Absent Without Leave (AWOL), also known as absent without permission (AWP) or unauthorized absence, refers to a situation where an employee is absent from work without obtaining prior approval or providing a valid reason. AWOL is typically considered a violation of company policy and can result in disciplinary action. Employees facing disciplinary action for AWOL have the right to due process, including the opportunity to explain their absence and in some cases, appeal the decision. To handle AWOL effectively, employers should enforce clear policies regarding attendance and AWOL, communicate expectations to employees, maintain accurate records of attendance and any instances of AWOL and apply policies consistently to avoid claims of unfair treatment.
Key Points for Absent Without Leave
- AWOL is generally considered a violation of company policy and can result in disciplinary action.
- It is an unexcused absence as the employee has not followed the proper procedure for requesting time off.
- AWOL may result in the loss of pay for the time absent, depending on company policies.
- Employers may take disciplinary action against employees who are AWOL, including termination of employment in severe cases.
Legal Implications for Absent Without Leave
- AWOL may be addressed in employment contracts, outlining the consequences for unauthorized absences.
- In some jurisdictions, labor laws may dictate the procedures employers must follow when addressing AWOL, including providing written notice to the employee.
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