An employee is scheduled for work and they don’t come in or call to say they’ll be absent; it’s a no call/no show. As an employer you’re left scrambling to cover the work and wondering when the employee might show up again. It’s tempting to just announce they’re fired and look for a replacement.
The most common company policy and practice regarding no call/no shows considers an employee to have voluntarily quit after three consecutive days. I can picture the manager who pops into my office and announces, “This is the third day Sue is a no call/no show. Can I fire her?” My first response is always, “Did you or anyone on your staff call her?” Too often the reply from the manager is “No, why should we call her?”
When an employee is a no call/no show, calling them should be the first company response, on the first day of the infraction. The employee may have been seriously injured, had a death in the family, or be in jail. They may think a vacation was approved or they were not scheduled to work. After the phone call, or the second or third call, I have found out all of these reasons for the absence. An illness could result in employee eligibility for time off under FMLA which does not require advance notice if an employee is hit by a car.