Attendance Policies Cancel The title field is required!

1. Heath Puckett

   

   0 posts
   
   12/19/2011 6:12 AM

   I am re-evaluating our department's attendance policy and protocol for employees calling in to work sick, car trouble, drunk, [insert excuse here], etc... If an employee is going to be late or absent, we require them to call the office before their shift starts, and leave a message if no one answers. We have split weekend crews that alternate weekends, and if they miss their scheduled weekend shift, they have to make it up the following weekend. This seems to help deter many weekend call-ins. But, when we come into work to find a message that was left @ 1AM Sat/Sun morning, I usually suspect they've just been out all night, and don't even intend to get up early that next morning. I've thought about requiring them call in at a more specific time - like no sooner than one hour before shift start....that way they have to get up at their scheduled time anyway.
   
   We currently use progressive discipline to deal with problem employees, and keep detailed records...the goal is to be fair and consistent. However, these types of systems can be subjective, biased, and inconsistent, varying with each manager's personality/mood, each employee's recent history/attitude, severity of the problem, etc.... fluctuating seasonally, and especially over the course of months and years.
   
   I've considered implementing a point system, clearly outlining disciplinary actions...and possibly provide an incentive to those that haven't accrued any points over a specified time period. A well-planned point system might create a more consistent disciplinary process regarding attendance issues and create more motivation to be more dependable...
   
   I feel that having a job and getting a paycheck for doing something I love is more than enough motivation to get me out of bed every morning....just wish some of my employees felt that way. It seems more people are adopting the mindset that a paycheck is a given, and they expect rewards and incentives to perform and simply fulfill their job responsibilities. Is the English proverb "You'll catch more flies with honey than vinegar" more applicable today?
   
   I think with so many people out of work, I can just as easily fill a position with another good individual. On the other hand, I don't want my strict policies to create high turnover since our entry level positions don't exactly attract the cream of the crop per se.
   
   What are your specific policies, ideas, opinions, etc....How do you deal with these problems? Where do you draw the line?

   
   
   
   
2. James Smith

   

   112 posts
   
   12/19/2011 9:12 AM

   great post, wish I had a great answer for you but I only have seven guys under me and it gets hard to replace them at times. The point system you speak of sounds good but what if you have some borderline people that play the system to the line knowing they can get away with it?
   
   With my crew, I explain to them that weekends are more important then weekdays because the amount of members we have play at those times. and missing a weekend shift will get you wrote up regardless of the reason. I have to express to them that if they have plans for the weekend to let me know before wednesday and I can find a replacement for their shift.
   
   I think the problem comes from certain people not living up to their responsibilities. Maybe they grew up without ever learning the meaning of responsibilities who knows it may just be in their personality. whatever the reason the fact that you will always have workers that will push the bounderies until they get fired. I have weeded through the bad apples so to speak to the point where I have six guys that will show up for work on time everyday and are willing to work most weekends if needed. the other one is on his last leg with me and may be out the door after the new year. I will eventually find a replacement for him and may even get a good apple. I expect turnover every year so it does not dissapoint me when a great worker finds a better paying job. I encourage it amongst my whole crew. While I may be their boss I do care that they work to improve their livelyhood and that means eventually leaving. I help them to achieve their next step in their life and care about them more then I should but in the past five years I have had two bad apples improve their personal problems and move on to better themselves. One was a high school drop out that was one step from jail, he had no father and even though he had his issues I would like to think I was able to help him get his GED and a high paying job as an operator in a steel mill. The other was a recovering Alchoholic also one step from jail who went to AA for two years with me and finally was able to also move up to better paying work.
   
   Ok I got off topic and rambled on. GOOD LUCK

   
   
   
   
3. Heath Puckett

   

   0 posts
   
   12/21/2011 11:12 AM

   Randy,
   Thanks for the reply. I'm surprised this hasn't generated more discussion as we all deal with these issues....some differently than others. I was hoping to get several different philosophies/perspectives.
   I agree that many people have grown up not knowing the meaning of responsibility. On a similar note, there have been several articles written lately on the management of younger generations, especially with Generation Y entering the workforce...in that they work to live instead of live to work. Basically, methods and systems used up to this point aren't as effective in attracting and maintaining the workforce now....interesting stuff.
   I plan to adopt a point system to clearly communicate the consequences of poor attendance, punish the poor performers, and reward the group(to promote a team mentality and utilize peer pressure). Upper mgmt still maintains a negative reinforcement philosophy here, so I can't reward individuals for say 6-months or one year of perfect attendance.

   
   
   
   
4. Kevin Girt

   

   0 posts
   
   12/21/2011 12:12 PM

   You can nickle and dime the point system to death. It has it's pros and cons and not all courses are the same or have the same type of employee pool to pull from. That said, I've seen major differences in the work force available from north of the transition zone to the south and along with some other geographical differences in what it takes to motivate an employee from place to place. Had some seasonal employees tell me they only worked for the beer money and looked forward to being laid off. They had some of the worst attitudes around but when you can only offer minimum wage and no benefits, what can you expect? Think they will show up everyday just so they can play free golf? NOT!! Make sure you have a way that an employee can earn points back. You never know when you'll have that one guy that will turn himself around, maybe it will help the others to see what can be done. Just some food for thought.
   Kevin

   
   
   
   
5. Heath Puckett

   

   0 posts
   
   12/21/2011 2:12 PM

   kgfishn1 said: Make sure you have a way that an employee can earn points back. You never know when you'll have that one guy that will turn himself around, maybe it will help the others to see what can be done. Just some food for thought.
   Kevin

   
   Thanks for the input, Kevin. Good idea.

   
   
   
   
6. Brent Venenga

   

   0 posts
   
   12/22/2011 12:12 PM

   Heath, I love your post and could have posted it myself word for word. I'm trying to start something like you are suggesting also. I've tried to teach myself that in general the younger generation doesn't care that much about their job or want a salary twice as much as mine. I also have issues with retired employees every now and then. They just want a job to stay busy and the next thing you know they want you to start paying for their health insurance. I'm a 18 hole public course only open April to November. This is a great topic and I think it's more of an "entitlement" mentality of people these days that people think you should get a pay raise just for coming to work on time for that week or they should get a bonus just because they worked on a Saturday or Sunday. So I didn't give you any ideas but I agree for some Superintendents this is a more difficult issue to handle than any course related problem.
   
   Brent Venenga GCS
   Bakker Crossing
   Sioux Falls, SD

   
   
   
   
7. Andy Jorgensen

   

   1 posts
   
   12/22/2011 2:12 PM

   If we have an employee that has called in, even once, they automatically get a .5% deducted from their next merit increase. Not saying employees can't call in, but you better have proof of why you were out - doctors note, etc... If you have more than three, that's a full 1% deduction. Over 5 and no merit increase and you are put on 90 day probation. Miss one day during that, and see ya! Seeing as how our employees are only eligible for a 3% increase, a 1% hit is a big deal. We also go by a progressive discipline program that eventually leads to termination.
   
   Of course, the other incentives are the higher than average wage for this area, EXCELLENT benefits including medical and vision insurance, automatic $25,000 life insurance policy paid for you by the company on day one, supplemental life insurance, 401(k) with up to 6% matching, one week vacation and one week personal after 1 year, 2 weeks vacation and 1 week personal after two years, 3 weeks vacation and 1 week personal after 5 years, uniforms, discounted meals, discounted merchandise, discounts to area theme parks, free golf, all the paid training you want, gift card rewards for good performance, end of the year employee celebrations with roughly $10,000 in prizes and our routine cookouts. I would think those benefits would be worth keeping my job. If you can't show up for work, you are firing yourself.
   
   If you "let it slide" and don't handle the instances on the spot, they will keep running you over.

   
   
   
   
8. Brian Lentz

   

   0 posts
   
   1/16/2012 7:01 PM

   We have a strict weekend policy, first time is a verbal warning. Second is a three day suspension, third is termination. Every new hire signs off on the policy during orientation. The system resets after 12 months if an employee shows for all their scheduled weekends. I've only had to terminate 3 employees in the 5 years this plan has been in effect. We still have a no show every now and then buy it's only every 4 to 6 months.
   
   Brian Lentz
   Lakewood Ranch CC