Two ways to overcome workplace desertion
Desertion is when an employee is absent from work or he fails to return to work after an authorised period.
He doesn't call or leave a message explaining his absence, or even let you know if he's going to be returning to work.
This could potentially cause major headaches for you as an employer trying to ensure that your business is running as smoothly as possible - with your employees attending work and communicating with you if they aren't.
While you can't control desertion completely, there are ways to overcome it. Here are two ways to overcome desertion in the workplace by not having to prove the employee's intention to go AWOL:
1. Include a desertion clause in your employment contracts:
This clause must state that the employee has an obligation to notify you of any absence from work as well as the reason for it (with proof of the reasons too).
Also ensure that the contract states that if the employee doesn't contact you within a certain period after being absent, you will consider it as desertion.
AWOL! Your guide to dealing with employees who abscond is a step-by-step guide on the process you need to follow to make sure you
deal with absconded employees correctly and effectively.
With it, you can confidently deal with absconding employees while protecting yourself and your company from an unfair dismissal case
2. Include it in your disciplinary code:
Ensure that your disciplinary code states what your response will be to an employee's absence.
This is to ensure that you handle all desertion cases in the same way so as to make each case fair and equal.
So, there you have it! There are two simple steps to overcoming desertion in the workplace.
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