Oregon Termination Letter - Excessive Absenteeism
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How to fill out Termination Letter - Excessive Absenteeism?
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FAQ
To write an employee up for excessive absences, start by documenting the specific instances of absenteeism. Clearly outline the company's attendance policy and how the employee's behavior deviates from it. Utilize the Oregon Termination Letter - Excessive Absenteeism template to formalize the process, ensuring you include any previous warnings. This documentation will serve as a crucial reference if further action is needed later.
Oregon laws allow the termination of an employment relationship by either the employer or the employee, without notice and without cause.
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.
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.
Excessive absenteeism is defined as two or more occurrences of unexcused absence in a 30-day period and will result in disciplinary action.
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.
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.
Dear Sir/Madam, This letter is to inform you that your employment as (position) at (company's name) is terminated with immediate effect. You have violated the attendance policy of the company. You have continued being absent from the last (duration) days.
Even though Oregon generally recognizes the at-will employment rule, certain discharges are considered by the courts to be wrongful. For example, it is wrongful to discharge an employee for resisting on-the-job sexual harassment, or for refusing to sign a statement attacking the character of another employee.
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.
