Podcast
Questions and Answers
What is the initial action a line manager should take when an employee is absent without notice?
What is the initial action a line manager should take when an employee is absent without notice?
- Wait for ten days before taking any action.
- Investigate and try to establish the reasons for the unauthorized leave. (correct)
- Suspend the employee's pay immediately.
- Immediately report the absence to HR.
According to the procedure, an employee is considered to have absconded from duty after being absent for ten days without notification.
According to the procedure, an employee is considered to have absconded from duty after being absent for ten days without notification.
True (A)
What is the purpose of issuing Annexure A to an employee suspected of abscondment?
What is the purpose of issuing Annexure A to an employee suspected of abscondment?
To inform them of the alleged abscondment, set an ultimatum for their return, and state that a disciplinary hearing may occur in their absence.
If an employee returns during the ultimatum period, the manager should consider the need for formal ________ action or another appropriate action.
If an employee returns during the ultimatum period, the manager should consider the need for formal ________ action or another appropriate action.
Match the following actions with the responsible party:
Match the following actions with the responsible party:
When should an employee's pay be suspended in an abscondment case?
When should an employee's pay be suspended in an abscondment case?
A separate Notice of Disciplinary Hearing is required even after Annexure A has been issued.
A separate Notice of Disciplinary Hearing is required even after Annexure A has been issued.
What opportunity is an employee given if they are terminated for abscondment but then return to work?
What opportunity is an employee given if they are terminated for abscondment but then return to work?
The Authorised Representative must communicate their decision on reinstatement or confirmed dismissal to the employee within ________ working days.
The Authorised Representative must communicate their decision on reinstatement or confirmed dismissal to the employee within ________ working days.
Match the stage to the action:
Match the stage to the action:
According to the procedure, after the dismissal confirmation, what is the next step?
According to the procedure, after the dismissal confirmation, what is the next step?
The line manager is responsible for preparing the letter informing the employee of the alleged abscondment (Annexure A).
The line manager is responsible for preparing the letter informing the employee of the alleged abscondment (Annexure A).
Who is responsible for considering an employee's representations for reinstatement after they have been terminated for abscondment?
Who is responsible for considering an employee's representations for reinstatement after they have been terminated for abscondment?
After confirming the dismissal, the Payroll Manager and ________ Officer are notified of the termination.
After confirming the dismissal, the Payroll Manager and ________ Officer are notified of the termination.
Match the person to their action:
Match the person to their action:
Why is it important to document everything during the abscondment procedure?
Why is it important to document everything during the abscondment procedure?
If an employee does not return by the ultimatum date specified in Annexure A, no further action is required because the employee is automatically terminated.
If an employee does not return by the ultimatum date specified in Annexure A, no further action is required because the employee is automatically terminated.
Within what timeframe should a line manager investigate the reasons for an employee's unauthorized absence?
Within what timeframe should a line manager investigate the reasons for an employee's unauthorized absence?
If dismissed, the employee may appeal the decision as per clause 17 of the __________ Procedure Collective Agreement.
If dismissed, the employee may appeal the decision as per clause 17 of the __________ Procedure Collective Agreement.
What information does Annexure A contain?
What information does Annexure A contain?
Flashcards
What is Abscondment?
What is Abscondment?
When an employee is absent for more than ten (10) days without notifying the employer, it's considered abscondment.
Initial Investigation
Initial Investigation
The line manager should investigate the unauthorized absence promptly, typically within 3 to 5 working days, to determine the reasons.
Reporting and Pay Suspension
Reporting and Pay Suspension
After investigating, if the absence remains unexplained, report the facts to HR via email and suspend the employee's pay from the first day of absence.
Formal Notification (Annexure A)
Formal Notification (Annexure A)
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Employee Returns During Ultimatum
Employee Returns During Ultimatum
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Disciplinary Hearing
Disciplinary Hearing
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Post-Hearing Communication
Post-Hearing Communication
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Reinstatement Consideration
Reinstatement Consideration
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Final Notification
Final Notification
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Study Notes
- Abscondment is when an employee is absent for more than 10 days without notifying the employer.
Initial Investigation
- As the line manager, investigate the reasons for the unauthorized leave within 3 to 5 working days.
- If unable to contact the employee or determine the reason for absence, report the facts to HR via email.
- Suspend the employee's pay, starting from the first day of the unexplained absence.
Formal Notification (Annexure A)
- HR Services prepares a letter, Annexure A, informing the employee of the alleged abscondment.
- The letter sets an ultimatum for the employee's return to work.
- The letter states that a disciplinary hearing may occur in their absence, potentially leading to dismissal.
Employee Returns During Ultimatum
- If the employee returns during the ultimatum period, consider the need for formal disciplinary action or any other appropriate action.
- HR will help to assess the situation together to determine the best course of action.
Employee Does Not Return
- If the employee does not return by the ultimatum date, proceed with a Disciplinary Hearing in their absence.
- Because HR has already issued Annexure A, it is not necessary to serve a separate Notice of Disciplinary Hearing.
Post-Hearing
- The employee is advised in writing of the outcome of the hearing.
- If they are terminated and later return to work, they have an opportunity to explain why they should be reinstated, verbally or in writing.
Appeal Process
- The Authorised Representative considers the employee's representations and decides whether to reinstate them or confirm the dismissal.
- The decision must be in writing and communicated to the employee within five working days.
- If the dismissal is confirmed, the employee may appeal the decision as per clause 17 of the Disciplinary Procedure Collective Agreement.
- Finally, advise the Payroll Manager and Liaison Officer of the termination.
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