Ugh, I’ve had this problem. Go to HR and start the corrective action/termination process. His effect on morale will definitely hurt your group, and he would have to be Superman himself to justify these headaches. And since it’s a recession, he should be more easily replaceable than he would have been in the past.
I know that sounds harsh, but take it from one who’s been there.
*17 out of 31 days??? *Does your company have a written attendance policy? Where I work, anyone with this many tardies would be Out. The. Door.
I say he’s had more than enough second chances. He should be gone. I’m sure you’ll find plenty of folks who could do a good job for you and show up on time, and be grateful for it.
You’ll make the rest of your team happy that the slacker didn’t get away with it, and send a clear message that the rest of them are held to the same standard. That’s a win-win.
He’s acting like a child not an adult. He needs a parental figure to establish and keep discipline until he learns the habit himself. At 25 it seems it will take awhile. Your not his parent you shouldn’t have to raise him but that’s what he needs. If you think he’s salvageable and you have the time then take it on. If not he’s got to go.
Did I mention he lives at home? 
Just talked to my boss. We’re going to do one last verbal warning on Monday. The next time he’s late, we’re submitting the infraction to HR. They’re going to recommend termination, and we’re going to let him know that.
handsomeharry, we don’t emplyee part-timers in this company. HR wanted to let him go then, but we made a case on his behalf because of the quality of his work, so they agreed to a Special Circumstances case.
So there it is. Let’s see what Monday brings.
This indecision’s bugging him.
Actually, I’d hope you present it in stronger terms than this. If he hears “HR will recommend termination,” he could still think, “Yeah, they might recommend it, but I know you’re not really gonna fire me.” (And there’s a precedent to back that up, too.)
I think you have grounds to fire him for cause already, but if you insist on giving him one more chance, you and your boss need to be clear that you’re the ones calling the shots: *“If you’re late one more time, your employment will be terminated.” *Period.
Something tells me even that won’t get through to him, though.
No matter how good someone is at his/her job, if s/he isn’t there, it’s of no use to you.
I’ve been in a similar position as you (team lead) having someone falling asleep(understandable, we work overnights) and constantly late to work. After giving him a couple of informal verbal warnings, I began the process formally. About the second step of the formal process, he got the picture. He is currently a productive, awake, on time member of my crew.
All it took was showing that I was serious.
Doesn’t your company have formal, written policies on these things?
I couldn’t physically agree more.
That sounds like one of those ineffectual parents who are always counting to three for their misbehaving children and never following through on discipline. You know what the future is going to bring - he’s going to straighten up for a few days and start slacking off again. I wouldn’t give him any more chances; he’s had more than his share, but you’ve taken a course of action, and it will just end up in him being fired later rather than sooner.
If I worked at your company, I would be super pissed right now. Working away, doing my bit, coming in on time, all the while management bend over backwards for a guy who was late 17 OUT OF 31 DAYS.
You had sure as hell better hope that you dont have cause to take action against a different employee in the near future. The quiet mutterings of “How come HE gets away with murder, while I/we get written up”, will become a festering storm.
He has to go. End of.
Either start letting everyone else have the same flexible schedule, potentially subject to performance, or crack down on him with actual consequences, up to and including termination.
You can’t have two sets of rules for one team, **unless **you have things like flexible schedules built in as rewards for achieving measurable, objective goals.
A couple of people have triggered on this, so it bears clarification. When I say “HR will recommend termination,” both my manager and I are in agreement that that will be that. Having HR present a recommendation means (to us) that they’ll double-time the necessary paperwork, and so on. It would be un fait accompli.
Shot From Guns, we do let everyone make their own schedule. Thing is, once they choose it, they have to stick by it. We have people coming in at 7 am and staying 'til 3:30, while others come in at 9:30 and stay 'til 6. Whatever makes them happy. Because we want happy workers! Happy happy!
I’ll post again when something interesting has happened. I sure everyone will be waiting with bells on. 
Well, I always have my bells on, so don’t think you’re too special.
Well, clearly you’re not letting them make their own schedules *in the same way *as Problem Boy, which is the issue. When I say “flexible” I’m talking about the same show-up-whenever-the-hell-you-want thing that PB here is doing.
Its the best thing for him is to let him hang himself another week or so then fire him. Similarly to the recently traded Yunel Escobar (Atlanta Braves Shortstop) You can’t have rules for everyone else and then a special set for Mr Nightclub.
He’ll learn consequences and to make better choices… as it is right now you’re enabling him.
Heh. He showed up early on Friday, was right on time yesterday, and was late today but phoned in beforehand. Either someone gave him a heads-up, or he reads the Dope!
I worked with a guy that did this one too many times, showing up late, taking long breaks. He was a fantastic employee, did great work, but he just didn’t respect the rules. The boss gave him several warnings but didn’t want to lose the guy.
Finally the boss told him that if he showed up late again, for work or from lunch, he would send him home for the day without pay and would do it each time he showed up late even if it was for a minute. The dude showed up late a few days later and the boss sent him home immediately. It NEVER happened again.
^That is a nice half solution. It gives you a chance to prove that you are serious, without actually firing him right away, which you obviously don’t want to do.
Dump him, and don’t feel bad.
While I would probably recommend that you fire him, I think you should consider how hard it will be to complete the work that needs to be done in his absence, or how hard it will be to hire someone as competent to replace him.