As a manager, you undoubtedly have experience with employees scheduled for work and not showing up or calling. You then find yourself scrambling to cover the no-call/no-show. You want to fire the employee on the spot. However, calling them should be your first response on the first day of the infraction. There might be a legitimate reason for the absence. If three days pass with no response, send the employee a letter explaining that you are considering their absence a resignation. Send their final check, COBRA, or other information that your state requires. Yes, you can fire the employee but make sure you have the policy to guide your actions.
Establish a No-Call No-Show Policy
Set Up a policy within your employee handbook that lists the guidelines for missing work. You must ensure that it addresses all absence-related questions such as:
- How to request time off
- How to use personal days
- How to handle last-minute sick days
- How to communicate with other crew members to fill shift
- Consequences for no-call, no-shows
Once your employees know what the policy is and have signed the waiver, you can hold them accountable for no-shows. It is prudent to have an employment attorney look over your policy to make sure it is legally binding in your state.
Enforce the Policy
When you create the policy, you must be ready to enforce it consistently while treating all employees equally. You might use a zero-tolerance approach where one instance of not showing up can lead to termination. Or consider a 3-strike policy that includes a written warning at the first instance.
Discuss the problem of no-shows and the importance of meeting the needs of customers with every employee. Be clear that you have the right to terminate employees due to the missed time. Ask the employee to explain the no-shows and create an action plan to minimize lost time at work. Finally, establish specific consequences tied to missing time.
Communicate With Team Members
Talk to your employees about the reasons these absences are occurring. Knowing the causes will help you prevent them in the future. Typical causes include:
- Poor communication about availability
- Lack of understanding of the rules
- Inconsistent enforcement of the rules
- Problems with scheduling
- At-home concerns
It is vital that you teach new employees the rules early in the process. Inform them immediately of your work and attendance policy, as well as the consequences associated with the policy.
Better Scheduling
Consider using a scheduling app for an easy way for employees to request time off and fill their shifts. Flexibility is huge for employees, so make it as easy as possible. An on-call list is another option that lists people looking for extra work hours.
Partner With a Staffing Agency
When you partner with a staffing agency such as SI Staffing, you will have access to temporary staff to help you keep up with production deadlines. SI Staffing is one of the top staffing agencies in Maryland for providing the talent you need when you need it. See what SI Staffing can do for your company.
