Examples include requiring employees to arrive at work on time, prohibiting drinking or being drunk in the workplace, etc. The policy should indicate that violating rules or expectations will trigger discipline or immediate termination of the employee.

• You must document all events about the termination process. Consult an experienced employment law attorney before terminating an employee, particularly if extenuating circumstances exist or if the employee is a member of a protected class.

Job Abandonment

Neither California nor federal law regulates the amount of time you must hold a job for an employee who neither appears for work nor calls in to explain his/her absence. Your actions in this area are controlled only by your policy. Clearly set forth the consequences of no call, no show behavior. Indicate that the employee will be considered to have quit his/her employment if no call, no show occurs for the designated number of scheduled work days. Indicate that exceptions may be made for emergencies. Require employees to read and acknowledge the job abandonment policy.

• Remember that absences protected by law should not be counted as a violation of your policy.

• Policies relating to discipline and termination are available as part of CalChamber’s Employee Handbook Creator ®.