The No Show Termination Letter is a crucial document in Dutch employment law, used when an employee has failed to report to work without proper authorization or communication. This document is typically employed after reasonable attempts to contact the employee have been unsuccessful and the absence has continued beyond an acceptable period. The letter must comply with Dutch legal requirements, including references to relevant sections of the Dutch Civil Code and the Work and Security Act. It should document the specific instances of unauthorized absence, detail previous communication attempts, and clearly state the termination decision. The No Show Termination Letter serves both as a formal notification to the employee and as legal documentation of the termination process, which may be important in case of future disputes or legal proceedings.
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1. Header with Date and Address: Formal letter header including date, employee's full name and address, and company details
2. Subject Line: Clear indication that this is a termination letter due to no-show
3. Factual Overview: Specific dates and details of the unauthorized absence and any attempted contact
4. Previous Communications: Reference to any previous warnings, emails, or attempts to contact the employee
5. Legal Basis: Citation of relevant Dutch law and employment contract provisions regarding unauthorized absence
6. Termination Statement: Clear and unambiguous statement of employment termination and effective date
7. Final Arrangements: Information about final salary, holiday pay, and other statutory entitlements
8. Closing: Formal closing including signature block and company representative details
1. Company Property Return: Include when employee has company assets that need to be returned
2. Non-Competition Reminder: Include if employment contract contains post-termination restrictions
3. Outstanding Payments/Debts: Include if there are any outstanding financial matters to be settled
4. Medical Verification Request: Include if there's any indication that absence might be health-related
5. Exit Interview: Include if company policy requires offering an exit interview opportunity
6. Appeal Rights: Include if company policy or works council agreements provide for appeal procedures
1. Attendance Record: Documentation of unauthorized absences and no-show incidents
2. Communication Log: Copies of all attempted communications with the employee
3. Final Payment Calculation: Detailed breakdown of final payment including any deductions
4. Previous Warnings: Copies of any previous warnings or disciplinary communications
5. Employment Contract: Copy of relevant sections of employment contract regarding attendance and termination
Relevant legal definitions
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Manufacturing
Retail
Healthcare
Information Technology
Financial Services
Hospitality
Construction
Education
Professional Services
Transportation and Logistics
Media and Entertainment
Public Sector
Non-profit Organizations
Telecommunications
Energy and Utilities
Relevant Teams
Human Resources
Legal
Corporate Affairs
Compliance
Operations Management
Executive Leadership
Administration
Employee Relations
Relevant Roles
HR Manager
HR Director
HR Business Partner
Legal Counsel
Employment Lawyer
Company Director
Department Manager
Line Manager
HR Administrator
Compliance Officer
Personnel Officer
HR Specialist
Operations Manager
General Manager
Managing Director
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