What is corrective action for employee lateness?


Deliverable Length 1-2 Pages, APA format with References.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 within the paper:Describe what is involved in corrective action.Describe a plan of corrective action for this employee.Would an employee be motivated or empowered to improve after corrective action is implemented?


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Employee attendance is a critical issue for all organizations, and especially in the healthcare sector where absenteeism may impact the delivery of quality patient care. As a health care department manager, it is important to ensure that employees maintain good attendance records, as tardiness and absenteeism can directly affect the department’s productivity and performance. In this paper, we will discuss corrective action, and the steps to be taken when an employee is late more than 5 times in a month. We will look at how to handle the situation when an employee is late more than 10 times a month by creating a plan of action for that employee. Furthermore, the paper will determine if corrective action can motivate or empower the employee in question to improve.


Corrective action is a formal, structured approach to correcting workplace behavior, practices, or performance that is deemed inappropriate or unsatisfactory. Corrective action may be taken when employees violate or fail to comply with workplace policies and procedures. In this scenario, because one employee has been late for work 10 times this month, corrective action is necessary.

The corrective action plan should begin with an informal conversation between the employee and the manager to discuss the reasons for tardiness and to determine if there are any underlying issues that could be causing the repeated lateness. Following this meeting, a formal written warning should be issued that outlines the expectation of punctuality, the consequences of failing to comply, and the timeframe in which improvement is expected.

The plan should also involve setting out a clear agenda for improvement, including identifying specific reasons why the employee is late and how to address those issues. For example, scheduling conflicts, transportation issues, or personal or family problems may be the underlying reason for the employee’s tardiness.

To motivate or empower the employee to improve, there must be clear expectations set, as well as support for any concerns or challenges that may arise. Feedback sessions should be implemented to discuss progress and set any further goals necessary, such as providing rewards or additional support.


In conclusion, corrective action is the appropriate course of action when an employee is late for work more than 5 times in a month. Developing a plan of action can help the employee to identify the underlying reasons for tardiness and enable them to take steps to improve their attendance record. With support and encouragement, corrective action can motivate or empower the employee to take an active role in improving their performance, leading to a more productive and fulfilling work experience.

1. To understand the concept of corrective action in relation to employee attendance.
2. To develop a plan of corrective action for an employee who has been frequently late to work.
3. To evaluate the potential effectiveness of corrective action in motivating and empowering the employee to improve their attendance.

Learning Outcomes:
1. Explain the purpose of a corrective action plan for an employee who has violated attendance policies.
2. Design a corrective action plan that includes specific steps and timelines for improvement.
3. Assess the potential impact of the corrective action plan on the employee’s motivation and empowerment to improve their attendance.

As a healthcare department manager, it is essential to ensure that all employees follow attendance policies to maintain a productive and efficient workplace. When an employee violates attendance policies, it is the manager’s responsibility to implement corrective action. This paper will explore the concept of corrective action and develop a plan for an employee who has been frequently late to work. Additionally, we will discuss whether corrective action can motivate or empower employees to improve their attendance.

What is involved in corrective action?
Corrective action is a process that involves identifying and correcting performance or behavior issues that violate company policies and standards. The purpose of corrective action is to improve employee performance and ensure compliance with company policies. Corrective action typically involves a sequence of steps, including verbal warning, written warning, and ultimately termination if the issue is not resolved.

Plan of corrective action for the employee:
The individual in question has been late to work ten times this month, which violates the facility’s attendance policy. Therefore, the following corrective actions should be taken:
1. Meet with the employee privately to discuss their attendance record and the facility’s expectations.
2. Document the meeting and provide the employee with a written warning.
3. Develop an action plan with the employee that outlines specific steps to improve attendance (e.g., setting alarms, using calendar reminders).
4. Schedule monthly follow-up meetings with the employee to discuss their progress and identify any potential hurdles.
5. If the employee continues to violate the attendance policy, further corrective action will be taken.

Would an employee be motivated or empowered to improve after corrective action is implemented?
The effectiveness of corrective action in motivating and empowering employees to improve their behavior depends on the individual. Some employees may take corrective action as a warning and may feel demotivated, while others may view it as an opportunity to improve their performance and become more engaged. However, if the corrective action process is administered fairly and consistently, employees are more likely to feel motivated and empowered to improve their behavior.

Corrective action is an essential part of maintaining compliance in the workplace, specifically for attendance policies. This paper has outlined the steps involved in corrective action and provided a plan for an employee who has violated the attendance policy. Whether corrective action is effective in motivating or empowering employees depends on the individual. However, it is vital to administer corrective action fairly and consistently to ensure it is seen as an opportunity for improvement rather than a form of punishment.

Solution 1:

Corrective Action Plan

The first step in correcting this employee’s behavior would be to have a private conversation with them to understand why they are repeatedly late. This could be due to personal or professional reasons, such as oversleeping or experiencing transportation issues, respectively. After identifying the root cause of the employee’s latecomer behavior, the manager should establish clear expectations for attendance and reiterate the organization’s attendance policy.

The next step would be to establish an action plan, which would entail the following steps:

1. A verbal warning: The employee should be given a verbal warning for their continued behavior, including a specific warning about the potential consequences of inappropriate behavior. Additionally, the employee’s attendance should be thoroughly documented. In this case, the employee should be given verbal warning after the fifth occasion instead of the tenth.

2. A written warning: If, after the verbal warning, the employee continues to exhibit poor attendance, a written warning should be issued to the employee outlining how their behavior is violating the company’s attendance policies. It should also reiterate the potential consequences of continued poor attendance.

3. Suspension: After the written warning, the employee should be suspended if their attendance does not improve. The length of the suspension would depend on the company’s attendance policy.

4. Termination: If the employee repeats the same behavior after suspension, termination should be the final step. It should be noted that termination should only be considered if all other corrective actions have failed, and there has been no improvement in attendance.

Solution 2:

Motivating the Employee

After corrective action has been implemented, the employee can be motivated to improve their attendance by taking the following steps:

1. Encouragement: Reward the employee for their efforts to improve attendance through an encouragement program. This could simply be as a verbal or written acknowledgement or a small token of appreciation.

2. Flexibility: Working with the employee to find a schedule that fits their needs, such as flexible working hours.

3. Support: Providing support and guidance would motivate the employee to stay on track in improving their behavior.

4. Communication: Having an open line of communication to provide feedback and to discuss any arising issues that could hinder the employee from improving attendance.

In conclusion, taking corrective action in response to an employee’s poor attendance is an essential part of promoting a productive work environment. Corrective action should be taken in a progressive manner, starting from verbal warnings to termination if necessary. Employees can be motivated to improve their attendance by providing motivation through encouragement, flexibility, support, and communication.

Suggested Resources/Books:

1. Effective Corrective Actions to Enhance Organizational Performance by James J. Rooney
2. Corrective Action Handbook: Practical Guide for Business by Chris A. Devany
3. Performance Management and Corrective Action: A Practical Guide for Managers by Robert Bacal

What is Involved in Corrective Action?

Corrective action refers to the process of addressing an employee’s behavior or performance that deviates from the expected standards or policies of an organization. It is a continuous and systematic approach that aims to identify the root cause of a problem and create an action plan to prevent future occurrences. This process often involves a series of informal and formal steps, including coaching, feedback, counseling, documentation, and progressive disciplinary action. The ultimate goal of corrective action is to improve an employee’s behavior or performance and ensure that the employee’s conduct aligns with the organization’s norms and values.

Plan of Corrective Action for the Employee

In addressing the employee who has been late to work 10 times this month, the first step would be to conduct an investigation to identify the reasons for the tardiness. Next, a meeting with the employee should be scheduled to discuss the attendance policy, the frequency of their tardiness, and how it impacts the department’s operations and workflow. During this meeting, the manager would articulate expectations and counsel the employee on the importance of maintaining good attendance. Additionally, the employee would be advised of the consequences of continued tardiness and that corrective action will be taken.

Assuming that the employee is not experiencing any adverse events that cause the tardiness, it is expected that their tardiness will be reduced after that meeting. However, if the employee continues to be late repeatedly, despite counseling and intervention, further corrective action would be necessary. This would involve formally documenting the incidents and escalating the consequences, such as written warnings, suspension, or termination. The employee’s specific history of absences and tardiness would be taken into careful consideration, and progressive disciplinary action would follow the organization’s policies and procedures.

Employee Motivation and Empowerment

Corrective action has the potential to be both motivating and empowering for an employee. On one hand, it can provide an employee with an opportunity to improve their behavior and performance by offering feedback and guidance that can result in growth and development. On the other hand, it can serve as a wakeup call to the employee that their job may be in jeopardy if they do not improve their behavior and performance.

If the employee learns from the corrective action, it can undoubtedly create a sense of empowerment and motivation. However, if the employee perceives the corrective action as punitive and unrelated to their behavior, it can lead to demotivation and resistance to change. Therefore, it is essential to ensure that a corrective action plan is communicated clearly, fairly, and transparently, so that the employee understands its purpose and scope.

Similar Asked Questions:

1. What is corrective action, and how does it impact employee performance?
2. What are the different steps involved in the corrective action process?
3. How can a manager effectively communicate a corrective action plan to an employee?
4. What are the potential consequences of not addressing an employee’s poor performance through corrective action?
5. How can corrective action be used to motivate and empower employees to improve their performance and behavior in the workplace?

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