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The employer has an employee who is absent without leave.
What to do when an employee is awol. From panic and fear to sadness and concern. The employer should try to contact the absent employee as soon as possible including using any emergency contact they have. We will work with you to evaluate your case discuss your options and develop a strategy to assert your rights.
If you then find out that the employee has not received the dismissal letter and do not have a forwarding address communicate via the employees solicitor if appropriate or send the message by text or email potentially finding the contact. Explain the impact their disappearance is having on your business. When communicating with an absent employee post the letter in the usual way but also send it by recorded delivery or courier.
Ensure employee is on notice of work schedule Ensure employee was notified of policy and procedures for excused absences Determine appropriate discipline based on the circumstances of the case. You must follow the same steps as though the employee were present ie. If contact cannot be made at the time of the unauthorised absence the employer should discuss the absence with the employee when and if they do return to work.
If the employee cannot provide good reason for the absence and lack of contact the employer might. Therefore you must follow an AWOL Process. To deal with an absent employee effectively youll need evidence.
The 13th month pay is actually considered already earned by the employee. Get specific about how they should contact you and when by. What to Do With an Employee Who is AWOL.
You might feel a number of emotions. Make it clear that being in contact implies having verbal communication with the supervisor or the personnel in charge. It all depends on the events surrounding their disappearance.
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