One of the most difficult problems facing warehouse managers is convincing employees of the need to be on time and ready to work everyday. Absent workers cost a company more than just money. A loss of productivity, lower morale and the need to hire replacement workers are just some of the consequences. And often, it is the most productive workers who have the most difficulty with tardiness and unexcused absences, which makes it all the more tempting to tolerate their behavior.

About 20 distribution professionals gathered to share ideas for managing absenteeism and tardiness during a discussion session of the WERC (Warehousing Education and Research Council ) conference in San Francisco.

"Employers today realize that dependability is a top priority when hiring," said Leslie Hansen Harps, a communications consultant, who facilitated the discussion.

Some managers link on-time performance with a monetary reward. One attendee, who deals with dramatic seasonal swings, told how she pays bonuses to workers who faithfully report on time and stay through the completion of their shifts. The workers earn points that go into a "bank" each week. At the end of the season, the workers receive checks.

Another employer that operates a 12-hour workday allows associates to adjust their 8-hour shift to accommodate doctor appointments and other personal needs. Requests for the flextime must be approved in advance.

Still, no matter what incentives exist, some employees will continue to have difficulty arriving to work on time, or have too many absences. Employees must be made aware of the company's policies, along with actions that will be taken when work rules are broken.

"Consistency of policy enforcement is critical from an HR standpoint," adds Harps.