You are the office manager for a busy primary care practice. over the past week you have notice that the one of your employees has been 15 minutes late every day. should you approach this employee? If so how do you manage the situation? What are the main points you would want to stress to this employee? Are there any consequences? What follow-up if any should be done

Whether it’s bad traffic, oversleeping or caring for a sick pet, employees offer up lots of different excuses when they show up late for work. As the manager, you may overlook it the first time. But what if it becomes a pattern?

Employee lateness is a widespread problem. A 2016 survey by CareerBuilder found that one in four employees admits to showing up late for work once a month, whereas 13 percent of employees say it’s a weekly occurrence. Managers say they hear all sorts of excuses: “A black bear entered my carport and decided to take a nap on the hood of my car.” “I was detained by Homeland Security.” “My hair caught on fire from my blow dryer.”

Employees who rarely arrive late to work should probably be given the benefit of the doubt—as there are valid reasons for being late. (Tires really do go flat!) But it’s generally in a manager’s best interest to confront employees who frequently—or always—show up late.

Late employees can reduce business productivity, especially if they aren’t making up for lost work time at the end of their shifts. Moreover, it hurts the morale and work ethic of other employees who might resent that the late arrivers aren’t getting called out or disciplined for their lateness. It might even encourage other employees to start showing up late to work if they see no consequence for the bad behavior.

But don’t despair. Businesses have many opportunities to boost the odds that employees will show up when they’re supposed to. Here are ways to discourage employees from arriving late, as well as how to deal with those who regularly do:

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