Meet with the employee.
State concern over absences.
Let the employee to explain absences.
Explain that attendance will be
now be monitored.
Persistent absences require a more formal response.
State that documented absences will be recorded on their file.
Employee should receive a copy
of the letter.
Again, allow the employee to explain their absences.
Clearly repeat that their absences
will be documented.
Should absences persist the employee should receive a second written warning.
The employee should be given a
copy of this letter.
Should absences persist the employee should be met again and documented evidence should be placed in their file.
They should be informed that they
are being suspended.
The duration of the suspension is dependent on:
- The organization
- Employee's length of service
- Severity of the absenteeism
Has the employee been afforded and assistance to improve their attendance record?
Have organizational procedures been adhered to, exhausted, and documented?
Have sufficient time elapsed to allow the employee to rectify their situation?
This option should only be taken if there hase been "no" satisfactory improvement in attendance.
The employee should be discharged on their inability to improve their attendance record.
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