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Write-up for tardiness exampleWrite up for being late example. Example of employee write up for tardiness. How to do a write-up for tardiness.DATE: Today's Date TO: Name, Office Assistant II FROM: Name, Supervisor SUBJECT: Tardiness EMPLOYEE NAME, on (dates) you were tardy in your arrival to work. On those dates, I counseled you regarding the need to be at your desk ready to begin work at 8:00. Since then, you have been tardy on DATE and on DATE. Your late arrival adversely impacts our...
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How to fill out write up for tardiness

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How to fill out write up for tardiness

01
Begin by including the date and time of the tardy occurrence.
02
Clearly outline the reason for the tardiness, whether it was due to traffic, personal issues, or any other relevant factors.
03
Include any potential solutions or steps that can be taken to prevent future tardiness.
04
Ensure that the write up is factual, concise, and professional in tone.
05
Obtain necessary approvals and signatures from relevant parties, such as supervisors or HR personnel.

Who needs write up for tardiness?

01
Employees who have been consistently tardy and need to be held accountable.
02
Managers or supervisors who need to document and address instances of tardiness in their team.
03
Human resources personnel who need to keep a record of tardiness issues for disciplinary purposes.
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A write up for tardiness is a formal document that outlines an employee's tardiness or late arrival to work.
Supervisors or managers are usually required to file a write up for tardiness for their subordinates.
To fill out a write up for tardiness, the supervisor must document the date and time of the tardy arrival, reason for lateness, and any previous warnings or disciplinary actions.
The purpose of a write up for tardiness is to document and address instances of employee tardiness, and to provide a record of any disciplinary actions taken.
Information that must be reported on a write up for tardiness includes the employee's name, date and time of the tardy arrival, reason for lateness, and any previous warnings or disciplinary actions.
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