Punctuality and regularity are the primary concern of any firm. They keep on delving into these factors as they are prominent to increase efficiency. In this time of the pandemic, it is quite hard to maintain both as the employees are suffering from different problems. Different implications lead to an increase in absenteeism as well as lateness.

In any scenario, if people are not getting a proper schedule of time, they get late, and the firms are looking for those employees so they can manage their attrition. This is a crucial matter that should be given massive importance as numerous factors persist. However, it is the sole responsibility of the employees also to keep a check on their absenteeism as well as lateness.

In this situation, employers should consider some of the factors before terminating the employee due to any cause. There should be a compelling discussion planned with the employee. Here we are proving some of the factors that should be considered while terminating an employee.

De Bousquet is a legal firm that helps employers to get appropriate treatment by the employers. Absenteeism and lateness are the core factors for not maintaining discipline as a work area. Employers are looking for a way to diminish this kind of behaviour.

Factors to consider

The following are the grounds on which a company should take decisions of terminating or not. These factors are quite essential to be considered as it is related to a career. Let’s delve into those factors.

• Significance of the misconduct

The magnitude of misconduct should be defined to finalize the punishment. Harsh treatment of termination is a massive approach that should be given proper thinking. If a firm is opting for termination is a small matter, then it is not suitable for the reputation of the same. Specifying the punishment for misconduct can provide clear ideas to the employee also.

• Resuming the work after leave

It is crucial to give a thought about the kind of problem generated by employee misconduct. At times employees don’t return after the leave of absence or deliberately extend the absence day. It is wise for the firm to get into the matter as there is a chance of legit concern such as illness etc.

• False or wrong actions

This factor should be considered before terminating an employee as it holds a vital place. However, it is tough to keep a check on the wrong actions of any employee, specifically for absenteeism. There are ways by which firms can keep a check on these.

• Regular instances

The employer should get an idea about the past events related to absenteeism or any misconduct. If the employee has a habit of doing this, then it is a matter of concern. The employer should take hard actions that make the employee get rid of this habit.

• Intentional or unintentional

There is a scenario where the employer does it intentionally. However, making a judgment is not possible without enquiry. The employer should research the cause and then take appropriate action. Intentional absenteeism should be given much emphasis and can be dealt with with stringent actions.

• Employee’s fault or not

Sometimes there are some issues of medical emergency or accidents that lead to employee absenteeism. Ideal employers should counsel their employees for getting the knowledge of the same.

• Prior warnings

It is the sole duty of the employers to check whether the employee has been given warnings in the past or not. If the employee is habituated to absences like this, then it is imperative to punish them as they are not going to change their habit.

• Defense of the employee

When there is a situation of absenteeism, and the employer is looking for harsh actions, then the employee should be given the chance of defence. At the defence, the employer may get the legible reason for absenteeism. Illness and accidents are the primary cause of absenteeism.

• Employer timing rules

There are some of the employers that can set their timings. Some are bound to carry forward the government norms for timing.

What are the consequences of steps that can be taken by the employer?

In these cases, it is crucial to get these factors considered. At this time of the pandemic, when everyone is dealing with different problems, the termination can harm the employee rigorously. There are possibilities of other causes that can be the reason for absenteeism. It can be legit, but thinking about forge actions by the employee is not acceptable. The natural causes such as illness, family issues can be a driver for absenteeism. Responding to human core needs should be the first line of action for the employer.

The above factors are quite efficient to be considered in these cases. If an employer has taken an extreme action of terminating the employee without any understandable reasons, then they can take help from an employment lawyer from De Bousquet PC. This firm has assisted in numerous cases that have been dependent upon absenteeism and lateness.

Suggestions for employees

• The employees should follow the schedule provided by the company without any fail.
• The employees should inform their seniors about the illness and the reason for the same day absenteeism. If it is possible to inform them before a day, then that should be done.
• If in any case, the employee is not able to inform their seniors, then they must gather the papers such as medical certificates. You can show them at the time of discussion. It can save you from different problems.

De Bousquet PC is a law firm that helps the employee to get a judgment. Moreover, they have saved numerous employees.