Employee not showing up for work

CatFromHue

Just wondering how people would approach this situation.

In my place there's a guy who hasn't shown up for work for a week now. He didn't ring or anything but I texted him and he says he's fine and'll be back next week.

I can't remember him taking a day off sick or anything like that before and I don't think he's sick now either.

I don't think the boss knows what to do either as he's involved in a few projects and from what I can see is a good worker.

Aint Eazy Being Cheezy

Why is there a need for you to approach the situation? You haven't said what your role is, but it sounds like he's just your colleague. If that's the case then your approach should be to stay out of it, let the boss handle it. Say nothing.

CatFromHue

It's not my role to do anything and I'm glad not to have to.

I was just wondering what should be done.

h2005

CatFromHue wrote: »

It's not my role to do anything and I'm glad not to have to.

I was just wondering what should be done.

Stay out of it?

Nody

h2005 wrote: »

Stay out of it?

This really; if you don't manage said person you don't want to get involved.

sea_monkey

could well be a personal issue that he wants kept between himself and management

CatFromHue

CatFromHue wrote: »

Just wondering how people would approach this situation.

In my place there's a guy who hasn't shown up for work for a week now. He didn't ring or anything but I texted him and he says he's fine and'll be back next week.

I can't remember him taking a day off sick or anything like that before and I don't think he's sick now either.

I don't think the boss knows what to do either as he's involved in a few projects and from what I can see is a good worker.

Mind your own business. Can't believe how nosey you're being, don't know why you're getting involved.

Rick Rod

[Deleted User] wrote: »

Mind your own business. Can't believe how nosey you're being, don't know why you're getting involved.

^^^^ THIS x 1000000000

CatFromHue

Deleted User wrote: »

Mind your own business. Can't believe how nosey you're being, don't know why you're getting involved.

That's not it at all.

It's a small company and the boss sometimes ask my opinion on things.

m5ex9oqjawdg2i

Nice judgemental thread, not uncommon on boards unfortunately.

Op asked is only asking a question and nobody here fully knows the situation.

Op if the boss is asking for your opinion then think about giving it. If your colleague is directly causing you issues due to his absence then maybe you can explain this to your boss? I personally wouldn't approach your colleague though.

Mrs OBumble

If your manager asks you how he should manage other staff, then what do you say?

If your job includes HR advisor, then I'd expect you to consult relevant sources (not randoms on the interweb) to provide advice.

If you're not an HR advisor, then limit yourself to describing the impact on you and your work: eg "With Fred not here, the effect is XXXX. If he isn't here tomorrow / next week / next month then XXXX".

If the manager pushes for more, then politely suggest he should talk to his lawyer, an HR consultant (some of the recruitment firms offer this service to companies) or to an advisor from a small-business association. It can be difficult for a manager when a previously good employee develops a problem - they want to be companssionate rather than legalistic, but there are legal risks and financial costs. The reason the manager is the manager is 'cos they're paid to weigh up the professional advice and decide how to apply it in your company.

Bandana boy

I think for an employee who misses work without a phone call (to their manager)explaining the absence ,stopping their pay would be a start.
I would issue a letter on registered post to their address stating that continued absence with refusal to contact work will be seen as a defacto resignation.

On returning to work I would issue at the very least a verbal warning.

At all the aggression being shown to the OP ,having curiosity is not a crime .
What should he do ,clearly nothing but what should be done is fine to ask.

Nody

Bandana boy wrote: »

I think for an employee who misses work without a phone call (to their manager)explaining the absence ,stopping their pay would be a start.
I would issue a letter on registered post to their address stating that continued absence with refusal to contact work will be seen as a defacto resignation.

On returning to work I would issue at the very least a verbal warning.

At all the aggression being shown to the OP ,having curiosity is not a crime .
What should he do ,clearly nothing but what should be done is fine to ask.

Please don't ever do this if you become a manager; you're opening up the company for so many different liabilities I start to wonder if it's suppose to be some type of joke.

Bandana boy

Nody wrote: »

Please don't ever do this if you become a manager; you're opening up the company for so many different liabilities I start to wonder if it's suppose to be some type of joke.

What liabilities would that be ?

Not attending work is grounds for dismissal. No company is obliged to pay for sick leave ,If you have Sick Pay it in your contract I guarantee that your contract also has some conditions for receiving this benefit.

I have been a manager for many years and have seen this happen. And this would be the route at least one company followed.

Nody

Bandana boy wrote: »

I think for an employee who misses work without a phone call (to their manager)explaining the absence ,stopping their pay would be a start.

Number one; you can't stop it because you feel like it (i.e. proper paper trail to show attempts of contact etc.).

I would issue a letter on registered post to their address stating that continued absence with refusal to contact work will be seen as a defacto resignation.

Number two; you're threatening an employee with out giving them a proper recourse or option to appeal nor have you heard their case.

On returning to work I would issue at the very least a verbal warning.

Number three; you've already made a judgement before the hearing of what happened which invalidates the hearing as it's intended to happen with out any decision and any punishment is decided based on the hearing. Once again this opens the whole hearing AND the punishment to be overruled and thrown out with said person being reinstated even after what ever they did with out any recourse by the company.

Bandana boy wrote: »

What liabilities would that be ?

I have been a manager for many years and have seen this happen. And this would be the route at least one company followed.

Yes but that don't make it legal because a company does it; I've been asked to do things that would put the company at liability (i.e. fire someone on the spot because of an incident) by my manager and want to take a guess what HR's reaction to the idea was? The employment law in Ireland and as interpreted by the courts is heavily in favor of the employee over the employer and any small mistake will get it ruled against the employer where as the employee can walk all over the grass and pee on the employee claiming it's raining.

sillysmiles

OP it would depend on a variety of things, key among them being the size of the company. In a small place the lines between HR and management and staff can be very indistinct if there is only 4 or 5 people.
In a larger company, there is a chance that maybe someone else in the firm knows what going on.

What would I/the boss do?
When they come back to work, sit them down, have a chat, establish what happened, if it is likely to happen again and what should be done if it happens again.

As to the people jumping up and down about the OP - the question asked was how other people would approach the situation. There was no suggestion that this is what the OP is going to do.

wonski

In all places I worked, going AWOL starts with disciplinary action, and - unless you have genuine reason not to call - it is sackable offence.
But the manager can't just stop paying them, but also doesn't have to pay if the person doesn't work their hours.
Simple, but if I was you I would just stay out of it. Tell your boss you don't know what's going on, and that an extra pair of hands would be nice while your colleague is away.
Why people don't make a phonecall when not going to work is beyond me to be honest. Not to mention texting to other workers to pass a message to manager - seen it few times:rolleyes:

AltAccount

Guy works hard, is contentious and dedicated.

Due to several factors gets stressed due to work.

Tries to hide it, it builds, he starts to suffer from work-related anxiety and depression.

He tells the boss and takes a week off sick.

Boss won't tell coworkers why he's off because of stigma associated with mental health problems, but is a poor liar so can't come up with a decent excuse.

Nosy coworker texts but is told it's fine because it's less embarrassing/stigmatising than the truth. Nosy coworker presumes the worst and bitches online.

Meanwhile hamfisted manager sends letters to employee threatening dismissal which sends employee into deeper depression and ultimately lands company with giant HR lawsuit.


But I've always had a very active imagination...

sillysmiles

AltAccount wrote: »

Boss won't tell coworkers why he's off because of stigma associated with mental health problems, but is a poor liar so can't come up with a decent excuse.

All the boss has to say is that he has been in touch and all is ok, he'll be back to work next week.
End of issue

The problem arises when the boss deals with it badly.

J.P.M

No wonder the guy does not want to go to work with that level of intrusion!

CatFromHue

J.P.M wrote: »

No wonder the guy does not want to go to work with that level of intrusion!

What level of intrusion?

Texting to see if someone is all right? Checking to see if they're still alive?

WhatNowForUs?

CatFromHue wrote: »

What level of intrusion?

Texting to see if someone is all right? Checking to see if they're still alive?

It really shows that you care for them.

Bandana boy

Nody wrote: »

Number one; you can't stop it because you feel like it (i.e. proper paper trail to show attempts of contact etc.).

Hence the registered letter

Number two; you're threatening an employee with out giving them a proper recourse or option to appeal nor have you heard their case.

No I am not , I am explaining that continued refusal to contact your place of work will lead the company to act. There has been no threat implied or otherwise on contacting and explaining your absence

Number three; you've already made a judgement before the hearing of what happened which invalidates the hearing as it's intended to happen with out any decision and any punishment is decided based on the hearing. Once again this opens the whole hearing AND the punishment to be overruled and thrown out with said person being reinstated even after what ever they did with out any recourse by the company.

You have half a point here , but only because I worded it give a verbal warning when really I mean instigate the disciplinary process with the point of issuing a verbal warning.

Yes but that don't make it legal because a company does it; I've been asked to do things that would put the company at liability (i.e. fire someone on the spot because of an incident) by my manager and want to take a guess what HR's reaction to the idea was? The employment law in Ireland and as interpreted by the courts is heavily in favor of the employee over the employer and any small mistake will get it ruled against the employer where as the employee can walk all over the grass and pee on the employee claiming it's raining.

The companies I worked for are pretty top end and experts in this field , in particular the company who I gave as an example of how they reacted are the company who invented top slicing. As such they have probably been through more "successful" disciplinary actions than any company in the world.
And also having some potential liability in a lawsuit does not equal illegal
You can follow every process for termination to the letter and still found liable
you could follow none and still win a lawsuit.
Courts judge each case on their merits ,
Judges are not experts in the many different fields of employment.Hence they have a set of agreed upon processes they understand to mean that the process for termination was equitable.It is advisable to follow these because that is how Judges make Judgements. It is not though the law.

While my writing style might be quiet brash and too the point ,there is no liability to the company and this is a fair and balanced approach to this issue.

Bandana boy

AltAccount wrote: »

Guy works hard, is contentious and dedicated.

Due to several factors gets stressed due to work.

Tries to hide it, it builds, he starts to suffer from work-related anxiety and depression.

He tells the boss and takes a week off sick.

Boss won't tell coworkers why he's off because of stigma associated with mental health problems, but is a poor liar so can't come up with a decent excuse.

Nosy coworker texts but is told it's fine because it's less embarrassing/stigmatising than the truth. Nosy coworker presumes the worst and bitches online.

Meanwhile hamfisted manager sends letters to employee threatening dismissal which sends employee into deeper depression and ultimately lands company with giant HR lawsuit.


But I've always had a very active imagination...

In fairness my Ham fists do not come into play if as the start of your play suggests the employee contacts his place of work.

Also there is no giant lawsuit for explaining to an employee what is acceptable or unacceptable behaviour
Giant lawsuits only happen when you act without doing this.