What do you do when an employee doesn’t show up to their job for a number of days without notice and any stated plans to return? Job abandonment is the new ‘ghosting,’ and it should be investigated and addressed according to the situation and compliance with labor laws.
Here are few things you need to know:
- Job abandonment is generally considered voluntary resignation even if the employee doesn’t officially quit or resign. The person’s lack of communication suggests the employee has no intention of coming back to work.
- Reasons for job abandonment include: Fear of quitting due to embarrassment, getting a job with another employer, an unexpected personal or family emergency, job dissatisfaction, fear of returning to work due to health or safety concerns, and a negligent or blasé attitude on the part of the worker.
- It is important for employers to anticipate the problems that can be caused by job abandonment and put clear policies in place.
- Policies should define job abandonment in detail and address how many no-call, no-show days constitute job abandonment.
- Make it clear to employees that they can’t receive unemployment benefits if they abandon their job.
- Follow a thorough and consistent investigation and termination procedure. Have an investigation process in place.
- Know and stay in compliance with employment laws. Remember that dismissing an employee who misses work because of a medical reason could be tricky. Your job abandonment policy should address short-term disability and the Family and Medical Leave Act.
Ultimately, it’s possible to prevent (or at least reduce) job abandonment by making policies more visible, having a generous leave policy, practicing flexible scheduling, and communicating effectively.
