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Three offences to include in your disciplinary when dealing with desertion

by , 18 September 2015
Desertion can be a tricky area because of its complexity when dealing with it.

One of the questions you may be asking is how to include desertion in your disciplinary code.

Well, as I'll discuss below, your disciplinary code should include three separate offences, all of which centre around desertion itself:

1.Unauthorised absence

Unauthorised absence (AWOL) is usually not punished with dismissal for a first offence. But if there's an important reason why an employee should be at work at a particular time, and he's not without a valid reason, then you possibly could.

2.Failure to notify the company of unauthorised absence

You should make the failure of an employee to notify you of unauthorised absence a separate offence to the unauthorised absence (AWOL) itself.

This is because while the employee may be away from work, he can at least make some effort to notify you via email, SMS or telephone.

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Desertion should be a completely separate offence with a specified number of consecutive days away from work.

For example, you can make it clear that unauthorised absence from work, without any notification, will be seen as desertion.

Even though it's up to the employee to notify you, it is still your responsibility to make efforts in tracking him down.

You can send a letter to his last address on record that tells him to report to work by a specified date or contact you if he can't.

If you've not seen him by the date or heard nothing, you may dismiss him for desertion.

But remember that, should he arrive back to work after you have dismissed him, you must give him a chance to state his case.

So, there is some practical information on how to include desertion in your disciplinary code.

Remember to include unauthorised absence as well as failure to notify you of it as separate offences.

To learn more, click below…

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