An absenteeism letter should explain the reason for the notice and specific dates of absence. It may suggest a face-to-face meeting and offer advice or request a medical examination. Chronic absenteeism can lead to termination and affects colleagues, productivity, and finances.
An absenteeism letter should specify the reason for the notice and the specific dates an employee stopped working. The desired outcome listing lets the employee know that the company expects customer service to improve. This notice usually explains the consequences of repeated unexcused absences from work and includes a comment indicating the belief that the issue can be resolved. An absentee letter may describe issues in the past of a similar nature.
Some companies prefer a face-to-face meeting with an employee who has a lot of work left to do as the initial step before a letter of absenteeism is posted. Giving the worker a copy of their attendance record documents excessive absences and may be the only action needed to resolve the issue. A meeting also offers the employee a chance to explain circumstances at work or in their personal life causing absenteeism.
Sometimes an absenteeism letter offers the employee advice or requests that the employee agree to a medical examination. This letter must remain professional and not include any personal opinion of the worker. The reason for the letter should be stated, along with possible consequences if work attendance does not improve. If a company policy regulates employee participation, the policy can be mentioned in the absenteeism letter.
If an employee continues to miss work without cause, a second letter may be written more severely. You can observe previous warnings and lack of improvement in the employee participation rate. The threat of termination usually appears in this absenteeism letter. Evidence of non-attendance must be clearly described in this notice, along with all efforts by the employer to resolve the issue.
People miss work for different reasons, including illness and injury. These conditions are generally beyond the worker’s control and are accepted as legitimate reasons for absences. Some companies ask for evidence from the doctor if medical problems prevent a person from working, especially if the absence covers an extended period of time. When an employee frequently misses work for reasons he or she can control, it usually calls for progressive disciplinary action.
Habitual absenteeism can be defined in company policy, but usually involves one-day absences that occur frequently. Management typically calculates the total number of days an employee has not shown up for an extended period. This number can be compared with the attendance rate of other employees to determine if absences are excessive.
The final action commonly taken to deal with chronic absenteeism can come as a termination letter. This letter should clearly note that an employee failed to correct his presence after warnings. A termination letter typically asks the employee to hand over keys, equipment, uniforms, and any other property belonging to the company. It usually includes an effective date and deadline for returning the property.
Absenteeism affects colleagues in the workplace who may cover tasks normally performed by absent co-workers. When this happens repeatedly, it can build resentment and affect morale. Financial impacts can include paying someone overtime to do work usually done by the absent employee. Absenteeism can also affect productivity and disrupt schedules.
Asset Smart.
Protect your devices with Threat Protection by NordVPN
