Being on time is the number one discipline problem for virtually every supervisor. When you are dealing with a staff of many, the odds are fairly high that you will have at least one or two that can not seem to make it to work on time. Dealing with this problem is a simple matter of consistent discipline and policy.

Establish a clear and foil proof late policy. Having the same set of standards across the board will give you a baseline and a foot to stand on when you implement discipline. If you do not have this policy firmly in place, you have no chance of controlling people being on time.

The first step is to make it clear that being late is unacceptable. Let them know that everyone is starting with a clean slate, and that moving forward they will be held to a specific standard. The standard should be simple and clear. If you are late, then you had better call at least fifteen minutes before your shift. (adjust the details as necessary).

Allow for emergencies, but only to a limit. Some people will work the emergency angle every single time. Being on time is not asking to much of your employees. They will have an occasional emergency, but their has to be limits to this.

How many times can an employee be late and it is okay? In my line of business, if you are late more than three time in any one quarter, you lose your job. This expectation has been made clear, and nobody that I know of has lost their job over this policy. That is because the expectation and implementation of this rule is clear and defined.

Another key to dealing with tardiness in the workplace is to set the standard with your own behavior. Do not be late, and always accept the consequences if you are. You are the model of this policy that others will follow. If you are commonly late, then nobody will take you seriously when you ask that they be on time.

A tardiness policy has to be clear and strict, but you must leave an occasional loophole for certain situations. Obviously, if someone is in a car wreck, has a sick relative, or any number of other problems, then sometimes it is not logical to hold them to the policy. For this reason, it is important to communicate this to your employees. Let them know that you are allowing for certain situations, and the reasons why they are being made an exception. If you do not, it can quickly spiral out of control.

The number one thing to do is talk to your employees. Make sure they know the expectation and that you are fair in your implementation. Being on time is vital to any functioning business, and you have to keep this at the top of the policy list. If you are fair, and clear with the rules, then you will find your staff compliant.