Employee tardiness—arriving late for scheduled shifts—seems minor compared to full absences. But chronic tardiness disrupts operations, burdens punctual employees, and signals deeper problems with engagement or accountability.
Defining Tardiness
Tardy: Arriving after scheduled start time, typically measured by when an employee is ready to work (not when they walk in the door).
Grace period: Some employers allow 5-7 minutes without considering employee tardy. Others enforce strict start times.
Clock-in vs. work-ready: Clocking in at 3:00 PM for 3:00 PM shift but not being at station until 3:08 PM is tardiness even if technically clocked in on time.
Why Tardiness Matters in Shift-Based Businesses
Shift change delays: If shift begins at 3:00 PM but the employee arrives at 3:12 PM, the employee they're relieving is now working unwanted overtime. This creates resentment and adds labor cost.
Customer service impact: Restaurant opens at 11:00 AM. Two servers scheduled for opening. One arrives at 11:15 AM. The punctual server covers the entire floor alone during the first rush, gets overwhelmed, service suffers, tips decrease. Punctual server resents the tardy coworker.
Morale damage: When chronic tardiness goes unpunished, punctual employees feel disrespected. "Why should I show up on time if they don't?"
Tumbleweed Southwest Grill reported a 3.5% rate split evenly between absences and tardiness, meaning nearly 2% of scheduled time was lost to late arrivals.
Common Causes of Tardiness
Transportation issues: Unreliable car, public transit delays, traffic patterns. May be solvable with schedule adjustment.
Childcare: Daycare opens at 7:00 AM, employee's shift starts 7:00 AM. Physically impossible to be on time. Needs later start time.
Poor time management: Chronically underestimates travel time, preparation time, or consistently cuts timing too close.
Disengagement: Doesn't care about the job. Tardiness is a symptom of a larger motivation problem.
Testing boundaries: Seeing what they can get away with, especially if consequences are inconsistent.
Addressing Tardiness: Progressive Approach
Step 1: Conversation
First or second tardy: Informal conversation. "I noticed you've been late twice recently. Is everything okay? Is your schedule workable?"
Purpose: Determine if legitimate issue exists. Show you're paying attention.
Step 2: Verbal Warning
Third tardy or pattern emerges: Formal verbal warning. Document date, time, your comments, employee's response.
Language: "Punctuality is essential for our operation. You've been late three times in the last month. This is your verbal warning that continued tardiness will result in written discipline. Do you need any schedule accommodations to help you arrive on time?"
Step 3: Written Warning
Tardiness continues: Written warning in employee file. Employee signs acknowledging receipt.
Content: Specific dates/times of tardiness, expectations going forward, consequences for continued tardiness.
Step 4: Suspension or Termination
If tardiness continues despite warnings: Suspension or termination depending on severity and policy.
Important: Consistent enforcement is critical. If you tolerate tardiness from some employees but discipline others, you create legal exposure and morale problems.
Policy Considerations
What counts as tardy: Be specific. "More than 5 minutes after scheduled start time."
How tardiness is tracked: Point system? Three tardies = one absence? Tracked separately?
Consequences: Progressive discipline or immediate termination after X occurrences?
Exceptions: Weather emergencies? Documented traffic accidents? Medical appointments?
Sample language: "Employees are expected to arrive ready to work at their scheduled start time. Arriving more than 5 minutes late is considered tardy. Three tardies within 30 days result in written warning. Six tardies within 90 days may result in termination."
Technology Solutions
Manual tardiness tracking is tedious. Time clock systems that integrate with scheduling (like Breakroom provides) automatically flag when employees clock in after scheduled start time, making it easy to identify patterns without manual record-keeping.
When Tardiness Isn't Tardiness
FMLA-protected reduced schedule: Employee has FMLA approval to arrive 30 minutes late daily for medical appointments. This is protected accommodation, not tardiness.
ADA accommodation: Employee has disability requiring later start time. Protected accommodation.
Lawfully-protected activity: Employee serves on jury, arrives late after court appearance. Cannot be disciplined.
Cultural Factors
Consistency in discipline creates culture of accountability. When employees know tardiness has real consequences, applied fairly to everyone, most adjust behavior.
Conversely, when managers selectively enforce or ignore tardiness, punctual employees become chronically late because "it doesn't matter."
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