素材一：The Effects of Lateness for Work on Employers
Productivity Loss An employee who isn't working when he's supposed to is an immediate loss of productivity. Routine interruption may throw other employees off, particularly those who rely on the late employee to do parts of their jobs. Frequently, late employees hinder productivity on a bigger level than an employer might initially realize. For example, an employee working on a project who is late 10 minutes each day for a week loses nearly an entire hour of work. If another employee needs the late person to do his project part, he may lose nearly as much work time despite being punctual.
Negative Morale Frequently late employees may lower everyone's morale. The late person isn't following the rules and may lead other employees to feel angry about the unfairness of the situation. The morale of immediate co-workers may plummet because the employee's lateness puts stress on them, especially if they have to cover for the late employee or fall behind in their own jobs.
Customer Dissatisfaction Late employee disruptions affect time-sensitive areas of the job, such as customer service. If an employee is late and doesn't make a delivery to a customer on time, for example, the customer may end the relationship with the employer. A late employee who is supposed to open a location at a specific time may lose customers if she's not there when she's supposed to be. Multiple incidents of poor customer service will affect the employer's reputation and may discourage potential customers.
Management Problems Allowing one or more employees to come in late frequently can undermine the employer's management team. Other employees may begin to feel as if the rules don't apply to the late employee and come in late themselves. When management consistently lets someone slide, other employees may lose respect for the people in charge.
素材二：three ways to deal with employees’ lateness
1. Setting rules Your staff needs to know what you expect from them, therefore a clear lateness policy should be introduced and well communicated to your workforce. The policy should cover: The required standards of timekeeping, i.e. working hours, shift patterns, any flexi-time orflexible working arrangements Any consequences of persistent lateness What disciplinary action will be taken under the disciplinary procedure How your company will monitor time keeping, for example with a signing in sheet or clocking in machine If and how your staff will have to make up any time they have missed Who they should report lateness to if they know are going to be late and by when. Many of our clients have stressed that the simple fact of monitoring their employees’ lateness and absence patterns has increased the overall presence rate.
2. Creating a formal procedure The Forum suggests that persistent lateness can often be resolved informally and the employee may be given an opportunity to improve. This often proves to be a more effective way of resolving such an issue at an early stage. It can highlight any problems that could easily be resolved and negate the need for an investigation and disciplinary meeting. If after the informal action lateness continues to occur, it may create grounds for a formal disciplinary procedure. Even where there has been a full disciplinary process and the employee’s time keeping has not improved, the employer will usually have to give the employee notice (or pay in lieu) if they wish to dismiss them. Employers can only dismiss employees without notice in cases of gross misconduct. Lateness itself is perceived as not serious enough to be gross misconduct, although lying about the reasons could be.
3. Being fair and flexible Employers are being advised to be realistic and understanding about occasional unavoidable problems with getting to work. They should always listen to employee’s reason for lateness. It could actually indicate problems concerning management, working relationships and hours. Where employees are finding it difficult to manage home and work responsibilities, introduction of flexible working arrangements should be considered. During various events, such as upcoming London Olympics travelling to work may be disrupted, therefore the companies should plan ahead as much as possible and be open to changing shift patterns orallowing temporary home-working, if appropriate. Learn more on how to avoid workforce shortfalls during Olympics by reading about previous blog article here .