They're not mutually exclusive, tracking attendance doesn't mean you are forced to ignore work quality. Also outside of 80s cop dramas the line "but dammit I g

They're not mutually exclusive, tracking attendance doesn't mean you are forced to ignore work quality. Also outside of 80s cop dramas the line "but dammit I get results" does not overrule all other employer concerns. If instead of disregarding an attendance requirement an employee instead decided to disregard a safety requirement, would you give them a pass because they got the job done? How about if they mishandled private customer data? Made unauthorized purchases with the company credit card? Made a bigoted comment about another employee? Someone can be a high performer and still be a bad employee that an employer ought to let go.