People First

What To Do When an Employee Doesn't Show Up for Work

An employee doesn't show up for work. They don't call. They don't text. And nobody seems to know where they are.

It's frustrating—and your first reaction may be, "Well, I guess they quit."

Not so fast.

A no-call/no-show should be addressed promptly, but employers shouldn't automatically assume job abandonment after one missed shift.

Start by trying to contact the employee. Call, text or email using the contact information you have on file. Document each attempt. Your first goal should be to determine what happened. There could be an emergency, illness or other circumstance you don't know about.

Next, follow your attendance and no-call/no-show policy. A good policy should clearly explain when repeated unreported absences may be considered job abandonment. Whatever your policy says, apply it consistently.

Before ending employment, also consider whether the absence could involve a protected reason. Medical situations, family or medical leave, disability accommodations, pregnancy-related needs and state or local leave laws may require additional steps.

If you've made reasonable attempts to reach the employee, received no response, and the number of consecutive no-call/no-show days stated in your policy has passed, send a final written notice. Explain that if you don't hear from the employee by a specific deadline, the Company will consider the employee to have voluntarily resigned or abandoned the position, consistent with your policy and applicable law.

Most importantly: document everything.

Who called? When? Were messages left? What did the policy require? What correspondence was sent?

Job abandonment should be the conclusion of a documented process—not an assumption made because someone didn't show up Monday morning.

People First Tip: Have a clear no-call/no-show and job abandonment policy before you need one. Good policies make difficult situations much easier to manage.

Attendance Starts With Timekeeping
An employer couldn't determine whether employees were arriving on time because they weren't consistently clocking in.
That's more than a payroll problem.
It's an accountability problem.
Employees should understand that accurate time records protect both the company and themselves.
If people aren't following timekeeping procedures, address it early.
Little habits often become big problems.

Tuesday Insight: Business Wisdom
The Best Referrals Begin with Exceptional Relationships
The strongest marketing strategy isn't advertising—it's earning someone's trust.
A recent Kiplinger article, "The Referral Revolution: How to Grow Your Business With Trust," highlights businesses that shifted away from expensive marketing campaigns and instead focused on building remarkable client experiences. Their greatest source of growth became referrals from satisfied customers who genuinely believed in the value they received.
When someone recommends your business, they're not simply referring a service—they're sharing their own reputation.
Over the years, we've been humbled that many of our new clients come from referrals made by existing clients, accountants, attorneys, and business owners we've had the privilege to serve. To us, every referral is a reminder that trust is something to be earned every single day.
Source: Kiplinger – The Referral Revolution: How to Grow Your Business With Trust.

🎉 **Today we’re celebrating a very special member of our People First family — Happy Birthday, Dakota Houle!** 🎉

Dakota is one of those people who is always learning, always growing, and always looking for a better way to do something.

Over the years, I’ve had the privilege of watching her take on new responsibilities, develop her skills, and become such an important part of People First. Whether she’s working with QuickBooks, reconciling commissions, assisting with retirement plans, auditing accounts, or tackling a new project I’ve thrown her way, Dakota brings an incredible attention to detail and determination to get it right.

But what makes me especially proud is her willingness to learn. Dakota isn’t afraid to ask questions, try something new, embrace technology, or figure out a problem she hasn’t encountered before. That curiosity and drive have allowed her role at People First to continue to grow — and I know there is so much more ahead for her.

**As someone who has spent many years building People First, there’s a special kind of pride and comfort in watching the next generation grow into leaders. It makes me pretty confident that whenever the day comes for me to step aside, People First will be in very good hands.** ❤️

Of course, People First really is a family business in Dakota’s case! Working alongside her mom, Sally, and even her grandmother, Irene, means we have three generations contributing to our little People First family — something that makes our company pretty special.

Dakota, I’m so proud of the professional you’ve become and even more excited about the person you continue to be. Thank you for your hard work, your dedication, your sense of humor, and for always being willing to jump in when we need you.

Please join us in wishing Dakota a very Happy Birthday! 🎂🎈 May the year ahead bring you lots of happiness, new adventures, continued success — and hopefully at least one day when I don’t give you another project! 😂

❤️ **Happy Birthday, Dakota! We’re so lucky to have you as part of People First.**

LARRY SAFFER | SAFFER FINANCIAL GROUP
At People First, we love recognizing clients who share the same values that guide us every day—and this month’s spotlight is especially personal to me.
For eight years, I’ve had the pleasure of working with Larry Saffer of Saffer Financial Group. During that time, I’ve experienced firsthand the care Larry gives his clients.
Larry’s tagline says it beautifully: “We treat every penny personally.”
And he means it.
Larry believes everyone deserves good financial guidance, whether they are just beginning to plan for their future or have spent a lifetime building it. He treats every client as though they are his most important client.
That’s one reason I have personally trusted Larry with my own financial future, as have several members of the People First team.
But my trust in Larry goes beyond business.
When my mom passed away, Larry helped me through the transition of her account and estate. At a time when the last thing I wanted to face was more paperwork or another financial decision, Larry was there. I will always remember his kindness and personal attention during that difficult time.
And then there are the little things. Every year on your birthday, Larry sends a card with a scratch-off lottery ticket tucked inside. 😊 You never know! It’s a small gesture, but it says a lot—Larry sees his clients as people, not account numbers.
At People First, our philosophy is that Everything Begins and Ends with People. Larry lives that philosophy in his own way every day—one client, one relationship, and one penny at a time.
Larry, thank you for trusting People First for the past eight years. More importantly, thank you for the friendship, the trust, and for always being there when it matters most.
We’re proud to feature Larry Saffer and Saffer Financial Group as our September Client Spotlight! ❤️

Top HR Mistakes Small Businesses Make

Running a small business means wearing many hats, and Human Resources often becomes something you handle only when a problem arises. Unfortunately, that's when costly mistakes can happen.

One of the biggest HR mistakes is failing to document employee conversations. Whether you're coaching an employee or addressing a performance issue, good documentation provides clarity and helps protect everyone involved.

Another common mistake is being inconsistent. Applying policies differently from one employee to another can hurt morale and create legal risk. Employees want to know they'll be treated fairly.

Many employers also wait too long to address performance problems. Hoping the issue will improve on its own rarely works. Honest, timely feedback gives employees the opportunity to succeed.

An outdated employee handbook is another red flag. Employment laws change frequently, and policies should be reviewed regularly to ensure they still reflect current laws and your company's practices.

Finally, many business owners try to handle complex HR issues alone. Hiring, discipline, terminations, leave requests, and wage and hour questions can quickly become complicated. Seeking guidance before making a decision is almost always easier—and less expensive—than fixing a problem later.

The good news is that these mistakes are preventable. A proactive approach to HR helps you create consistency, reduce risk, and build a stronger workplace culture.

At People First, we believe HR is about more than compliance—it's about helping businesses create an environment where employees understand expectations, feel valued, and can do their best work.

Your people are your greatest asset. Investing in sound HR practices today will help your business grow with confidence tomorrow. Because where everything begins and ends with people isn't just our tagline—it's the way we do business.

Customer Service Is a Job Requirement

Technical skills can get someone hired.
Customer service keeps them employed.
One employer recently struggled with an employee who knew the job inside and out—but repeatedly created negative customer experiences.
Knowledge matters.
How you make customers feel matters even more.

Sometimes the greatest performance issue isn't ability...
It's attitude.