Motor Industry Employee Learns Tough Lesson After AWOL Incident Leads to Dismissal

The Motor Industry Staff Association (MISA) recently had to address a challenging case involving a sales executive employed at an Eastern Cape dealership and the severe consequences of going absent without leave (AWOL). It's a cautionary tale underscoring the critical importance of employee communication with employers, especially in circumstances involving mental health issues.

As an agency committed to delivering in-depth and accurate news stories, we closely examined the case that unfolded sometime before the sales executive was terminated last month. The employee, whose identity remains confidential, faced disciplinary action after leaving his workplace on December 20 and failing to report back for a period of 10 days.

The sales executive claimed he was grappling with depression, a situation exacerbated when his employer allocated his company vehicle to a customer. The employee declined to reclaim the vehicle when it was returned on December 19, evidently upset with his employer's decision. This led him to abscond the following day, without any form of official communication regarding his leave.

Over the course of his unexpected absence, the employer made numerous attempts to reach out to the sales executive without success. The salesman, on his part, believed answering the employer's calls might trigger a depressive relapse, despite being on antidepressants. Evidently aware of the employer's efforts to contact him, he described the attempts as “fruitless.”

Upon his return to work on January 5, he was asked to provide evidence for his absence during the disciplinary inquiry. He submitted a doctor's confirmatory letter stating his medical condition, which could allude to a major depressive episode. Nonetheless, the letter fell short of confirming his depressive state during the period of his AWOL and offered an analysis only after he had returned.

The outcome of the disciplinary hearing led to the individual's dismissal. After the decision, he took to MISA's social media platforms to accuse the union of bribery, an accusation that MISA, led by Martlé Keyter, CEO: Operations at MISA, investigated and found baseless.

Keyter stressed the importance of union members approaching MISA for guidance before acting impulsively. She believes that had the member sought the union's advice initially, the outcome might have been different, and an amicable agreement with the employer could have potentially been reached. Instead, the employee's leave days were forfeited to cover the absence period, adding financial loss to his dismissal.

This incident not only highlights the severe consequences of going AWOL but also suggests that there may be a need for better employer-employee dialogue when it comes to mental health issues. It underscores the necessity for employees to communicate effectively with their employers and to provide timely and appropriate documentation when health issues, particularly those pertaining to mental health, affect their ability to work.

MISA's handling of the case emphasizes the role unions can play in navigating the complexities of labor relations and the importance of union membership in supporting workers through challenging situations. However, it also reminds employees of their responsibilities towards their employers, concerning communication and observance of workplace rules.

While the story of this sales executive has been widely discussed in labor circles, it also raises broader concerns about the stigma associated with mental health in the workplace and the need for more understanding and support for those who suffer from such conditions.