When you have a situation whereby an employee is repeatedly late, then it is time to take action and ascertain the underlying causes of their tardiness.
While someone who clocks in one or two minutes late may not be having too much of an impact on your organisation, it is always a good idea to nip more chronic lateness in the bud before it is allowed to impact profitability and productivity.
Of course, there will be some situations where lateness is inevitable, such as a motorway accident, a cancelled train, or a broken alarm clock, but when this starts to happen on a regular basis, most supervisors agree that questions need to be asked. Many may want to start by having an informal discussion with the worker about their lack of timekeeping. Often, this will be enough to make an employee take heed and address the issue.
There are also other options for addressing and preventing tardiness in the workforce, including;
Technology - Mitrefinch time and attendance software can help you gather accurate data on an employee's timekeeping patterns. This can be used to support you in the event that you need to take disciplinary action against a repeat offender.
Reminders - Workers should be reminded of the company policy regarding lateness. This should be reinforced with new members of staff and during training.
Disciplinary action - Ideally, this should be a last resort. However, when you are dealing with repetitive lateness, it is necessary to take action. The employee in question should be given a verbal warning, followed up with a written warning if the behaviour persists. All action taken should be recorded and countersigned by the employee in case of any issues and subsequent dismissal.