1. Courts will only accept absence without permission as genuine desertion if you accept the employee's decision to terminate the contract. But if he comes back, you should give him a chance to explain his absence before dismissal.
An employee can't dismiss
himself. Only you can, when accepting that the employee has deserted you and that you've decided to dismiss
him for doing so.
3. Even if an employee has deserted you and breached the contract, you MUST still give him a chance to state his case and give his story before dismissing him.
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4. You can't force a deserting employee to return to work.
5. Even if an employee has deserted you, you need to still make a genuine effort to get in contact with him.
6. If an employee has deserted you, you must send a letter to his physical address (that you have on record) stating he must return to work or face dismissal.
There are six warnings to keep in mind BEFORE dealing with desertion.
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