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Employment Issues: Tardiness/Absenteeism

You are Personal Director/Office Manager for an architectural firm. There are several teams of architects who have Administrative Assistants, one admin assigned to each team.

You have also just hired a new Receptionist. The company has a three month probationary period for new hires. On Week Two, she calls in sick two days. On Week Three, she calls in and says that she has had a car accident and will be in late. On Week Five, she arrives late for work four out of the five days at work, "due to traffic." On Week Eight, she tells you that she has to leave early as her boyfriend is scheduled for surgery the following morning and she has to help him with his preparation. She will not be in since she has to be there when he wakes up from anesthesia.

Towards the end of her probationary period, she comes to you and says that everyone tells her that she is doing a great job and that, in her mind, she should be given a raise in pay.

You discuss this entire situation with the senior management, who ask you what you recommend.

At the same time, one of the Admins, Jackie, has been coming into work late on a regular basis. She arrives wearing dark sun glasses and has a husky voice. You know that she sings in a cabaret at night. She has worked for the company for eight years and is well liked by all of the people in her team. She is up for annual review in one month.

How do you handle both of these situations?

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Employment Issues: Tardiness/Absenteeism

Tardiness and absenteeism should be addressed in the company's employment handbook. If not, then the following can be taken into consideration.

Is it an at-will state? This means that there is no contractual obligation between the employer and employee. Either party can terminate employment for any reason as long it's not based on an illegal reason such as discrimination. Also keep in mind; even if it is an at-will state, the employer must be careful in its termination procedures.

Documentation, ...

Solution Summary

You are Personal Director/Office Manager for an architectural firm. There are several teams of architects who have Administrative Assistants, one admin assigned to each team.

You have also just hired a new Receptionist. The company has a three month probationary period for new hires. On Week Two, she calls in sick two days. On Week Three, she calls in and says that she has had a car accident and will be in late. On Week Five, she arrives late for work four out of the five days at work, "due to traffic." On Week Eight, she tells you that she has to leave early as her boyfriend is scheduled for surgery the following morning and she has to help him with his preparation. She will not be in since she has to be there when he wakes up from anesthesia.

Towards the end of her probationary period, she comes to you and says that everyone tells her that she is doing a great job and that, in her mind, she should be given a raise in pay.

You discuss this entire situation with the senior management, who ask you what you recommend.

At the same time, one of the Admins, Jackie, has been coming into work late on a regular basis. She arrives wearing dark sun glasses and has a husky voice. You know that she sings in a cabaret at night. She has worked for the company for eight years and is well liked by all of the people in her team. She is up for annual review in one month.

How do you handle both of these situations?

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