Question
We’ve had employees stop showing up to work without notice. At what point does that count as job abandonment, and what are some signs to look for?
Answer
There is no single definition of job abandonment; however, job abandonment generally occurs when an employee fails to report to work for a certain number of days without notifying their employer and without indicating an intent to return. Whether job abandonment occurs may depend on an employer’s particular job abandonment policy or practices. Job abandonment is distinguishable from other unexplained or unexcused absences as it generally involves an employee’s failure to communicate their absence and plan to return to work.
Some examples of job abandonment include but are not limited to:
- Failing to report on the first day of work;
- Not calling or not showing up for consecutive days;
- Failing to return from an approved leave of absence;
- Leaving work mid-shift without notice (for example, failing to return following a meal or rest break); and
- Failing to report to work following a relocation or reassignment.
A clearly written job abandonment policy is essential for setting expectations around attendance and handling unexcused absences consistently across the organization. This policy serves as a valuable reference for employers when deciding on disciplinary actions and next steps if an employee fails to report to work. It’s helpful to outline key details, such as how many consecutive unexcused absences qualify as job abandonment and the possible consequences, including termination.
It is a best practice to work with legal counsel when drafting such a policy to ensure it meets an employer’s needs while remaining legally compliant.
The HR Question of the Month is provided by Zywave®, a company wholly independent from Federated Insurance. Federated provides its clients access to this information through the Federated Employment Practices Network with the understanding that neither Federated nor its employees provide legal or employment advice. As such, Federated does not warrant the accuracy, adequacy, or completeness of the information herein. This information may be subject to restrictions and regulation in your state. Consult with your own qualified legal counsel regarding your specific facts and circumstances.
This blog post originally appeared on FederatedInsurance.com. Federated Insurance is an ACCA Platinum Strategic Partner. For more information about our Strategic Partner program, visit here or email partners@acca.org.
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