Skelly Intent Letter for Attendance.

If the non-punitive suspension does not stop the tardiness, progressive discipline will continue, and it can lead to the employee being dismissed.

If the employee has already been made aware of your expectations, leave problems are addressed like any other employee issue. If absenteeism is affecting the employee’s ability to get the work done, it is a performance problem. In this case, remind the employee of the specific performance expectations not being met and place him/her on a corrective action plan. If it is solely a conduct problem (e.g., the employee still gets their work done, but the absences cause coverage issues), treat it like any other conduct problem. First, counsel the employee and clarify expectations. If improvement does not occur, progressive discipline should be followed.

Please see Sample Letter of Reprimand, Sample Intent Letter – Excessive Absenteeism, and Sample Decision Letter – AWOL.

2026-03-19