Page 31 - DRG HR HANDBOOK- Nikita Pillay

ABSENTEEISM AND

DESERTION (CONT.)

should he fail to submit a valid medical certificate from to commence with termination of employment on the
a registered medical practitioner and has been absent grounds of absconding will commence.
on two or more occasions during an eight-week period.
WHAT ARE THE EMPLOYER’S
Any employee who breaches the above requirements
OBLIGATIONS IN TERMS OF LOCATING THE
will be subject to discipline in terms of the Company’s
EMPLOYEE?
disciplinary policy. Sanctions against employees found
guilty of misconduct could range from warnings to There are a number of ways in which the Employer
dismissal depending on the severity of the absenteeism can attempt to locate the Employee, including but not
and the number of previous warnings, if any. limited to, calling, emailing, text messaging or sending
the Employee correspondence by registered post to
CAUSES OF ABSENTEEISM
the Employee’s last known address, informing him or
her that he or she is required to report for duty at the
The causes of non-culpable absenteeism are generally
workplace, and that, unless he or she returns to work
not a big concern.
within a reasonable period (which must be specified
Because employees inform managers ahead of time,
in the correspondence), he or she will be regarded as
they won’t be able to work, the impact isn’t as serious
having deserted the workplace and his or her services
as with the unanticipated, culpable absenteeism. The
will be terminated accordingly.
causes of culpable absenteeism are important, as they
When sending the correspondence by registered post,
can provide managers with important feedback, either
the Employer should ensure to retain proof that the
about a single employee or about workplace morale.
correspondence has been dispatched and delivered.
Numerous surveys done by organisations and consulting
If the Employer does not have an address for the
groups have identified the three most common causes
Employee, the Employee should make every effort to
of absenteeism: personal health concerns, demands of
get a message to the Employee for example via the
children/family and lack of motivation.
Employee’s family members or next of kin if same is
stated in the Employee’s personnel file.
DESERTION
If the Employee returns to work by the specified date
Desertion and Abscondment refer to cases where an
in the above-mentioned correspondence or messages
employee stay away from work for a longer period, but
sent, the Employer is entitled to enquire as to the reasons
with the clear intention not to continue with employment,
why the Employee was absent from work and why he
this intention being evident from the employee’s conduct
or she did not notify the Employer earlier in respect
or communications.
of the reasons and circumstances which caused the
Employees must report for duty and not take leave without absence without notice. The Employer can then, based
the prior authorisation of their manager or director. If on the explanation given, decide whether or not to take
an employee fails to report for duty, for 3 – 5 (or more) disciplinary action against the Employee.
consecutive working days, without leave or acceptable 31
notification of reason for their absence, proceedings