Having started work before anyone had a mobile phone, and only important people had a pager, employees hourly and salary would use a landline to communicate. Calls would be for things like calling in sick, coordinating a shift trade, or asking to come in earlier than otherwise planned. Seemingly it worked out. If someone didn't call in or show, you wrote it down. Exceed the written threshold, they were handed or mailed a letter terminating employment. It was frequent in entry level jobs when switching, or when something bad enough happened that it was somewhat obvious they were not going to come back. “No-Call, No-Show” was a common refrain in line manager vernacular. Employee's became skilled and ensuring they “sounded sick” when they called.
Today, some employees that assume that because they have the personal cell phone of a co-worker or supervisor, that a text message counts as calling in sick. Has anyone seen this as a supported procedure, enshrined in an employee policy or procedure document (likely the same one that defines no-show, no-call, tardiness and absenteeism policies).
What should be the policy? If you ::redacted sarcasm:: soul and moved to the HR Department: what is the right balance between good and evil that would you make it?
(US based, started working in tech in '91, haven't had a day off since)