The Termination Letter For Attendance is a crucial document in South African employment law, used when an employer needs to formally end an employment relationship due to persistent attendance issues. This document is typically issued after a series of documented warnings and interventions have failed to improve the employee's attendance. It must comply with the Labour Relations Act 66 of 1995 and the Code of Good Practice on Dismissals, ensuring both substantive and procedural fairness. The letter serves multiple purposes: it formally communicates the termination decision, documents the reasons for dismissal, outlines the notice period or payment in lieu thereof, and provides instructions for final arrangements. This document is essential for maintaining proper records and protecting the employer against potential unfair dismissal claims at the Commission for Conciliation, Mediation and Arbitration (CCMA) or Labour Court.
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1. Letter Header: Company letterhead, date, reference number, and addressee details
2. Subject Line: Clear indication that this is a termination of employment notice
3. Opening Statement: Direct statement confirming employment termination due to attendance issues
4. Background of Attendance Issues: Detailed account of attendance violations and patterns
5. Previous Interventions: Summary of prior warnings, counseling sessions, and opportunities for improvement
6. Termination Decision: Clear statement of the decision to terminate employment, citing relevant policies and procedures
7. Notice Period: Specification of the notice period or payment in lieu of notice
8. Final Arrangements: Instructions regarding last working day, return of company property, and final payment details
9. Closing: Formal closing, including signature block for authorized company representative
1. Appeal Rights: Information about the employee's right to appeal the decision, included when required by company policy or applicable collective agreements
2. Reference Offer: Statement about providing future references, included when company policy allows
3. Benefits Information: Details about continuation or termination of benefits, included when applicable
4. Outstanding Loans/Advances: Section addressing any outstanding financial obligations, included when relevant
5. Non-Disclosure Reminder: Reminder of ongoing confidentiality obligations, included when employee had access to sensitive information
1. Attendance Record: Detailed record of attendance violations and patterns
2. Previous Warnings: Copies of all written warnings and disciplinary meeting minutes
3. Final Payment Calculation: Breakdown of final salary, leave pay, and other entitlements
4. Company Property Checklist: List of company items to be returned
5. Exit Procedure Checklist: Standard checklist for processing the termination
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Retail
Financial Services
Mining
Construction
Healthcare
Education
Information Technology
Hospitality
Transportation
Agriculture
Professional Services
Telecommunications
Energy
Public Sector
Relevant Teams
Human Resources
Legal
Employee Relations
Compliance
Industrial Relations
Operations
Administration
Relevant Roles
Human Resources Manager
HR Director
HR Business Partner
Employee Relations Manager
HR Operations Manager
Line Manager
Department Manager
Supervisor
HR Administrator
HR Coordinator
Legal Counsel
Industrial Relations Manager
Compliance Officer
HR Specialist
Personnel Manager
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