Terminating
an employee? Here's what you must consider before firing.
One of the most commonly cited reasons for terminating an
employee by managers and business owners is because of lack
of attendance. This especially becomes a problem in work environments
where managers tolerate tardiness and lack of attendance to
some extent. To avoid issues when terminating employees for
lack of attendance, managers must keep and use consistent guidelines
with every employee.
This means giving employees an opportunity to redeem themselves
after you have taken disciplinary action against them. This
may include a probationary period, a written warning form or
even losing certain employee freedoms. If the lack of attendance
or tardiness continues, you may run out of warnings or disciplinary
actions cited in the employee guidebook. Then you have no other
choice but to fire the employee.
Because this is a common occurrence, you should keep sample
letters of termination that specifically apply to this issue.
By keeping a letter or template, you can efficiently terminate
the employee who does not show for another shift.
A Template to add to Sample Letters of Termination
Name
Address
Date
Dear (Employee Name):
You are receiving this letter to notify you that your employment
with (company name) has been terminated effective (include
date here). The company is letting you go for the reason of
excessive absences in the workplace. As you know from our previous
discussion on (list dates here), your lack of attendance on
the dates of (state all dates the employee failed to show up
to work) caused numerous problems (list these). Although you
received the following disciplinary actions (list them) and
attached warning forms, you have not improved your attendance
record. This leaves the company with no other choice than to
terminate your employment.
Due to the circumstances of your termination, collection of
unemployment will not be possible. The company has provided
you with documentation to support our claims of excessive absence
as your reason for termination. Should you find this to be
unreasonable, you may file an employee grievance.
Your final paycheck will be (state here that you are giving
the final paycheck on the last date of employment or you will
mail it within 30 days). You are also entitled to the following
benefits and severance package. (Use this space to discuss
these.)
Before the end of day, you must return all company property,
including (here you should state everything the employee must
return. These may be items like company computers, cell phones,
credit cards, ID badges or a company car. Also specify the
location for returning these items if necessary.)
Legalities (This is a good space to reiterate any verbal discussions
that were had about terms and conditions, such as a nondisclosure.
It is also important to remind the employee that they can appeal
the decision for termination).
Thank you for your time at our company and best of luck to
you in the future.
Sincerely,
(Name of Employer or HR manager)
Attached: (Attach any documents that support your claim for
excessive absences. These may include warning forms, disciplinary
action forms, company guidelines that show actions resulting
from excessive absence as well a final paycheck or nondisclosure
agreements.)
The
employer's guidebook to progressive discipline and employee termination
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