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Warning Letter Statement FAQ

First, before an employer can charge an employee, the employer must identify the misconduct.In all such cases, the onus rests on the employee to explain the absence. Depending on the circumstances and the time period, unauthorised absence will probably not result in a dismissal for a first offence.

So, what you're going to have to write down is the complete name of the employee or employees that have not attended work (last name, first name, and middle initial) as well as the employee's job title into the report. Just make sure that you don't misspell that employee's name to validate his/her absence.

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.

Step 1: Put it in writing. Step 2: Gather information. Step 3: Tell them you've noticed. Step 4: Show your concern. Step 5: Open up a discussion. Step 6: Make accommodations when appropriate. Step 7: Know when to take it up a notch.

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.

Step 1: Address unauthorised absence in your employment policies. Step 2: Try to contact the employee. Step 3: Keep notes. Step 4: Send a warning letter and invite to a disciplinary meeting. Step 5: Hold a disciplinary meeting.

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.

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