The worker who is always late: the first conversation and the one after it
The carpenter has arrived late seven of the last ten workdays. The formwork foreman has exact times but has only joked about it in front of the crew. A private conversation is overdue, and the reason for the pattern has not yet been heard.
Speak privately with dated observations, ask what is getting in the way and listen before deciding the response. Confirm the approved expectation and a review date through the company's process. A pattern of lateness may raise a support or accommodation question; it is not automatically misconduct. The Canadian Human Rights Commission's federal accommodation guide recognizes caregiving-related schedule needs and advises against assumptions. Its federal rules are not a substitute for reviewing the law and agreements applicable to this workplace.
Have the first conversation, then use the right follow-up
- Check the facts and arrangements. Confirm the agreed start time, actual records and any existing approved arrangement. Note specific dates and arrival times rather than calling the worker always late. Correct an inaccurate record before raising it as a pattern.
- Find a private time and ask. Explain the observations and their practical effect on crew coordination. Invite the worker's account without demanding a diagnosis or personal history. Give them the proper HR, owner or representative contact if a sensitive support issue needs review beyond your role.
- Discuss a workable, authorized response. Clarify the start expectation and ask what may help. Route possible accommodation needs through the applicable process. A foreman should not independently promise a changed shift, unpaid time or make-up arrangement; check safety, coverage, payroll and employment requirements with the authorized people.
- Confirm what was actually approved. Record the agreed expectation or interim arrangement, who authorizes it and a review date. Keep the note in the proper restricted record system. Tell the worker how to report a further problem rather than expecting a new explanation in front of the crew each morning.
- Review facts and follow the company process. Compare subsequent arrivals with the approved arrangement and ask about unresolved barriers. If further action is needed, give the dated record to the appropriate manager or HR adviser. Do not invent a universal number of warnings, dismiss a possible accommodation need or threaten a penalty outside your authority.
The private opening
Common mistakes
- Replacing exact observations with the label always late.
- Promising a pay or shift change without approval.
- Ignoring a disclosed support need and jumping to discipline.
Checklist
The first lateness conversation record
- Verified expectation and dated arrivals.
- Private conversation and worker's account.
- Support needs appropriately routed.
- Authorized arrangement or expectation.
- Restricted note and review date.
- Further action through company process.
Check your understanding
The worker discloses a caregiving problem. Should you immediately approve a later start and make-up time?
