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Wednesday, 10 August 2011 10:25 |
 In this week’s Top Tips, we help you keep on top of employees who have gone AWOL (absent without leave)… Please feel free to share them with a colleague!
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Ensure all employees are following the correct absence reporting procedures and clearly communicate what is/isn’t acceptable behaviour.
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Don’t make assumptions! The employee may be unable to contact you for a completely valid reason.
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Ensure that you follow up any attempts to contact the employee with a letter.
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Keep records… keep all letters, emails and details of any other attempts to make contact on file – this may seem fairly obvious but you never know when the employee might decide to turn up claiming that they are unaware of any contact that you may have attempted to have with them!! (Yes - we’ve seen it happen!)
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Avoid miscommunication. If you are treating the prolonged AWOL as an assumed resignation as a reason for dismissal, ensure you have thoroughly investigated the situation! This decision should only be considered after you have made all attempts to contact and invite the employee into a disciplinary investigation meeting to allow them to explain!
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Don’t hold back…we are sure you won’t but all attempts to communicate with the employee should be carried out as quickly as possible!
If you are seeking advice on any issues surrounding AWOL employees, please do not hesitate to contact us to find out how our experienced HR Consultants can provide you with the answer you are looking for. |
