The Notice of Termination Due to AWOL is a crucial document in Australian employment law, used when an employee has abandoned their employment by failing to attend work without explanation or authorization for an extended period. This document is essential for employers to formally end the employment relationship while ensuring compliance with the Fair Work Act 2009 and other relevant Australian employment legislation. It should be used after reasonable attempts to contact the employee have been made and documented. The notice typically follows company policies regarding unauthorized absence and should be issued only after the employer has satisfied their obligations to attempt to contact the employee and understand the reason for absence. The document must include specific details about the absence period, previous communications, termination date, and final entitlements to ensure legal compliance and protect the employer from potential unfair dismissal claims.
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1. Recipient Details: Employee's full name and last known address
2. Date: Date of the termination notice
3. Subject Line: Clear indication that this is a Notice of Termination of Employment
4. Employment Details: Statement of current position, employment start date, and relevant employment terms
5. Absence Details: Specific dates of unauthorized absence and duration
6. Previous Communications: Summary of attempts to contact and communications sent
7. Termination Statement: Clear statement of employment termination and effective date
8. Final Pay Information: Details of final payment including outstanding wages, entitlements, and leave balances
9. Return of Company Property: Request for return of any company property
10. Signature Block: Employer/authorized representative's signature and contact details
1. Prior Warnings: Include if there have been previous instances of unauthorized absence or related misconduct
2. Medical Certificate Request: Include if there's a policy requiring medical certificates for extended absences
3. Alternative Employment Arrangements: Include if offering alternative positions or working arrangements was attempted
4. Post-Employment Obligations: Include if there are confidentiality or restraint of trade obligations
5. Employee Assistance Program: Include if support services are available to terminated employees
1. Communication Log: Chronological record of all attempts to contact the employee
2. Employment Contract Extract: Relevant sections of employment contract regarding absence and termination
3. Final Pay Calculation: Detailed breakdown of final payment including all entitlements
4. Company Property List: Itemized list of company property to be returned
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