A California Termination Letter (Excessive Absenteeism) is a formal document used by employers in California to inform an employee of the termination of their employment contract due to excessive and unapproved absences from work. This letter serves as an official notice that the employer is ending the employee's job due to persistent attendance issues that have negatively impacted the company's operations. Keywords: California, Termination Letter, Excessive Absenteeism. Different Types of California Termination Letters for Excessive Absenteeism: 1. Termination Letter (Excessive Absenteeism with Warning): This type of letter is given to employees who have repeatedly shown a pattern of excessive absenteeism. It serves as a final warning before termination is considered, providing the employee with an opportunity to improve their attendance. 2. Termination Letter (Excessive Absenteeism without Warning): This type of letter is issued when an employee's attendance issues are severe and have continued despite previous warnings. It states that the employer has decided to terminate the employee's contract due to excessive absenteeism and presents the reasons behind this decision. 3. Termination Letter (Excessive Absenteeism for Medical Reasons): In some cases, an employee's frequent absences may be related to medical conditions or disabilities. This type of termination letter would address the specific circumstances, highlighting the employer's efforts to accommodate the employee and detailing the justifications for the termination. It's essential for employers to carefully follow legal procedures when terminating an employee's contract for excessive absenteeism in California. Certain laws, such as the California Family Rights Act (CFA) and the Family and Medical Leave Act (FMLA), may require employers to provide additional considerations or accommodations to employees with qualifying medical conditions. When drafting a California Termination Letter (Excessive Absenteeism), it is advisable for employers to consult with an employment law attorney to ensure compliance with state and federal laws, as well as to consider any unique circumstances or company policies related to absenteeism.