No Show No Call Warning Letter Sample with Examples [Word]

A No Show No Call Warning Letter is a formal written notice issued by an employer to an employee who has failed to report to work for a scheduled shift or workday without providing prior notice or without a valid reason.  

This type of warning letter is used to address issues of absenteeism and unexcused absences in the workplace. The purpose of the letter is to inform the employee of their violation of company attendance policies and to emphasize the importance of regular attendance and communication. 

Sample No Show No Call Warning Letter with Examples [Word]

Key components typically included in a No Show No Call Warning Letter are as follows: 

• Employee Information: The employee's name, job title, department, and employee ID or reference number. 
• Date 
• Recipient Information: The name, title, and department of the person to whom the letter is addressed (typically the employee). 
• Description of the Incident: A clear and concise description of the specific date(s) and shift(s) during which the employee was absent without prior notice or explanation. Include the total number of hours or days of absence. 
• Company Attendance Policy Reference: Reference the relevant sections of the company's attendance policy or employee handbook that outline expectations for reporting absences and the consequences of unexcused absences. 
• Failure to Communicate: Emphasize that the employee failed to provide advance notice of their absence and did not call or notify the appropriate supervisor, manager, or department according to company procedures. 
• Importance of Attendance 
• Expectation of Compliance 
• Consequences 
• Opportunity for Explanation 
• Next Steps 
• Signature 
• Employee Acknowledgment 

No Show No Call Warning Letters are an essential tool for employers to address attendance issues and maintain workplace discipline. They provide a written record of the communication and serve as a first step in addressing absenteeism concerns. Depending on the organization's policies and the employee's response, further disciplinary actions may be taken if the issue persists.