Senior Professional in Human Resources (SPHR) Certification Practice Exam 2025 - Free SPHR Practice Questions and Study Guide

Proceeding directly with discipline in response to an employee's attendance violations can expose the company to significant risk for several reasons. First, this approach may demonstrate a lack of due process. It's essential to investigate and understand the context of an employee's attendance issues before imposing disciplinary action. If management acts quickly without gathering sufficient information or considering mitigating circumstances, they could inadvertently violate employment laws or company policies regarding fair treatment.

Moreover, failing to conduct a thorough review and discussion could lead to potential claims of discrimination or wrongful termination, particularly if the absences are due to protected reasons, such as health issues or family emergencies. Each situation should be approached thoughtfully to ensure compliance with legal requirements and to uphold the company’s commitment to fair treatment.

Additionally, taking a more hasty approach may damage employee morale and trust within the organization, which can have long-term negative effects on workplace culture and productivity. Engaging in discussions with supervisors, reviewing attendance patterns, and compiling relevant documentation are all critical steps in building a well-founded basis for any disciplinary action. This proactive approach minimizes legal risks and contributes to fair and informed decision-making.