Michigan Sample Disciplinary Letter for Excessive Absenteeism - Verbal Warning
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FAQ
How to discuss the problem of absenteeism:Clearly communicate policies and procedures upfront.Show employees you care.Address the issue right away, in real-time.Constantly, fairly apply a points or progressive disciplinary system.Praise and reward good attendance, and acknowledge improvements.
Does a verbal warning need to be documented? A verbal warning should definitely be documented. Employers should keep the documentation of the verbal warning in their informal notes, and you as the employee should sign the documentation to indicate that you have received it.
Dear Mr./Ms. Last Name: The purpose of this letter is to emphasize the seriousness of your attendance record (absenteeism) as a classification with the agency/department name and to reprimand you for failing to meet acceptable attendance standards.
Develop An Absence Management Policy.Implement Flexible Work Policies.Build A Solid Team Culture.Give Employees An Inspirational Purpose.Focus On Employee Engagement.Institute Work-From-Home Policies.Provide Ample PTO.Take A Human-Centered Approach.More items...?
Tell the employee you've noticed he's been absent frequently, and explain the effects his attendance has on the company as a whole. Conversation TipJoe, when you're out, customers notice delays, and your coworkers have to take on the extra work. It makes it difficult for us to get the job done the way we need to.
How to discuss the problem of absenteeism:Clearly communicate policies and procedures upfront.Show employees you care.Address the issue right away, in real-time.Constantly, fairly apply a points or progressive disciplinary system.Praise and reward good attendance, and acknowledge improvements.
A formal write-up should include:Specific facts (not opinions) about the situation.The rule or policy violated.Objectives and expectations for improvement.Disciplinary action being taken.Consequences for not correcting the problem.Signatures and dates.
How to issue a verbal warning for performanceDetermine the need for a warning.Confirm your organization's verbal warning procedures.Document behavior.Schedule a meeting.Ask another supervisor to attend the meeting.Issue the warning concisely and offer solutions.Document the warning.Follow up with a performance review.
Here are some steps you can take to issue a verbal warning easily and appropriately:Take the employee into a private room.State the issue clearly.Discuss the changes they should make.Provide a timeframe for correction.State consequences.Provide support for change.
