Abscondment is when an employee is away from work for such a long time that you can assume he isn't returning.
2. Confirm if the employee has authorisation to be absent
You may think your employee has absconded, but meanwhile he has received authorisation to be absent.
So make an effort to confirm with the employee's manager or supervisor as to whether or not they granted him authorisation.
3. Confirm if the employee has contacted his manager or supervisor
Confirm with the employee's manager or supervisor as to whether or not he contacted them to explain his absence.
4. Try to make contact with the employee yourself
Try contact him via his home telephone, cell phone or email address.
You could also send someone to his residential address or try to contact his next-of-kin.
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5. Notify the employee of the steps you'll take if he doesn't come back to work
If you can't reach him telephonically, send a letter stating that if he doesn't return to work by a specific date, you'll terminate his contract.
If he returns to work, you'll allow him to explain himself but may still dismiss
him for unauthorised absence.
6. Terminate the employee's contract
If the employee doesn't return to work, you may terminate his contract with immediate effect. This will be just as you stated on the letter you sent before.
7. Pay your employee what you owe him
You don't have to pay him for his unauthorised absence, but you must still make all other payments, such as overtime
pay and all other
8. Give your employee a chance to explain himself
If the employee decides to return to work after you terminate his contract, you must give him a chance to explain himself.
So there are the eight steps to follow when dealing with abscondment
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