Does this warrant dismissal???

wuckfit

Anihilator wrote: »

You can if they opt not to show up for work and ignore all correspondence. In a way the OP's "friend" has made it all the easier and cheaper for them.

there you go again making scurrious defamatory assumptions again. Given your opinions regarding Martin Lewis and this site, I cannot fathom why you post here to be honest. unless it's to deliberately post falsehoods and disseminate inaccurate and/or misleading information.

To the OP, ignore any "advice" given by Anihilator, it's usually wrong, particularly when it comes to points of law

choccieuk

Zazen999 wrote: »

OP - is this you as the person going AWOL or you as someone from your company that has done this?

Just to clarify No this is not me neither is it a 'friend' of mine I was just looking for advice and opinions on a situation that is happening at work.

I didn't want to elaborate on the details too much but the person initially said she attended and a week later my manager was asked by the person running the course why she didn't attend. When the employee was asked why she didn't attend she then said she did attend but got there late. On further investigation the emloyee did not sign in for either the morning or afternoon session and three other people that attended the same course have confirmed that she was not there.
Unfortunately the employee called in sick the day after she had initially been asked about her attendance and has not been in contact since despite 2 telephone messages and 2 letters asking her to contact the manager.

pinkshoes

Sounds like your friend would be better off resigning.

Look at it from the employees point of view; if your friend was genuinely sick, then they wouldn't have attended the training course and could have just phoned up sick, and phoned up until they were better (or whatever their contract said).

But instead, your friend lied about attending, then phoned up sick the next day, which just makes it look like she can't be ar*ed!

JSMill

It certainly deserves a disciplinary. I would check with a labour lawyer (or maybe ACAS) before terminating. It's not my area of expertise, but would have thought you can reasonably describe this as gross misconduct. If the employee had pocketed the course fee, I would have thought you would be on very strong grounds. But again, you need to talk to an expert.

Zazen999

It would warrant a dismissal if that's the way the employer wants to go; they could go with a final written warning [if she genuinely is ill]....it's their call.

terra_ferma

choccieuk wrote: »

Just to clarify No this is not me neither is it a 'friend' of mine I was just looking for advice and opinions on a situation that is happening at work.

I didn't want to elaborate on the details too much but the person initially said she attended and a week later my manager was asked by the person running the course why she didn't attend. When the employee was asked why she didn't attend she then said she did attend but got there late. On further investigation the emloyee did not sign in for either the morning or afternoon session and three other people that attended the same course have confirmed that she was not there.
Unfortunately the employee called in sick the day after she had initially been asked about her attendance and has not been in contact since despite 2 telephone messages and 2 letters asking her to contact the manager.

Looks very likely that she is going to lose her job.
I would say that HR's procedures vary a lot. Some companies are very cautious, and may give her more opportunities to make contact and come back. Others are much more proactive and would act more quickly.
In my experience in these cases the next step would be to call her at a meeting. If she does not respond within the given time or turn up she would be dismissed in her absence. And she would probably not get paid for the unauthorised absence.
They don't have much choice do they?