--- layout: default_v3 language: default permalink: absenteeism/terminating-employee-for-excessive-absenteeism.html i18n_link: 2905 updated: 2023-01-11 #--- article key-values ---# collection: default_topiccluster t_keyword: Terminating Employee For Excessive Absenteeism tags: absenteeism, employee absenteeism, absentee employees, employee absence type: supporting page_id: 2905 hreflang_id: 2905 parent_id: 2882 date_published: 2021-02-03 date_modified: 2023-01-11 #--- javascript schema ---# javascript_schema: - script: jquery_3_2_0_min - script: bootstrap_min - script: article_infinite_scroll - script: article_mix_infinitescroll - script: article_mix - script: article_mix_faq - script: article_mix_toc #--- section schema ---# section_schema: - section: nav-main_menu - section: article_body_v2 - section: footer - section: schedule_demo_cta #--- page key-values ---# meta_tags: t_meta_title: How to Terminate an Absentee Employee t_meta_description: Terminating an employee for excessive absenteeism is not a pleasant experience for anyone involved but best practice tips can be applied to decrease discomfort and facilitate the termination process. t_meta_abstract: Terminating an employee for excessive absenteeism is not a pleasant experience for anyone involved but best practice tips can be applied to decrease discomfort and facilitate the termination process. i_meta_image: article_body: json-ld_article: v_date_published: 2021-02-03 v_date_modified: 2023-01-11 author: p_author_id: 203 t_author: Priyanka Bhadani p_author_url: priyanka-bhadani.html i_author: 203.png t_author_description: Mary Kate Morrow is a writer, editor, and social media professional currently employed as a Digital Content Writer at Altametrics. She previously graduated with both a Bachelors degree in English Language and Literature and a Bachelors degree in Gender Studies from the University of California, Los Angeles. p_author_facebook: //www.facebook.com/HubWorksApp p_author_twitter: https://twitter.com/HubworksApp p_author_linkedin: p_author_instagram: feature_snippet: p_type: text t_title: t_description: content: heading: t_title: How to Terminate an Absentee Employee t_description: Terminating an employee for excessive absenteeism is not a pleasant experience for anyone involved but best practice tips can be applied to decrease discomfort and facilitate the termination process. image: i_image: how-to-terminate-an-absentee-employee-1612219034-2903.png t_image_description: Terminating employee for excessive absenteeism v_image_attribution: //pixabay.com/photos/angry-man-point-finger-india-angry-274175/ v_image_license: Creative Commons Zero v_video: paragraphs: - t_headline: How to Terminate an Employee for Excessive Absenteeism t_text: While unscheduled absences cost an estimated $3,600 per year for each hourly worker, a salaried worker costs an estimated $2,650 per year. The total cost for employee absences in the United States is an estimated $225.8 billion each year.

There are also less obvious consequences to excessive absenteeism in the workplace beyond financial repercussions. These consequences range from decreased employee engagement levels to an increase in employee turnover rates.

Even the best employees will likely miss work from time to time, whether for sick leave or a family medical emergency. However, when excessive absences occur, a business owner may need to terminate an employee.

For a larger business, human resources may be in charge of terminations while a small business may require a business owner to personally terminate a team member. Best practice tips for terminating an employee due to excessive absenteeism include- p_headline_type: h2 image: i_image: t_description: v_attribution: v_license: video: v_video: hoCjHCM-a-Q v_video_language: default t_name: Family Medical Leave Act (FMLA) Explained by an Employment Lawyer t_description: This video is about the Family Medical Leave Act (FMLA). What rights do employees have to a protected leave of absence?CFRA Video - //youtu.be/P-dqcPr7GcgFMLA Webpage - //brobertsonlaw.com/fmla/CFRA Webpage (For CA Employees) - //brobertsonlaw.com/cfra/How to Complain Properly at Work - //youtu.be/NHS0LohJhHIBranigan Robertson is an employment lawyer in Southern California. His firm exclusively represents employees throughout California in lawsuits against their employers. Visit his website at- //brobertsonlaw.com#FMLA #LeaveofAbsence #EmploymentLawyer v_url: //youtu.be/hoCjHCM-a-Q i_thumbnail: //i.ytimg.com/vi/hoCjHCM-a-Q/default.jpg i_thumbnail_1x1: //i.ytimg.com/vi/hoCjHCM-a-Q/default.jpg i_thumbnail_4x3: //i.ytimg.com/vi/hoCjHCM-a-Q/mqdefault.jpg i_thumbnail_16x9: //i.ytimg.com/vi/hoCjHCM-a-Q/sddefault.jpg v_upload_date: 11-8-2019 v_length_minutes: 19 v_length_seconds: 23 v_view_count: 35617 callout_text: - t_headline: 1. Limit Drama t_text: Best practice tips for reducing the drama surrounding an employee termination include firing an employee at a time the office is not busy. Ideal times could include earlier in the day or after most employees have left for the day.

Human resources must make sure that the employee handbook specifically addresses the attendance policy and progressive discipline guidelines. Employee attendance should never require guesswork, it should be well established and understood by all team members on staff. p_headline_type: h3 image: i_image: t_description: v_attribution: v_license: callout_text: - t_headline: 2. Supplemental Documentation t_text: Employment law protects workers for specific employee absences and reasonable accommodation ranging from the Family Medical Leave Act to sick leave eligibility. The Family Medical Leave Act for example provides up to 12 weeks of unpaid leave under certain circumstances.

However, there are also employment law guidelines regarding termination for employee absenteeism. Human resources professionals must make sure they understand employment law or consult a lawyer to avoid potential lawsuits from terminated employees.

Supplemental documentation that details employee attendance and employee absenteeism can prove invaluable should a business get involved in an employment law dispute. For this reason, human resources must make sure to keep accurate employee attendance records and retain a signed attendance policy from the concerned employee. p_headline_type: h3 image: i_image: 2-supplemental-documentation-1612219499-2779.png t_description: //pixabay.com/photos/laptop-office-hand-writing-3196481/ v_attribution: //pixabay.com/photos/laptop-office-hand-writing-3196481/ v_license: Creative Commons Zero callout_text: - t_title: Tip- t_text: In the event that a business becomes involved in an employment law dispute regarding improper termination, employee attendance records and signed attendance policy documents are invaluable.
- t_headline: 3. Safety First t_text: In no instance should the termination of an employee put other team members or customers in danger. If an employer or human resources department is concerned about how a terminated employee will react to their dismissal, they must make sure to take proactive security measures.

While some businesses have a designated security guard on site who can oversee the termination, other businesses may decide to contact a local police department. p_headline_type: h3 image: i_image: t_description: v_attribution: v_license: callout_text: - t_headline: 4. Secure Office t_text: There are multiple security concerns to consider whenever an employee termination occurs. For example, a disgruntled employee could damage office property after their termination or even email themselves a copy of privileged company information.

To avoid damage of workplace property or a breach of confidential information, a terminated employee should be supervised while they collect their personal items. While the terminated employee is meeting with human resources an IT representative can change password codes and credentials.

Any cards or keys that allow an employee access to the property should be collected before the terminated employee leaves the premise. The terminated employee should also be advised of a timeline to return work property they have at home, if applicable.

Many businesses request a terminated employee to return work property by mail to avoid any unnecessary personal contact. p_headline_type: h3 image: i_image: 4-secure-office-1612219499-8671.png t_description: //pixabay.com/photos/security-man-escalator-police-869216/ v_attribution: //pixabay.com/photos/security-man-escalator-police-869216/ v_license: Creative Commons Zero callout_text: - t_title: Remember- t_text: Human resources must make sure to advise a terminated employee of employee handbook guidelines to return work property they have at home, if applicable. - t_headline: 5. Professional Attitude t_text: Everyone knows that terminating an employee can be a highly emotional event. In order to combat this effectively, human resources must make sure that the termination is handled professionally.

Maintaining a professional tone and attitude through the termination process is a top priority. While a human resources professional may be tempted to be overly friendly or optimistic during the process, a nonclinical attitude can create an adverse response in the terminated employee.

For instance, an employee may assume that they were not fired and that the conversation was merely a progressive discipline measure. The terminated employee should leave the conversation clearly understanding that they were fired. p_headline_type: h3 image: i_image: t_description: v_attribution: v_license: callout_text: - t_headline: Key Takeaways t_text: p_headline_type: h2 image: i_image: key-takeaways-1612219499-6646.png t_description: //pixabay.com/photos/document-agreement-documents-sign-428334/ v_attribution: //pixabay.com/photos/document-agreement-documents-sign-428334/ v_license: Creative Commons Zero callout_text: event_body: json-ld_event: t_name: Employee Scheduling for Restaurant Managers t_description: Attendees will learn how create excellent schedules. The class teaches managers how to estimate the number of employees they need to staff their locations; how to accurately forecast their customer demand; how to quickly and accuaratly write and communicate schedules to employees; and how to evaluate the accuracy and optimization of their schedules to make adjustments. v_start_date: 2022-08-08 i_image: p_location_name: Altametrics Online Webinar Course p_address: webinar.hubworks.com?site=altametrics v_price: 10.00 t_offer_description: Priority Registration v_registration_url: webinar.hubworks.com?site=altametrics ---