How to Track Employee Attendance

Background on attendance case 

Suzzy Brewski is an average performing employee. All her other areas except punctuality are above average. Ms. Brewski has been struggling with lateness issues in reporting to work. In addition to the lateness issues she has, she has failed to show up for work a couple of times. In the last year, Suzzy has had ten absences and twenty late show ups. When asked to explain herself, she presented no solid reasons as to why she had to delay. Suzzy brushed it off by saying that she was not a morning person. She did not even have doctors' explanations recommending her to some rest. On my communication to her regarding her behavior, she appeared to work thirty minutes late the next week on Monday. Such behavior shows reluctance on Suzzy's end while she takes it lightly every time she is required to make an explanation for her behavior. The following is the decision that will be taken against her. 

Key facts determining the decision 

The employee attendance policy at our workplace places expectations on the employees regarding punctuality as a way of improving workplace efficiency. Therefore, Suzzy has directly acted on the organizational policy regarding efficiency. An action has to be taken against her by the human resource department. The company's attendance policy affects all employees regarding their positions at the organization. Thus, it is justified for Suzzy's case to be handled by the human resource department. The organizational policy explains that employees have to consider punctuality and presence to enhance collaboration, one of the company's objectives. Suzzy is depriving her colleagues of the support she needs to accord them. Such activity may lead to the slow performance of the company. What Suzzy is doing with lateness and lack of presence in the workplace fits the definition of absenteeism and tardiness. Prior notification to the manager regarding the failure of showing up for work is highly advocated for in our company. Unforeseen absences are also considered. However, Suzzy's excuse for not being a morning person cannot be found as an unexpected absence or a reason for lateness. 

Decision 

The decision made in Suzzy's lateness and absence case is to temporally suspend her from work until the company is sure she will not get back to the same behavior. The temporary suspension will last a week. During the suspension, she will not be compensated regarding pay. The law allows the employers to suspend their employees but must have been after a severe workplace violation. The fact that even after being warned Suzzy still comes late to work and almost immediately after being asked about it, Suzzy still gets to work a half hour late. In case she persists in her problem of arriving late for work or not showing up at all, her contract will be ended, and she will be dismissed from the job. The decision has been made by a committee comprising of most members of the human resource department besides officials from the other departments in the company. 

Justification of decision 

Disciplinary action against Suzzy is based on disciplinary actions based on her wrong done regarding lateness and lack of punctuality. The suspension will be without pay and will take a week until she is returned to work. The reasons for the temporary suspension are to give the human resource department time to review the case and decide on the next available option. Following the review, the committee may choose to reinstate her to her initial position or to terminate her employment. The main reason for the decision is to make Suzzy account for her irresponsible behavior in the workplace. Secondly, the temporary suspension enables the company to review her general performance and make a sound decision based on her case (DuToit, 2018). Thirdly, she takes her irresponsibility casually by stating that she guesses she is not a morning person. The fact that she brushes it off is taken to mean that she has no respect for her work, colleagues, and seniors. 

References 

Du Toit, J. (2018). The Suspension of Employees . Retrieved from http://www.labourguide.co.za/most-recent/1269-suspesnsion