Excessive Absenteeism

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.

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.

At the very end of the letter, you should show you are apologetic. There is nothing wrong with being absent if you have a serious reason to do so. Try to provide and explain these reasons to your boss. If you do not want to explain why you were late or absent, then come to work on time.

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.

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.

Date. Details of the employee. Details of the employer. The period of absence. Reasons behind the absence. Reasons behind not informing beforehand, if applicable. Apologize, if applicable. Inform about how the missed work would be or have been compensated.

Dear Employee Name, I am writing you this letter as a warning to the continuous and unexplained negligence of the tasks and duties assigned to you. Despite the many verbal warnings, you showed little to no progress when it comes to getting things done.

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.