FREE eNewsletter
Sign up to Labour BulletinBe the first to know
Download your FREE report now
Strikes: What does 'issue in dispute' mean?
News reports this morning indicate that government intends to meet with the Association of Mineworkers and Construction Union (Amcu) today in a last ditch attempt to halt a mass strike in the mining sector. The looming strike, which is expected to have a devastating impact on the economy, has [read more...]What does the new Employee Tax Incentive Bill mean for your business?
Unemployment is a big problem in South Africa. So it's no wonder that government has finally stepped in to reverse the high levels that affect the youth. How? By making sure its new Employee Tax Incentive Bill comes into effect. And it will, the minute 2014 ushers in. Here's what you need to know [read more...]Research finds that absenteeism is the reason South Africa's losing its competitive edge
New research has found that South Africa's losing its competitive edge. And it's all thanks to absenteeism. That's just the tip of the tip of the iceberg. There are other worrying trends when it comes to sick leave abuse in the workplace. Here are the details of the study... [read more...]by FSP Business, 28 August 2013 |
Desertion or abscondment is when your employee is absent for so long you get the impression he doesn't intend to return to work. He hasn't informed you of his whereabouts, whether he's ill or when he intends to return to work, says the Practical Guide to Human Resources Management.
But the big question is: What do you do when your employee has absconded?
What to do when dealing with absconding employees
Step1: Don't assume your employee has absconded with the intention never to return.
Step2: Make every attempt to contact your employee.
Write a letter and send it by post to the last known address you have on file, contact his family members, friends or colleagues who may know his whereabouts. Or send emails, sms and phone messages to any contact numbers or email addresses you have on file or which you're able to locate.
Step3: If your employee's been jailed or hospitalised, try to find out which prison or hospital he's in.
Step4: Keep a record on your employee's file of all attempts to contact him.
Step5: If you manage to contact your employee, instruct him to attend a disciplinary hearing.
Step6: Give your employee the opportunity to explain the reasons for his absence from work. Use these reasons to determine whether dismissal is appropriate.
Keep in mind that you don't have to hold a hearing if your employee's indicated a clear intention not to return to work. But it's a good idea to document the evidence and rationale for dismissal. And remember, you CAN'T assume this intention if your employee's in hospital or jail.
It's also a good idea to advise your employee's that they're required to regularly update their and their next-of kins' contact details. Tell them that if they don't do so you can't be held responsible if the employee doesn't receive any communications from the company.
Well there you have it. Follow this procedure if your employee has absconded to comply with labour law.
An employee, who's been working with our company for a long time, brings her 17 year old son to work with her every morning before he starts his own job at another company. He has taken to using vacant ... [see the answer]