The Employee Not Showing Up For Work Letter is a crucial document in Canadian employment relations, used when an employee has failed to attend work without proper notification or authorization. This document serves multiple purposes: it formally documents the unauthorized absence, demonstrates the employer's due diligence in addressing the situation, and establishes a clear record for potential future legal or disciplinary proceedings. The letter must comply with Canadian federal and provincial employment standards, including consideration of human rights legislation and potential accommodation requirements. It's typically used as part of a progressive discipline approach and may be preceded by verbal warnings or followed by more serious disciplinary actions. The document should include specific dates of absence, reference to relevant workplace policies, previous communication attempts, and clear expectations for the employee's response or return to work.
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1. Header Information: Company letterhead, date, employee's full name and address, registered/certified mail number if applicable
2. Subject Line: Clear indication of the letter's purpose (e.g., 'Re: Unauthorized Absence from Work')
3. Absence Details: Specific dates and times of unauthorized absence, including any previous incidents if relevant
4. Previous Communications: Summary of attempts to contact the employee and any responses received
5. Company Policy Reference: Citation of relevant workplace policies regarding attendance and unauthorized absences
6. Consequences: Clear statement of the current situation's impact and potential consequences if not addressed
7. Required Action: Specific instructions on what the employee needs to do, including deadlines
8. Closing: Signature block with contact information for response
1. Progressive Discipline Reference: Include when there have been previous incidents and disciplinary actions
2. Return to Work Process: Include when offering a specific process for the employee to return to work
3. Medical Documentation Request: Include when absence might be health-related and medical documentation would be required
4. Final Warning: Include when this is the last warning before termination
5. Union Reference: Include when the employee is unionized and specific union procedures apply
6. Accommodation Offer: Include when there's reason to believe the absence might be related to a protected ground requiring accommodation
1. Attendance Record: Documentation of all unauthorized absences and late arrivals
2. Communication Log: Record of all attempts to contact the employee and any responses
3. Relevant Policies: Copies of workplace attendance and discipline policies referenced in the letter
4. Previous Warnings: Copies of any previous warning letters or disciplinary documentation
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Retail
Healthcare
Education
Financial Services
Technology
Construction
Hospitality
Transportation
Professional Services
Government
Non-profit
Mining
Agriculture
Telecommunications
Relevant Teams
Human Resources
Legal
Operations
Administration
Employee Relations
Compliance
Industrial Relations
Workplace Health and Safety
Labor Relations
Relevant Roles
HR Manager
HR Director
HR Business Partner
Employee Relations Manager
Department Manager
Supervisor
Line Manager
Operations Manager
Human Resources Coordinator
HR Compliance Officer
Department Head
Team Leader
Shift Supervisor
HR Administrator
Legal Counsel
HR Generalist
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