1-2 pages, APA 6 format, 2 cited sources- more can be used if needed. Provide a copy of your sources. As a health care department manager, you have 10 employees under your supervision. The attendance policy at your facility requires employees to uphold good attendance. If an employee is late more than 5 times in 1 month, the department manager must begin corrective action. One employee has been late to work 10 times this month. How will you handle this employee? Discuss the following in your paper:

Title: Managing Employee Attendance: Corrective Action for Chronic Lateness

Introduction:
In any organization, maintaining good attendance is crucial for ensuring smooth operations and maintaining productivity. As a health care department manager, it is essential to manage and enforce attendance policies to create a responsible and reliable workforce. This paper aims to discuss how to handle an employee who has been consistently late to work, violating the attendance policy. It will explore the steps that should be taken to address this issue effectively.

Identifying the Problem:
The first step in handling this situation is to identify and acknowledge the problem. In this case, the employee has been late to work 10 times in a single month, clearly violating the attendance policy. It is important to establish whether this issue is a pattern or a temporary occurrence and to assess its impact on the employee’s performance and the overall functioning of the department.

Conducting a Conversation:
After identifying the problem, the next crucial step is to have a conversation with the employee. This conversation should be respectful, non-confrontational, and focused on understanding the reasons behind the chronic lateness. The manager should aim to create an open dialogue and encourage the employee to express any challenges or difficulties they may be facing that lead to lateness. By doing so, the manager can gain insights into potential underlying issues and provide the necessary support.

Analyzing the Underlying Causes:
Understanding the underlying causes of chronic lateness is vital before implementing any corrective action. There can be various reasons why an employee is consistently late, such as personal issues, transportation problems, health concerns, or work-related stressors. By analyzing the root causes, the manager can develop appropriate strategies for addressing the problem effectively, be it through accommodation, flexibility in scheduling, or other interventions.

Creating an Action Plan:
Once the underlying causes have been identified, a collaborative action plan must be developed with the employee. This plan should include specific goals and steps to improve attendance, along with realistic timelines. It is essential to ensure that the employee understands the importance of adhering to the attendance policy and the consequences of repeated violations.

Monitoring and Evaluating Progress:
After the action plan is implemented, it is crucial for the manager to continuously monitor and evaluate the employee’s progress. This can be done through regular check-ins and assessing attendance records. Any improvements or setbacks should be documented and discussed with the employee, providing constructive feedback and reinforcement.

Implementing Corrective Measures:
If the employee fails to meet the agreed-upon targets or continues to violate the attendance policy, it may be necessary to implement corrective measures. This could involve progressive discipline, which typically includes verbal warnings, written warnings, and ultimately, termination if the behavior persists. However, it is essential to ensure that the corrective measures are consistent with company policies and comply with legal requirements to avoid any potential legal repercussions.

Conclusion:
Managing employee attendance is a critical responsibility for any department manager. When faced with an employee who consistently violates the attendance policy, it is necessary to address the issue promptly and effectively. By conducting conversations, analyzing underlying causes, creating an action plan, monitoring progress, and implementing appropriate corrective measures, managers can foster a culture of accountability and professionalism while ensuring the smooth operation of the department.

References:
[Provide list of sources according to APA 6 format]

Overall, managing employee attendance requires a comprehensive approach that takes into account the individual circumstances and potential underlying causes of chronic lateness. By addressing the issue promptly and employing effective strategies, department managers can ensure a responsible and productive workforce that upholds the organization’s attendance expectations.