It clearly shows the un interest of the employee in continuing the services either due to illness or personal issues. Though you have served 4 warning /show cause only 2 of them were acknowledged. Please try to reach him over phone and find out whether he is interested to continue or not. As last opportunity send him a final warning - set a reasonable date to report - make it clear in the letter that if he fails to contact office/ report to office his services would be terminated without any further information. Even if RPAD bounce back do not open - file as it is in his personal file. Further make it clear in the letter that in spite of sufficient opportunity provided he had failed to report without any sufficient reason or cause, how the dept faced hardship due to his absence etc. In the final warning recall all previous warning / leaves took history.
You could have took his correct residential address with proof when he resumed back after initial leave. Always keep updating the contact addresses of all employees every six months.
26th August 2019 From India, Madras
For any repeated case of absenteeism, you need to conduct a proper domestic enquiry after serving chargesheet to him and give him opportunity to defend his case before the enquiry officer. Please note that any illegal termination with out proper enquiry would be null and void before the labour court. Hence follow the due process of law, take the advice from labour lawyer before you take any punitive action.
26th August 2019 From India, New Delhi
27th August 2019 From India, Madras
You check with your Standing Order to deal the unauthorised absent/absconding from duty without intimation. If you do not have, all the notice sent in post returned back to be pasted in his door/gate and alos publish the same in local news paper.
You can issue a fresh notice of abandonment of service, if failed to resume duty within 3 days of publication of this notice.
27th August 2019 From India, Mumbai