Absent EE
Leo
67 Posts
On Friday 6/30 a warehouse supervisor was a half-hour late for work without calling. On Monday 7/3, he did not call-in or show-up at all. On Tuesday (our company was open) his manager received a voice mail from the 20-year-old's mother stating there was a family crisis and that her son would call us as soon as he could.
Since the supervisory position needs to be filled immediately, we promoted another gentleman as of yesterday. We still have not heard from the MIA supervisor. His phone is no longer in service.
Our attendance policy states, "If an employee fails to report for work and fails to contact their supervisor for two consecutive days, they will be considered to have resigned."
Since it was the mother who called, not the employee, can I consider him resigned? If not, how long are we supposed to wait for him to be "able to contact" us?
*Note: He's been a full-time EE for 6 months. He has one $3600 accident on the loading docks on his record and his supervisor has been building a case to terminate him.*
Since the supervisory position needs to be filled immediately, we promoted another gentleman as of yesterday. We still have not heard from the MIA supervisor. His phone is no longer in service.
Our attendance policy states, "If an employee fails to report for work and fails to contact their supervisor for two consecutive days, they will be considered to have resigned."
Since it was the mother who called, not the employee, can I consider him resigned? If not, how long are we supposed to wait for him to be "able to contact" us?
*Note: He's been a full-time EE for 6 months. He has one $3600 accident on the loading docks on his record and his supervisor has been building a case to terminate him.*
Comments
Cheryl C.
As long as you are consistent about this policy, I would agree with the others and term the ee.
Fire him effective Friday.
Balloonman
If you need to document anything, write self termination on the form. Make you you mail him any money owed, any term forms (separation notice), etc. Have his term date the last day he worked.
If you have this documented properly, you will win at unemployment hearing... hands down.
E Wart
I sent out a certified return receipt letter on the 8th advising him of the handbook policy and stating we consider him to have resigned with his last day being 6/30. I requested he contact me immediately for return of his uniforms. When I checked the USPS tracking, it shows the letter was forwarded to another address. I have not received my signature confirmation of delivery as of yet.
Accounting has also mailed out his final check.
I believe all bases have been covered.
Thanks for the input and once I hear something, I will let you all know. (The warehouse manager said the rumor going around is drug use and possibly rehab.)
On his personal data form, he put his mother as an emergency contact. I called on 7/6/06 and left her a v-mail. I never heard back from her. Should I try to contact her again? (All of this information is noted in his file.)
Document you sent this and hope that you might receive a response. Keep the envelops from the prior letters to prove that you made the effort and don't worry about it. He will probably contact you about the end of the year for his W-2.
E Wart
The payroll manager has his last 2 checks. Fortunately the unclaimed money will be her problem.
Leo, if you're always this thorough you must be pretty damned good at what you do. Nice work, but now I need a nap.
By the way, I plan to try the fried rice this weekend with BBQ riblets and sweet corn.
Just to let you know I did get another number for the person from my warehouse employee. The message I receive says, "the number that you are trying to call is unreachable". I'm done!
(By the way, you're really going to like the rice.)
This is a REALLY good story - I think we are all anxiously awaiting "the rest of the story..." once you know!
Good work!!!