Alaska Sample Disciplinary Letter for Excessive Absenteeism
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How to fill out Sample Disciplinary Letter For Excessive Absenteeism?
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FAQ
Dear: Please consider this a letter of warning concerning your continuing attendance problems. Your uneven attendance is beginning to affect other parts of your job, making improvement even more essential. Attendance records indicate that since , you have used a total of days on occasions.
Here are the steps to write up an employee for attendance:Gather data. Your write up should include the employee's attendance record.Discuss previous measures taken.Explain the effects.Outline next steps.Ask for feedback.Deliver the write up.File the write up.
A standardized form for writing up employees for absenteeism ensures that you cover all of your bases and stick to the essential information. Create a form that includes spots for the employee's name, description of the offense, dates of absenteeism and the actions you've taken so far to reduce the absenteeism.
Excessive absenteeism is a term I use to describe a particular employee's attendance record if he or she has been absent way more than the typical employee and doesn't have valid reasons for the absences.
How to Terminate an Employee for Excessive AbsenteeismLimit Drama. Best practice tips for reducing the drama surrounding an employee termination include firing an employee at a time the office is not busy.Supplemental Documentation.Safety First.Secure Office.Professional Attitude.
Excessive absenteeism is defined as two or more occurrences of unexcused absence in a 30-day period and will result in disciplinary action.
As a rule of thumb, a 1.5% absence rate is a healthy rate (pun intended). Illness is impossible to prevent for 100% and taking 3-4 days per year off because of a severe cold or another ailment is fine.
Although the general answer is yes, it is accompanied by many what ifs. If the employee's absences are caused by medical reasons, including pregnancy or disability, you mayand more than likely wouldviolate the Family Medical Leave Act, the American Disabilities Act, or any applicable state laws.
You can send a termination letter to the employee following the termination meeting with return receipt requested, or you can hand the letter to the employee at the end of the meeting. It should be printed on company stationery with the official signature of the employee's manager.
