Job Abandonment Vs. No Call No Show

A hiring manager should visit with HR before firing a no call, no show employee.

A hiring manager should visit with HR before firing a no call, no show employee.

"No call, no show" is a common phrase used to describe a scenario when someone doesn't show up for work and doesn't call. This behavior is different from job abandonment, although admittedly it may be a sign that someone actually has abandoned her job. The difference between the two situations carries specific legal and financial implications.

No Call, No Show Basics

When you get sick or have to miss work at the last minute, a manager generally expects you to call with enough lead time so she can adjust the schedule, alert your clients or simply plan her day without you. A no call, no show conveys a lack of respect for the manager, coworkers and your employer. Many managers automatically fire an employee who doesn't show up for work and doesn't call.

Job Abandonment Basics

Job abandonment means that an employee quits her job, but doesn't let the employer know. She simply doesn't show up for work. This definitely contrasts the generally accepted norm of giving an employer two weeks' notice when quitting a job. Usually, people make this move either because of fear of communicating the news, lack of commitment to the employer or simple immaturity. Burning bridges this way isn't a good move, though, as you want to build a history of positive work experiences and references.

Voluntary Termination

Job abandonment is typically known as voluntary termination. However, an employer must confirm the technical aspects of voluntary termination with the state unemployment office. If someone voluntarily leaves a job, she theoretically has no basis to claim unemployment benefits. This assumes that the hiring manager or others within the company didn't violate employment law or create unsafe work conditions.

Bad Assumptions

Managers shouldn't assume that a no call, no show is definitely job abandonment. In some cases, employees have medical emergencies, family crises or other major events that prevent them from calling a hiring manager. If an employee is absent for a medically related reason, she may have the right to job protection under the Family and Medical Leave Act or the Americans with Disabilities Act.

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About the Author

Neil Kokemuller has been an active business, finance and education writer and content media website developer since 2007. He has been a college marketing professor since 2004. Kokemuller has additional professional experience in marketing, retail and small business. He holds a Master of Business Administration from Iowa State University.

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