Can you fire an employee for not showing up?

When an employee doesn’t show up for work, the employer is often placed in a difficult position. While the employee may be reliable, a failure to show up jeopardizes the efficiency of the company. The employee may therefore wish to fire the employee. In most cases, this is perfectly legal.

Can you fire someone for lack of productivity?

We now know that an employer is allowed to fire an employee based solely on poor job performance. However, knowing both why you can fire an individual and how to fire them properly can minimize your exposure to an EEOC complaint or other retaliation.

Is a no call, no show a termination?

Employees who fail to come to work and don’t call with a reason are often fired. Many employers have policies informing employees that they will be fired after two or three days of absence if they have not called in to say they will be absent, Pate observed.

Is a no call, no show considered abandonment?

Job abandonment occurs when an employee does not intend to return to the job and has not notified the employer of his or her intention to quit. In California, three no-call, no-show days are commonly considered job abandonment.

What are the do’s and Don’t’s of termination meetings?

Typically, this includes the employee’s supervisor and a member of upper management or an HR representative. DO keep the meeting short. Termination meetings should not last longer than 15 minutes. This brings us to the next point… DON’T go in-depth about the employee’s past behavior.

What to do if an employee refuses a meeting?

Follow up your meeting with a written confirmation of what was said and what the employee will be expected to do to be considered in compliance. Reference this document if she continues to refuse and then use it to start the process of documenting her performance issue (refusing to do valid work related tasks is a performance issue).

When to terminate an employee for no reason?

No specific amount of time is required for an employee to follow a performance improvement plan. In fact, if no progress is made, you can terminate an individual’s employment after several weeks. If you believe that the employee is unwilling or unable to improve his performance, you will want to start a progressive disciplinary action.

What should I bring to my termination meeting?

In either case, make sure to review the documents with the employee and have him or her sign it to acknowledge the receipt of your communication efforts. If the employee doesn’t improve by the date set, you should bring this signed documentation to the termination meeting to further validate your decision.

Typically, this includes the employee’s supervisor and a member of upper management or an HR representative. DO keep the meeting short. Termination meetings should not last longer than 15 minutes. This brings us to the next point… DON’T go in-depth about the employee’s past behavior.

In either case, make sure to review the documents with the employee and have him or her sign it to acknowledge the receipt of your communication efforts. If the employee doesn’t improve by the date set, you should bring this signed documentation to the termination meeting to further validate your decision.

When do you have the right to terminate an employee?

If you’re in an employment-at-will state, the employee is non-union and the employee doesn’t have an employment contract, you typically have the right to terminate the employee with or without reason, cause or advance notice (check your state laws), points out Vernon. The employee is likely to be shocked with the termination.

How to inform an employee of their termination?

Meet with the employee to inform them of your decision When you meet with the employee, begin the conversation by informing the employee they are terminated and provide the reason for the termination. Discuss all essential details such as pay and the status of current projects.