How to Handle No-Call/No-Show Employees Reappearing
Employers, what would you do if an employee who was terminated as a result of a no-call/no-show reappeared days laters? Employers typically have policies informing employees that they will be considered to have voluntarily resigned if they do not show up to work after one to three days and have not notified the employer through proper channels. Policies should be clear as to what constitutes compliance such as if a text message is an acceptable form of notification.
If an employee is a no-call/no-show, the employee’s supervisor should first attempt to call the employee, follow-up with a text and/or email, and notify HR. HR should then determine if the employee has filed for FMLA or an ADA accommodation in the past year. If either of these apply, the employee is not excused from the no-call/no-show policy, but the case may be handled a little differently.
There are a number of factors that may help employers determine whether the employee should be rehired after a no-call/no-show, such as the legitimacy of the excuse or the employee’s track record. Read more.
For further assistance regarding no-call/no-show employees, contact HR Advantage at 877-894-0202 or firstname.lastname@example.org.