The effectiveness of any organization depends on the coordination between employees and employers. But, sometimes there are situations where employees don’t show up at the assigned time or go AWOL, and then the company has to face losses. Also, there are instances where employees have an emergency situation that they can’t avoid such as serious injuries. In such cases, there should be a policy that protects the rights of both employees and employers. The ‘No Call No Show’ policy can solve this problem and help the organization run smoothly.

Firstly, one should understand what is a “no call, no show” policy. No Call No Show is a professional term used when an employee doesn’t appear at the scheduled time, nor notifies the employer about the reason for not appearing at work. Usually, when you are taking time off, you have to inform your supervisor in advance. Even if there is an emergency or illness, you should still notify them so that the work doesn’t get interrupted. To avoid conflicts and job abandonment situations, the ‘no call no show’ policy should be accepted in all the organizations.

Conditions for no call no show policy

No Call No Show is a situation where an employee might be considered quitting the job or fired from the job after warnings. But, employers first need to verify that it is job abandonment of an employee or any emergency. The ‘no call no show’ policy should be fair and according to the organization’s needs. Also, employees should be given a proper chance to explain their no-call no-show situation. If the valid evidence is not presented, then the employee should be held responsible and can be fired.

Usually, if the employee doesn’t show up after three consecutive days, nor inform their supervisor, it is considered job abandonment. There should be a proper system to decide when to terminate an employee for violating the ‘no call no show’ policy.

Here are a few things to keep in mind while dealing with the ‘no call, no show’ situation.

Proper attendance management setup

It can be considered a cautious approach to avoid the no-call no-show situation. There should be clear attendance rules in the organizations to control employee time theft or absenteeism. Employers can install an attendance tracking system and explain to the employees about the attendance policy. Organizations should define proper conditions for no-call no-shows and what causes will lead to employee termination. There should be proper rules for excused and unexcused absences of the employees. Organizations need to study the industry and their employees, and then come up with a policy that suits their workers.

Create a no call no show policy

This policy can be considered as an extension of the attendance policy. It should be included in the agreement that the employees will sign while joining the organization. It holds the employees accountable if they choose no call no show up during the work period. The no-call no-show policy should inform the employees about the documents required, how they can use their leaves, how they can apply for unplanned leave, and how the administration would deal with the last-minute leave. The policy should be flexible so that it doesn’t lead to the termination of loyal employees. Most no-call no-show cases are due to emergencies, so companies should consider that.

Communication and implementation

Employees should be communicated clearly about the policy and sign an acknowledgement that they have read the agreement well. It is done so that the employees cannot create a scene when action is taken on their no-call no-show. After communication comes implementation. There should be a few chances for employees, at least two, for a no-call no-show. Employees can be warned before any serious action is taken against them. Supervisors can interact one-to-one with employees to understand their problems or ask for proof that explains their no-call no-show situation.

Have a backup plan

If employees leave their jobs or go AWOL, the organization should have freelancers or zero contract employees to work in their place. So, the work doesn’t stop even if some employees are unavailable.

Analyze the facts before making a decision

You can decide if the evidence and reason given by the employee are acceptable or not. If there is a medical emergency, then it can be an acceptable reason for the no-call no-show. It is better not to be rigid and understand each employee’s situation differently.

Documentation and Records

The relevant documents should be collected and kept in records. Also, clearly communicate the consequences if the employee returns after the ‘no call no show’ situation. There should be conditions for them to get written warnings, suspension, or termination from their job.

What happens when you do a ‘no call no show’?

You might want to ask what happens if I do a ‘no call no show’? If you had to do that in an emergency, then you can be saved by showing proof. But, if you continuously violate the ‘no call no show policy’ you might get terminated or fired. Employees can also demand a number of no calls no shows that can be considered job abandonment. You might have to quit your job if you get caught in a ‘no call no show’ situation. If you want to quit, then clearly state your intentions in front of your HR. The records of no-call no-shows might not be beneficial for your career. It shows irresponsibility in the workplace which is not desirable.

Why do workplaces need a No Call No Show policy?

To reduce employee conflicts and malpractice in the workplace, the No Call No show policy is necessary. It is fair for both employers and employees. The employees are aware of the consequences of their irresponsible actions and employers can be saved from the unnecessary termination of a hard-working employee. This policy provides a better professional environment and teaches work ethics to the employees.