“No call, no show” means that an employee missed work and didn’t call to let their employer know about it. It is an issue that plagues businesses of all sizes, but it can be especially detrimental to small businesses. Having a no call, no show policy can help prevent this by setting expectations and explaining its repercussions to the employee.
To create one, you’ll first establish some rules and determine the consequences. Then, we recommend you integrate it into a broader attendance policy before rolling out the policy to your employees. Download our free no call, no show policy template to get started and continue reading for more detail on how to properly establish it through your company.
If you need help ensuring your business is staying compliant with state and local employment laws, consider Bambee. This outsourced HR team can help your business navigate employee conflicts, legal compliance, and general HR policy and assistance. Start your free trial today.
1. Establish Policy Rules
An employee who doesn’t show up for their shift is essentially stealing from their co-workers who have to pick up the slack. Not only is it inconsiderate, but it’s also unprofessional. That’s why it’s important to have clear no call, no show policy rules in place. The foundational rule is that a no call, no show violation will result in an unexcused absence.
Your no show, no call policy needs to be comprehensive and clearly outline the rules and regulations, including the consequences of violating the policy. For example, you may mandate that any employee who is not coming into work must call their manager at least 15 minutes before the scheduled start of their shift, or allow employees to call or text their manager up to one hour after their scheduled start time.
Some things to consider when establishing your policy include:
- How many times an employee can miss a shift before they face consequences. It’s important to be consistent with this rule so that employees know what they’re getting into.
- The initial actions that will be taken if an employee does not show up for their shift. This could range from a verbal warning to being fired depending on the severity of the offense.
- Possible exceptions to the policy. Determine if one-off emergencies will be a violation of the policy.
2. Determine Consequences for Violations
No call, no show can be a one-time occurrence or a pattern of behavior. When it is a pattern, it can be a sign that the employee is not committed to the job. Your policy should include rules for what initial actions you will take if an employee does not show up for their shift.
- First Offense – For the first unexcused absence, an employee may receive a verbal or written warning, which will be placed in their personnel record.
- Second Offense – For the second unexcused absence, an employee will receive a written warning and a verbal consultation with their manager and HR to explore solutions to prevent this behavior in the future.
- Third Offense – If an employee has three or more unexcused absences, including a no call, no show, in a calendar year, they are subject to additional disciplinary action, including suspension and/or termination of employment.
- Job Abandonment – Many companies establish consequences for termination after a certain number of absent days with no contact. It is recommended that you set this at three consecutive days and add it to your no call, no show policy.
3. Integrate Your No Call, No Show Policy Into an Attendance Policy
A good no call, no show policy should not be a standalone policy for your company. Businesses should include it as part of their broader attendance policy.
Within a comprehensive attendance policy—which includes descriptions of your PTO and leave guidelines—no call, no show situations gain greater context. It documents for employees that they have benefits provided by your company but that there are also consequences should they violate your trust and expectations.
To ensure your guidelines don’t get overlooked, make sure the entire attendance policy is clear and concise. The more details you provide, the clearer an understanding your employees will have.
4. Communicate Your New Policy
Any time you create a new company policy, communicate it with your team. This allows them to ask questions and ease any concerns.
Speaking with your employees also sets forth the clear guidelines of the policy. Be sure to mention that although your company intends to adhere to the policy, it will be fair and reasonable. Sometimes, emergencies do happen, after all. In these instances, work is rarely the first thing on an employee’s mind. Being reasonable will go a long way to enhancing employee engagement and loyalty.
It’s also a good idea to have every employee sign an acknowledgment that they have read, understood, and agree to be bound by the policy.
Additionally, keep your no call, no show policy, along with all other company policies, in an easily accessible location for employees, like a company intranet or bulletin board. This ensures that all employees have access to the policy and cannot claim they were unaware.
No Call, No Show Policy Legal Guidelines
As with any company policy that covers areas of employment, you want to make sure you have your policy reviewed by legal counsel to ensure that your company is not violating any federal, state, or local employment laws. For the most part, no call, no show policies are lawful.
The best way for your company to stay out of hot water with your no call, no show policy is to enforce it equitably. Employees and courts can view unequal enforcement as discriminatory, which could violate several employment laws. This makes drafting a clear and comprehensive policy even more important since you will need to follow it every time.
Under the Family and Medical Leave Act (FMLA) an employee may take unforeseeable leave—but only if the employee complies with the company’s time off policies, which should be part of your attendance policy. The exception to this rule is when there are unusual circumstances, like a medical emergency.
So, before taking any corrective action, you’ll want to know if the employee took any FMLA or Americans with Disabilities Act (ADA) leave in the previous 12 months. If they did, terminating the employee could be seen in court as retaliation. Of course, if you cannot reach the employee, you may not know for sure. That’s why reinstatement is an important consideration.
.cls-1{fill:#155E85;fill-rule:evenodd;}
Some states and localities have enacted their own leave policies that go beyond the FMLA. Check your state’s requirements to make sure your no call, no show policy is compliant with the more restrictive laws. Or, consider using an HR software, like Bambee, that will ensure your policies follow all laws. Learn more about what it can do for you in our Bambee review.
If you have an employee who has violated your no call, no show policy three times, or the timeframe your policy states, you should follow your termination process. However, sometimes employees show back up after being absent and out of communication. This may happen if your employee was in the hospital or had a death in the family. While they could have found a few seconds to contact you, there could be legitimate reasons for their failure to do so.
If you have already deemed that this employee has abandoned their job, can you reinstate them? Yes, you can, but you do not have to. And, in every situation, you should let your policy be your guide.
Much of that decision will depend on the employee’s past performance and attendance record—so this isn’t always a straightforward decision and could be determined on a case-by-case basis. However, whatever path you choose, make sure your decision is without discrimination. Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, sex, national origin, and religion. This may be a situation where you need the guidance of legal counsel.
Frequently Asked Questions (FAQs)
What happens if a no call, no show employee returns to work?
If the employee does not call in or show up for work for three consecutive days, this is considered job abandonment and you have the right to terminate the employment relationship as if the employee quit. If the employee shows up the next day after a no show, no call instance, you have the option to keep the employee and write them up for an attendance issue.
Should I contact a no show, no call employee?
It is certainly within your rights to contact any employee who does not show up for work and does not call in advance. It’s possible the person has a valid reason for not calling and not showing up, such as a medical emergency. Contacting them will show you care about the well-being of your employees.
Should a no call, no show result in immediate termination?
It is recommended that employers not terminate an employee after one violation of the policy. This can appear harsh to both employees and the courts if an employee challenges their termination. The better approach is to have a statement in your no show, no call policy about separation from employment after a certain number of violations.
Bottom Line
If you include a no call, no show policy inside your broader attendance policy, it gives your employees a better perspective of the reason for the policy. By having clear guidelines and expectations, you can keep everyone on the same page and reduce the frequency that your employees miss work without notifying their managers.
