LATE POLICY

1. INTRODUCTION
   1. This policy aims to establish a comprehensive set of guidelines and procedures that will govern how [INSERT THE NAME OF THE COMPANY] manages employee absences and tardiness. The primary objective is to foster an environment of productivity, efficiency, and operational excellence by minimizing unplanned absences and tardiness.
   2. This policy recognizes that employee absenteeism and tardiness can negatively impact the workplace in various ways, including reduced productivity, lowered employee morale, decreased customer satisfaction, and increased labor costs. Therefore, this policy seeks to establish clear expectations for employee attendance, punctuality, and communication, while also providing a framework for managing exceptions and unforeseen circumstances.
   3. By implementing this policy, [INSERT COMPANY’S NAME] seeks to ensure that employees understand their responsibilities and obligations regarding attendance and tardiness, while also promoting a culture of accountability and transparency. Ultimately, this policy will help to improve the overall performance and success of the company by minimizing disruptions and optimizing employee efficiency.
   4. The policy will be applied consistently across all employees, regardless of position, tenure, or status.
2. SCOPE
   1. The policy will be applied consistently across all employees, regardless of position, tenure, or status. The policy will be clearly communicated to all employees, including during the onboarding process, and periodically reiterated through company-wide communication channels.
3. LATE ARRIVAL
   1. At [INSERT THE NAME OF THE COMPANY], it is expected that all employees uphold their responsibility of punctual and regular attendance. This is considered a fundamental aspect of meeting the company's objectives and delivering high-quality work. As such, employees are required to report to work as scheduled, on time, and ready to start work. Moreover, it is expected that employees remain at work for their entire scheduled work shift, except for instances such as break times or approved time off.
   2. Late arrivals, early departures, or other unscheduled absences can be disruptive to the workplace and negatively impact team productivity, customer service, and other operational aspects. Therefore, employees are encouraged to avoid these situations whenever possible. If an employee does need to arrive late or leave early due to a personal or unforeseeable circumstance, they should notify their supervisor or manager as soon as possible.
   3. By ensuring punctual and regular attendance, employees demonstrate their commitment to the success of the company and their role within it. Consistently adhering to this expectation also helps maintain a productive and efficient workplace environment that benefits everyone.
4. NOTIFICATION AND CONSEQUENCES OF LATE ARRIVAL
   1. It is expected that employees at [INSERT THE NAME OF THE COMPANY] take proactive measures to notify their immediate supervisor or manager as soon as they become aware of a potential late arrival to work. This notification should be provided in advance whenever possible, and no later than 30 minutes after the scheduled start time. This notification does not excuse the tardiness but simply notifies the supervisor that a schedule change may be necessary.
   2. In the event that an employee is unable to contact their supervisor, it is their responsibility to promptly contact the HR department. This will allow for timely communication of the expected late arrival, which will enable the company to adjust work schedules and minimize disruptions to daily operations.
   3. The importance of prompt notification of late arrival cannot be overstated, as it enables the company to plan accordingly and minimize potential disruptions. It also demonstrates an employee's commitment to fulfilling their responsibilities and shows respect for the time and productivity of colleagues and the organization as a whole. By adhering to these guidelines, employees can maintain a professional work ethic, foster effective communication, and ensure that the company operates efficiently.
   4. Consequences for late arrival may include verbal warning, written warning, suspension, or termination. The severity of the consequence will depend on the frequency and severity of the late arrival.
5. FREQUENCY OF LATE ARRIVAL
   1. Employees who consistently fail to meet these expectations may face disciplinary action. Consistently late refers to an employee arriving late to work more than three times in a rolling 30-day period.
   2. Disciplinary action for consistent tardiness may include verbal or written warnings, a probationary period, or even termination, depending on the severity and frequency of the tardiness. Such disciplinary measures are taken to ensure that employees understand the importance of adhering to attendance policies and to maintain the productivity and efficiency of the company.
   3. It is important to note that disciplinary action is only taken after a thorough investigation of the employee's attendance record and a review of the reasons for the tardiness. If the tardiness is due to circumstances beyond the employee's control, such as a medical emergency or a transportation issue, the company may provide support or accommodations as needed.
6. EXCUSES AND FLEXIBILITY OF UNAVOIDABLE CIRCUMSTANCES
   1. Excuses for tardiness, such as traffic or public transportation issues, will be evaluated on a case-by-case basis. Employees should provide documentation, such as a police report or doctor's note, if the reason for the tardiness is due to a personal emergency or illness.
   2. Our policy recognizes that certain circumstances, such as inclement weather, personal emergencies, or medical appointments, may make it difficult for employees to arrive on time.
   3. In such cases, the employee's supervisor or manager may exercise discretion and evaluate the circumstances to determine the appropriate course of action. This may involve excusing the tardiness, allowing the employee to make up the missed time, or providing support and accommodations as needed.
   4. It is important to note that while we recognize the potential for unavoidable circumstances, we also expect employees to make every effort to arrive on time whenever possible. It is the employee's responsibility to communicate with their supervisor or manager as soon as they become aware of any potential late arrival or absence.
7. MAKEUP TIME
   1. Employees who are late may be required to make up the missed time at the discretion of their supervisor or manager. This may include staying late or working additional hours during the week. ​
8. UPDATES
   1. The Company reserves the right to modify, suspend, change, or terminate this Policy at any time, in accordance with local law. This Policy does not create any contractual rights or obligations, whether expressed or implied. Subject to local law, the English-language version will prevail.
9. CONTACT
   1. Any questions about this policy should be referred to [INSERT DETAILS OF CONTACT].

COMPANY

[INSERT THE NAME OF THE COMPANY]

Authorized Signature

Print Name and Title

[INSERT THE NAME OF SIGNING AUTHORITY AND DESIGNATION]