Learn how to handle employees who have gone AWOL.

When you own or run a business, part of your job is being prepared for any eventuality that happens. This includes employees abandoning their posts without any notice or warning.

And the trend seems to indicate that more and more employees are going on AWOL because of more job opportunities being available.

As a boss, this is one of the worst things that an employee can do to you. You trusted them when they applied for the position, and now, this is how they choose to repay that trust.

It feels horrible, but as a leader, it's your responsibility to go beyond how you feel and address this properly so it doesn't come back to haunt you down the line.

When employees go on AWOL, untrained employers think, "So you don't want to work here anymore? Well, we don't want you either!" They don't do anything to close the issue. They figure that since the employee isn't there to claim anything or ask for things, they don't have any responsibility.

• What if they employee turns things over and claims that you illegally terminated him?
• What if the employee comes back a few months later demanding to resume working?
• What if they start claiming last salary and benefits? From which time period do you compute these?
• If you don't have a proper system to prevent, control and settle AWOL issues, you may be at risk of being framed as a bad employer.

The AWOL PREPAREDNESS PLAN

Our solution is the AWOL Preparedness Plan. Since AWOL and abandonment comes without warning and can wreck devastation into your work process, we need a ready made kit to minimize any damage and ensure that you survive it. This workshop is a compilation of best practices and recommendations we've used ourselves and for our clients.

In this course, you will learn the following important legal concepts:

• the law behind AWOL and Abandonment so you know if your situation can result in a termination.
• How to create clear attendance policies which will allow you to tag AWOL employees with absolute certainy.
• Install a legal safety net which ensures that you have enough legal grounds before you proceed.
• How to write a proper RTW with a complete notification procedure so you know exactly what to send and when.
• List of scenarios which may happen so you have a playbook for any possibility.
• Templates for the NTE and Termination so you have something to use after the RTW is sent.

Now, you have a choice.

Do you keep on running your team knowing that disaster can hit anytime and you don't have a plan to handle an employee abandoning their post?

Or do you choose to be prepared with the proper systems and procedures to protect yourself if this kind of challenge arrives at your doorstep.

Remember, part of your job as a leader is to prepare for all eventualities. Let us help you with our system.

Go and make better choices!

Atty. Erwin Zagala