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Dealing With Tardiness From a Manager’s Perspective

If you’ve ever been late to work in the morning, raise your hand!

Okay, now that we know that pretty much applies to all of us, have you been late repeatedly? As in chronic tardiness? If so, it could be cause for dismissal and according to a piece in The New York Post, tardiness coupled with eavesdropping may be a lethal one-two punch to getting kicked to the curb.

Media HR executive Greg Giangrande writes in his column,

“You can fire her for being chronically late. You can fire her because you don’t like her attitude. You can fire her because you are in a bad mood and decide you just don’t want her working for you anymore. So yes, you can certainly fire her for eavesdropping on a telephone conversation — and if it were my office, I would.”

In this particular instance, a staffer informed the boss the tardy employee listened in on the phone. So, from a management perspective it’s always best to go directly to the source and talk to the other staffer and then confront the employee with information you just learned. In addition, he recommends having the staffer present during that conversation.

He points out, “Such an offense can be considered termination ‘for cause,’ in which case she wouldn’t be eligible for unemployment benefits. If that is the position you want to take, then you want this documented properly in case she tries to file for benefits and you want to deny her claim.”

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