Skip to content
The Employee Relations Division plans and conducts labor negotiations, implements labor agreements, and assists managers and supervisors with employee issues, including corrective action.
Employee & Labor Relations
Employee & Labor Relations
Primary Navigation Menu
Menu
  • Home
  • COVID-19
  • Resources
    • MOUs
      • AFSCME MOU
      • BCTC MOU
      • CNA MOU
      • DSA-Sworn Safety MOU
      • Extra Help MOU
      • LEU (DSA Non-Safety) MOU
      • OSS MOU
      • SEIU MOU
      • SMCCE MOU
      • UAPD MOU
      • Probation & Detention Association (PDA)
    • Resolutions
      • Confidential Resolution
      • Management Resolution
      • Unrepresented Attorney Resolution
    • Employee Relations Handbook
      • 1. Introduction to the Employee Relations Handbook
      • 2. Documentation
      • 3. Probationary Periods
      • 4. Introduction to Performance & Conduct
      • 5. The Skelly Process
      • 6. Performance
      • 7. Conduct
      • 8. Conducting Employee Investigations
      • 9. Tardiness & Absenteeism
      • 10. Employee Assistance Program
      • 11. Overview – Grievances & Appeals
      • 12. The Grievance Process
      • 13. The Civil Service Appeal Process
      • 14. Classified & Unclassified Employment
      • 15. Seniority & Layoffs
      • 16. Work Schedules
      • 17. Leaves of Absence
      • 18. Labor Relations
      • 19. Reference Checks
    • Limited Term Employee Handbook
    • County Policy
      • COVID-19 Policy
      • Admin Memos
      • Civil Service Rules
      • County Ordinance Code
      • Master Salary Ordinance
    • Procedures
      • COVID-19 Procedure
    • Training
  • FAQs
  • Contact Us
  • About Us

Sample Counseling Memo for Tardiness

In 9. Tardiness & Absenteeism
Tagged Absenteeism, Employee Relations Handbook, Tardiness

DATE: Today’s Date

TO: Name, Office Assistant II

FROM: Name, Supervisor

SUBJECT: Tardiness

EMPLOYEE NAME, on (dates) you were tardy in your arrival to work. On those dates, I counseled you regarding the need to be at your desk ready to begin work at 8:00. Since then, you have been tardy on DATE and on DATE. Your late arrival adversely impacts our ability to serve our clients and can no longer be tolerated. It is your responsibility to arrive to work on time.

My expectation is that you have no tardies in excess of 15 minutes, and no more than two tardies of 15 minutes or less, per month, on an ongoing basis.

You may no longer make up the time, nor may you use accrued vacation, holiday or compensatory time to cover any instances of tardiness. Rather, this time will be charged to Leave without Pay (LWOP) or Absence without Leave (AWOL), as circumstances warrant. Should you consistently meet these expectations for a six-month period, I will consider lifting the LWOP requirement.

To assist you in improving your attendance, I am making a job performance referral for you to the County’s Employee Assistance Program. The services provided by the Employee Assistance Program may assist you in resolving any personal difficulties that may be contributing to your absenteeism, and you may take advantage of this referral by calling 1-800-834-3773.

Please be aware that tardiness and AWOL are violations of Civil Service Rule XIII and are cause for disciplinary action, up to and including dismissal from County service.

cc: Supervisory File

2015-04-01
Previous Post: Can an employee use other accrued leave in lieu of sick leave to cover unplanned medical absences?
Next Post: Sample Leave Restriction Letter


Get it on Google Play


Get it on Google Play

Designed using Chromatic. Powered by WordPress.

Employee & Labor Relations