Time is the most valuable commodity for everyone especially employers. It is implied that every employee is expected to be punctual and present on every working day as expressly stated in their contract of employment or letter of appointment. Theft of time occurs at work when an employee is paid for work that they have not done or for the duration that they did not in reality put into.
Although eliminating the problem promptly that any absence or lateness is unacceptable. From here, the employer would be able to identify problematic employee weekly and ensure that there is no undue delay in taking an action against the said problematic employee. Any delay on the part of the employer would be reflected as the employer condoning the employee absences and lateness.
- Strike while the iron is hot. Always request an immediate explanation of their absence or lateness as it occurs. This will notify the employees that the company is aware of the issue and expect a positive change in their behaviour. Managers and Supervisors must be trained to carry out this discussion in a firm but friendly and unemotional manner.
- Implement a flexi-time scheduling system if practicable. Employees can start work at a time that suits them in the morning and finish work eight hours later as per their normal daily working hours depending on the nature of the company’s activities and business.
- Examine the time-keeping record system frequently to detect patterns of behaviours. For instance, some department would have a higher rate of absence and lateness as compared to others. This would indicate that there may be a problem with the supervision received by the workers in the department or there may be some other factor which gives rise to the absence and lateness.
- Establish that policies on lateness are not excessively strict. Once in a while, there would exist a situation that when an employee is late for reasons that genuinely beyond his control. An organisation may sort out a policy whereby lateness is ignored if it occurs no more than twice a month and on each occasion, the lateness is not more than 15 minutes.
- Be firm on the ground that no manager or supervisor ignores incidents of absence or lateness because the worker is an excellent performer. Rules need to be consistently upheld.