Summarize the following:
Remind all employees of the rules and enforce whatever your policy dictates for disciplinary action. As a rule of thumb, give one or two reminders before writing him up. Be consistent in your enforcement. If you look the other way sometimes but not others, or show favoritism toward some employees, you will create a chaotic environment where employees feel resentful and take advantage of your inconsistency. With a plan of action for improving the employee's attendance, you will need to make sure he is following through. Regularly check the employee's attendance records each month. While the employee may adjust his behaviour initially, he may fall back into old habits if he feels he can get away with it. If the employee is able to improve his performance, be sure to take time to give him praise. This way, he knows that you are paying attention, and that you haven't failed to notice his efforts. On the other hand, if your employee fails to improve his attendance, consider taking disciplinary action. This might mean providing a written warning, it may mean suspending the employee without pay for a period of time, or it may mean termination of the employee.  Deciding on the right kind of disciplinary action should be done by considering the history of the employee, the reasons for his absence, as well as your company's policy.
Enforce attendance rules. Keep an eye on attendance. Praise your employee. Consider disciplinary action.