At some point, nearly every company experiences the dreaded no-call, no-show. When that happens, it’s normal to assume the employee isn’t coming back. But what do you do if they suddenly reappear? Is there a right way to handle the situation?
If you want to make sure you’re ready to deal with a no-call, no-show employee who turns back up unexpectedly, here are five approaches to consider.
Five Approaches to Consider When a No-Call, No-Show Employee Comes Back
While many no-call, no-show problems could have been avoided with a quick phone call or email, there are circumstances where an employee may not have been able to reach out. For example, a severe medical situation might incapacitate a person, leaving them unable to follow standard absence reporting processes.
Before you take any steps relating to a no-call, no-show, see if these kinds of extenuating circumstances apply. If the employee can demonstrate that they do, no other actions may be warranted.
If the employee previously had a history of good attendance and solid performance, training the worker on proper call-out processes may be all that’s initially necessary. It can serve as a reminder about what is expected. Additionally, it can ensure they understand the misstep they made and what they need to do in the future.
Many companies have disciplinary policies in place that dictate when certain actions can occur. If the employee was a no-call, no-show but didn’t violate the rules to a level to make termination appropriate, issuing a formal, written warning is wise.
By adding the warning to their file, you’re showing that an incident occurred and that the worker was spoken to about the behavior. Additionally, if a problem arises again, it can serve as evidence of a performance issue pattern. Having documented warnings makes termination easier to manage.
If there is a policy in place regarding no-call, no-shows and it explicitly states that termination is a possibility, firing the employee after the incident may be an option. This is especially true if the absence extended over several scheduled shifts, and no reasonable justification for the lack of contact was provided by the employee.
While you do want to ensure that the termination aligns with local laws, if there is a clear policy and the employee missed more than one or two days, the odds are high that you can move forward with that choice. However, it’s always best to double-check. That way, you don’t accidentally make a decision that can cause a problem later.
Right after a no-call, no-show, companies may be uncertain about the nature of the situation. While they shouldn’t certainly document the absences, other actions regarding the employee may feel inappropriate during the initial days.
In those cases, getting a temporary replacement for the worker may be a smart move. It ensures you aren’t short-handed and gives you more time to assess the situation. That way, you don’t take drastic action only to discover that you need to walk it back due to unexpected circumstances.
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