Michigan Termination Letter for Absenteeism
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How to fill out Termination Letter For Absenteeism?
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FAQ
If an employee is being separated due to poor performance or a policy violation, describe the infraction briefly. You don't need more than a sentence to outline consistent tardiness, for example. Simply name the violation as the reason for dismissal and include the effective date.
Dear [Employee Name]: As of the date of this letter, you have been absent from work since [date of last day of work or last day of approved leave]. Because your absence has not been approved, and we have not heard from you, we have determined that you have abandoned your position.
Be compassionate and professional, but don't apologize. Your message should be that the employee is being terminated because they can't meet the job requirements. Don't imply that someone else, such as a man or younger person, could do the job better, or you may open yourself up to a discrimination lawsuit.
I write this letter to inform you of your termination with the company for violating our no call no show policy. On September 16th, you failed to show up for work. There was no contact to any parties about this and you have failed to provide an explanation for your absence.
If you see that their attitude to maintaining regular attendance has not changed, then you are completely liable to terminate this employee's position at the company. Allow your employee to have a maximum of three chances, giving them written warnings in the form of official letters each time.
Michigan. Form IA 1711 must be provided to an employee upon separation unless an employer is filing claims on behalf of the employee.
The employee must be told straight out that his absence due to illness is no longer acceptable, and unless his/her health undergoes a vast improvement, dismissal may result. If handled properly, you can dismiss on grounds of incapacity due to ill health ? so the employee's ?sickness? will backfire against him/her.
How to deal with employee absenteeism in the workplace Create an employee attendance policy. ... Enforce your attendance policy consistently. ... Keep track of employee absences. ... Address unscheduled absences and no-shows immediately. ... Don't just treat the symptoms, discover the cause. ... Don't forget to reward good behavior.
