{"id":3417,"date":"2020-06-26T03:01:40","date_gmt":"2020-06-26T03:01:40","guid":{"rendered":"https:\/\/www.gaudylaw.com\/?p=3417"},"modified":"2022-08-10T18:04:09","modified_gmt":"2022-08-11T01:04:09","slug":"what-do-i-do-when-an-employee-doesnt-show-up-for-work","status":"publish","type":"post","link":"https:\/\/gaudylaw.com\/business-legal-tips\/what-do-i-do-when-an-employee-doesnt-show-up-for-work\/","title":{"rendered":"What do I do when an employee doesn&#8217;t show up for work?"},"content":{"rendered":"\n<p>How&nbsp;you handle&nbsp;the termination of an employee can have&nbsp;<strong>huge legal consequences.<\/strong><\/p>\n\n\n\n<p>Done incorrectly, an employer could face an imminent lawsuit with a slew of legal claims amounting to tens or even hundreds of thousands of dollars.<\/p>\n\n\n\n<p>One question I get quite often is what can or can\u2019t an employer do when an employee fails to come to work and does not call explaining their absence (\u201cno show\/no call\u201d)?<\/p>\n\n\n\n<p>First and foremost, you should make sure that the company has a specific written policy in its employee handbook regarding no show\/no calls.<\/p>\n\n\n\n<p>Many of our clients have policies informing their workers that they will be deemed to have voluntarily resigned from their employment after 2 or 3 days of absence if they have not called in to say they will be absent.<\/p>\n\n\n\n<p>Guidance from California courts suggests that a policy that allows 3 no call absences before terminating the employee is reasonable. Nevertheless, it is always prudent for the employer to attempt contacting the absent employee before terminating.<\/p>\n\n\n\n<p><strong>There can always be those rare circumstances where advance notice of absence is not possible.&nbsp;<\/strong><\/p>\n\n\n\n<p>Also,\u00a0<strong>great care should be taken<\/strong>\u00a0to check the employee\u2019s file to see if the employee had taken any recent medical leaves or had a disability that needed accommodation.<\/p>\n\n\n\n<p>Terminating an employee for violating a no show\/no call policy in these instances could look poorly on the employer and make a stronger case for retaliation or discrimination.&nbsp;<\/p>\n\n\n\n<p><strong>Get your termination policy clear, use your best judgment, and as always, make sure everything is in writing!<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>How&nbsp;you handle&nbsp;the termination of an employee can have&nbsp;huge legal consequences. Done incorrectly, an employer could face an imminent lawsuit with a slew of legal claims amounting to tens or even [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[490],"tags":[],"acf":[],"_links":{"self":[{"href":"https:\/\/gaudylaw.com\/wp-json\/wp\/v2\/posts\/3417"}],"collection":[{"href":"https:\/\/gaudylaw.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gaudylaw.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gaudylaw.com\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/gaudylaw.com\/wp-json\/wp\/v2\/comments?post=3417"}],"version-history":[{"count":1,"href":"https:\/\/gaudylaw.com\/wp-json\/wp\/v2\/posts\/3417\/revisions"}],"predecessor-version":[{"id":6070,"href":"https:\/\/gaudylaw.com\/wp-json\/wp\/v2\/posts\/3417\/revisions\/6070"}],"wp:attachment":[{"href":"https:\/\/gaudylaw.com\/wp-json\/wp\/v2\/media?parent=3417"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gaudylaw.com\/wp-json\/wp\/v2\/categories?post=3417"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gaudylaw.com\/wp-json\/wp\/v2\/tags?post=3417"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}