Overview & Introduction
What this Flo will cover:
Already Started? Use the buttons below each stage to skip to where you left off.
Absence Awareness
Stage 1 of the AWOL (Absent Without Leave) process focuses on how to handle the initial recognition of an employee's unexplained absence. This stage ensures that all absences that occur without prior notice or approval are identified quickly, and the necessary actions are set in motion to address the situation. The primary objective is to ensure that the absence is flagged promptly and to initiate an investigation into the reason for the absence, in accordance with company policy.
Escalation
Stage 2 of the AWOL process focuses on the escalation of an employee’s unexplained absence when initial contact attempts have been unsuccessful. This stage ensures that appropriate steps are taken to involve HR and management in addressing the absence, continuing efforts to establish communication, and initiating formal procedures. The primary objective is to ensure that the absence is handled systematically and in line with company policy, escalating the situation if no satisfactory explanation or response is received from the employee.
Communication
Stage 4 of the AWOL process focuses on the formal communication steps taken after an investigation has been completed, and when the absence remains unresolved or unexplained. This stage ensures that all formal notifications and communications are carried out according to company policy and UK employment law. The primary objective is to formally notify the employee of the findings, any decisions made, and the potential next steps, including the possibility of disciplinary action.
Disciplinary Actions
Stage 5 of the AWOL process focuses on the implementation of disciplinary actions if the unexplained absence remains unresolved and is deemed a violation of company policy. This stage ensures that any necessary disciplinary measures are carried out in accordance with company policy and UK employment law, providing a fair and structured approach to managing breaches of attendance.
Resolution and Return to Work
Stage 6 of the AWOL process focuses on the resolution of the absence and the employee’s return to work, if applicable. This stage ensures that the matter is resolved in a manner that allows for the employee to reintegrate into the workplace smoothly and that any ongoing issues are addressed appropriately. The primary objective is to manage the employee’s return to work effectively, ensuring that all conditions are met and that the employee is reintroduced to their role in a way that supports both their wellbeing and the operational needs of the business.
Overview:
In the workplace, dealing with an employee or person who is absent without leave (AWOL) can be challenging. This occurs when someone doesn’t show up for work without notifying their manager or providing a valid reason.
While unexpected absences can happen, it’s important to address AWOL situations quickly to understand what’s going on and ensure the team stays on track. Clear communication and a fair, transparent approach will help resolve the issue and prevent it from affecting the rest of the team.
Overview & Introduction
What this Flo will cover:
Already Started? Use the buttons below each stage to skip to where you left off.
Absence Awareness
Stage 1 of the AWOL (Absent Without Leave) process focuses on how to handle the initial recognition of an employee's unexplained absence. This stage ensures that all absences that occur without prior notice or approval are identified quickly, and the necessary actions are set in motion to address the situation. The primary objective is to ensure that the absence is flagged promptly and to initiate an investigation into the reason for the absence, in accordance with company policy.
Escalation
Stage 2 of the AWOL process focuses on the escalation of an employee’s unexplained absence when initial contact attempts have been unsuccessful. This stage ensures that appropriate steps are taken to involve HR and management in addressing the absence, continuing efforts to establish communication, and initiating formal procedures. The primary objective is to ensure that the absence is handled systematically and in line with company policy, escalating the situation if no satisfactory explanation or response is received from the employee.
Communication
Stage 4 of the AWOL process focuses on the formal communication steps taken after an investigation has been completed, and when the absence remains unresolved or unexplained. This stage ensures that all formal notifications and communications are carried out according to company policy and UK employment law. The primary objective is to formally notify the employee of the findings, any decisions made, and the potential next steps, including the possibility of disciplinary action.
Disciplinary Actions
Stage 5 of the AWOL process focuses on the implementation of disciplinary actions if the unexplained absence remains unresolved and is deemed a violation of company policy. This stage ensures that any necessary disciplinary measures are carried out in accordance with company policy and UK employment law, providing a fair and structured approach to managing breaches of attendance.
Resolution and Return to Work
Stage 6 of the AWOL process focuses on the resolution of the absence and the employee’s return to work, if applicable. This stage ensures that the matter is resolved in a manner that allows for the employee to reintegrate into the workplace smoothly and that any ongoing issues are addressed appropriately. The primary objective is to manage the employee’s return to work effectively, ensuring that all conditions are met and that the employee is reintroduced to their role in a way that supports both their wellbeing and the operational needs of the business.
Overview:
In the workplace, dealing with an employee or person who is absent without leave (AWOL) can be challenging. This occurs when someone doesn’t show up for work without notifying their manager or providing a valid reason.
While unexpected absences can happen, it’s important to address AWOL situations quickly to understand what’s going on and ensure the team stays on track. Clear communication and a fair, transparent approach will help resolve the issue and prevent it from affecting the rest of the team.