Managing Employee Punctuality: A Case Study

This report discusses the case of Janice, an administration assistant at Boutique Build Australia, who consistently comes late to the office. It explores the preparation of a meeting, email communication, conducting the meeting, termination process, and the impact of employee punctuality on the workplace.

Assessment 5 BSBMGT502
Manage people performance

Table of Contents
INTRODUCTION...........................................................................................................................3
Preparation of the meeting .........................................................................................................3
Email to Janice ...........................................................................................................................4
Conduct the meeting ..................................................................................................................4
Send an email to Janice ..............................................................................................................6
Prepare and provide a termination letter ....................................................................................7
Send an email to the assessor .....................................................................................................8
CONCLUSION ...............................................................................................................................8
References........................................................................................................................................9

INTRODUCTION
The present report is based on case study that reflects job discipline. This case is about
Janice who is a new administration Assistant at Boutique Build Australia. She is working with
the company since last three months. She is great at work but the only problem is she is coming
consistently late to the office. Punctuality is an important aspect within employees of the
company (Aluko, 2019). The HR manager of this company tried to warn Janice to come at time
but this informal warning was not taken seriously. The procedure used for terminating Janice is
mentioned in the following report.
Preparation of the meeting
As the HR manager of the company, it is my duty to provide feedback for Janice as she is
continuously coming late to office. The official time for Janice to come at work is 9:00 am but
she comes after it (Gao, and Huang, 2019). This type of behaviour is not allowed within the
workplace as this creates negative impact on other employees especially the new employees. As
Janice comes late to work so she is not able to attend calls from clients. After analysing the
problem with Janice, it is analysed that she must be given counselling for managing her time and
come to office at right time. She was also provided counselling from the company's counsellor.
The counselling sessions gave no positive results. There was no change in behaviour of Janice
and she came late at work. A meeting was held for discussing the issue related to Janice and
what impact it had on the company's benefit (Mazzei, Butera, and Quaratino, 2019). After the
meeting, it is decided that Janice must be terminated as she is not taking warnings seriously. An
email was prepared by HR which was sent to Janice for taking actions against her for not
following job punctuality.

Email to Janice
Hello Janice
It is to inform you that you are working in Boutique Build, Australia since last
three months. Your work is appreciable but the issue of coming late to office is a major concern
for our company. It is against our company's policy that employees are allowed to continuously
come late at work. A meeting was held with all the executives and HR manager. It is decided
that your habit of coming late to office will not be appreciated and strict actions will be taken
that may lead to termination. There is a meeting arranged for you with the HR manager and
head of your department to discuss about the issue. It is requested from you to report at the
conference room tomorrow i.e. 1st February sharp at 9:15 a.m. Your absence will not be
tolerated.
Thanking you
Yours faithfully
Alesia James (Head HR )
Boutique Build, Australia
Conduct the meeting
A meeting was conducted with Janice to explain what was the problem with her and how
it is a problem and the way in which this impacts workplace (Perritt Jr, 2019). At the conducting
of this meeting, there were several steps followed which included the following points -
Purpose of meeting is to make Janice understand that job punctuality is an essential factor that
has every employee must follow for doing great job. Punctuality plays an essential role in the
productivity of workplace.
Problem – The main issue is not just late arrival to office. If Janice is coming late, she is unable
to take calls from potential clients. This declines the profitability of company. An organised
employee is always punctual and he or she is able to achieve personal as well as professional
targets in less time (Quratulain, Khan, and Sabharwal, 2019). Thus Janice has to stop coming
late and contribute to productivity of company by taking her job in serious manner.

How behaviour of Janice will affect workplace and how this is a concern – Janice was given an
unofficial warning by senior executives and HR. But this was totally ignored by her. The
counsellor hired by company took sessions for her to increase the knowledge and ability for time
management. But her habit of coming late did not change. If an employee comes late to office
regularly, it has negative impact on other employees working in the company. There is decline in
efficiency of working and target achievement if employees are not coming at time. There are
some Questions asked to Janice mentioned below -
1. What is the matter with you and why are you continuously coming late to office?
2. Are you aware about the company policy if employee is not disciplined ate workplace?
Contractual requirements and company support services - After knowing that Janice has a recent
divorce from her second husband that is why she is coming late. She has to take care of her kids
and then she is able to come to office. This is a major issue and thus company must help her as a
dedicated employee according to her point of view. But as per the policy of the company, it is
not permissible to come late due to any personal reason (Thacker, Sullivan, and Self, 2019). The
contractual agreement of the company ates that no employee is allowed to come late without
having a serious medical issue. Thus, Janice was not permitted to come late at work.

Send an email to Janice
Hello Janice
It is inform you that after the meeting held yesterday, company has taken decision
to terminate you as coming late to office without a valid reason is not permissible. As the HR
manager, it is decided by me that according to the company policy employees are given
permission to come late if they are having some medical health issue. As you are coming late
because of personal reason, the company grant you permission to come late. We are extremely
sorry that this kind of behaviour is not tolerable and you have to leave the company next month.
Good luck for future!
Thanking you
Yours faithfully
Alesia James (Head HR )
Boutique Build, Australia

Prepare and provide a termination letter
Termination letter is defined as official letter that is given to employees when they are
fired from office due to ineffective working or inappropriate behaviour. This letter is helpful in
notifying an employee that he or she has been fired. The letter development process for the
present situation is presented below -
03/02/2020
Private and Confidential
janice Geller
Boutique Build, Australia
3525356
Wexgin apartments ACT 2367
Dear Janice
Letter of resignation
I am writing to you to tender my resignation from the position of Human resource manager with
Boutique Build, Australia. I am providing you with 3 days of notice, with my last day of
employment on 06/02/2020.
Thank you for the opportunities and support that you have provided during my time here.
Yours sincerely,
Alesia james
[phone]
Signed:
Date: ______/______/______

Send an email to the assessor
February 5, 2020
Mrs. Janice Geller
1423 Shorter street
Illinos, Australia
Dear Janice
This letter confirms the discussion of yesterday's meeting that your employment
with Boutique Build, Australia is terminated effective immediately.
The reason for your termination is lack of job punctuality because you were consecutively
coming late to office. According to the company policy, you are not allowed to continue
working like this.
You will receive two weeks severance pay since your employment with Boutique Build,
Australia has been less than one year. You will receive the severance payment once you have
signed and returned the enclosed release of claims document.
It is requested from you to provide security swipe card, office key and company owned laptop
and sell phone at the termination meeting.
You will need to keep the company informed of your contact information so that we are able to
provide the information you may need in future such as W-2 form and follow up information.
Regards,
Alesia James (Head HR )
Boutique Build, Australia
CONCLUSION
Job Punctuality is defined as sign of professionalism and this is helpful for outstanding as
a reliable and trustworthy employee. It is important for every employee to go office at time and
complete the working hours. This reflects the level of involvement and engagement of
employees within the company. From the given case, it is concluded that if Janice had some to
work at time there will be no serious actions taken against her.

References
Books & Journals
Aluko, K., 2019. Terminating the Struggle over Termination Rights. Harv. J. Sports & Ent.
L., 10, p.119.
Gao, H. and Huang, J., 2019. Employee Firing Costs and Accounting Conservatism: Evidence
From Wrongful Discharge Laws. Available at SSRN 3276474.
Mazzei, A., Butera, A. and Quaratino, L., 2019. Employee communication for engaging
workplaces. Journal of Business Strategy.
Perritt Jr, H.H., 2019. Employee dismissal law and practice. Aspen Publishers.
Quratulain, S., Khan, A.K. and Sabharwal, M., 2019. Procedural fairness, public service motives,
and employee work outcomes: Evidence from Pakistani public service organizations. Review of
Public Personnel Administration, 39(2), pp.276-299.
Thacker, C., Sullivan, G. and Self, S., 2019. How Servant Leadership Principles Affect
Employee Turnover at a Solid Waste Management Firm. Journal of Leadership, Accountability
and Ethics, 16(2).