Escalation & Further Investigation
Step 2.4:
Prepare for potential disciplinarily action.
Step Details
Explanation:
When investigating an employee’s absence, it is essential to consider any potential mitigating circumstances, such as health issues, family emergencies, or other personal factors that may have prevented them from contacting the workplace.
If the employee remains unresponsive and there is concern for their wellbeing, it may be necessary to reach out to their emergency contact to rule out serious issues like illness or accidents.
Based on the information gathered during the investigation, a decision should be made on whether to proceed with disciplinary action, allow the employee to return to work, or take alternative steps depending on the mitigating factors.
Action:
Contact the emergency contact listed in the employee’s file, explaining the situation and requesting any relevant information about the employee’s whereabouts or condition.
Review the employee’s file for any previous attendance-related warnings or notices. Verify that the employee has been made aware of the attendance policy and that any prior infractions were addressed in line with company procedures.
Convene a final meeting with HR and relevant management to decide on the next steps. Ensure that all evidence, findings, and potential mitigating factors are discussed. If necessary, escalate the matter to the disciplinary stage.
Escalation & Further Investigation
Step 2.4:
Prepare for potential disciplinarily action.
Process.
Step Details
Explanation:
When investigating an employee’s absence, it is essential to consider any potential mitigating circumstances, such as health issues, family emergencies, or other personal factors that may have prevented them from contacting the workplace.
If the employee remains unresponsive and there is concern for their wellbeing, it may be necessary to reach out to their emergency contact to rule out serious issues like illness or accidents.
Based on the information gathered during the investigation, a decision should be made on whether to proceed with disciplinary action, allow the employee to return to work, or take alternative steps depending on the mitigating factors.
Action:
Contact the emergency contact listed in the employee’s file, explaining the situation and requesting any relevant information about the employee’s whereabouts or condition.
Review the employee’s file for any previous attendance-related warnings or notices. Verify that the employee has been made aware of the attendance policy and that any prior infractions were addressed in line with company procedures.
Convene a final meeting with HR and relevant management to decide on the next steps. Ensure that all evidence, findings, and potential mitigating factors are discussed. If necessary, escalate the matter to the disciplinary stage.