Termination Letter for Absenteeism
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FAQ
Notify the employee of their termination date. State the reason(s) for termination. Explain their compensation and benefits going forward. Notify them of any company property they must return. Remind them of signed agreements. Include HR contact information.
Make very clear what is and isn't acceptable. Put it in writing and make sure everyone has access. Better yet, put it in your employee handbook. Require new hires to read it before they start working. Have all employees sign a form acknowledging they've read and understand the policy.
Follow business letter format. Use the official business letter format when writing your letter. Understand your employer's policies. Have a legitimate excuse. Send the letter as soon as possible. Keep it brief. Offer to help.
If you have any rules regarding an absence or what an employee should do in case of absence, remind them of the rules. State that you or management is having a problem with that employee's attendance. Make sure you have the exact dates and times documented, and then present it to them. Express concern over the issue.
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.
1) Names And All Employee Information. 2) Dates. 3) Reason For Termination. 4) Receipt Of Company Property. 5) Severance, Benefits, And Other Compensation Information. 6) Legal Agreements. 7) Details About Their Final Paycheck. 1) Severance To Waive Legal Claims.
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. The standardized approach keeps the write-up professional and organized, helping you remain tactful even when the employee's behavior is frustrating.
Generally, if there has been no prior instance of absenteeism, the employer is not entitled to dismiss. But if the absence is coupled with insubordination, dismissal may be justified.If an employee fails to report for duty for an extended period, what the employer must do before a dismissal can be called fair.
For example, the employee was absent for three days without permission and the dates listed. The reprimand should be stated in the first paragraph. It should inform the employee that the letter is a formal warning that may result in further action if the situation continues.
