Dear Veena, are you talking about an establishment in Malaysia? If it is in India and the employee you are referring to falls in the category of "workman," please check your standing orders. Since a warning amounts to a punishment (though minor), one needs to follow certain procedures like informing the employee about their absence, issuing a show cause, and conducting an inquiry (check your SO to see if it is necessary even to inflict minor punishment).
Thereafter, you can draft as under:
To,
.........................
.........................
......................... Date:
You have remained unauthorizedly absent from your duty on the following days.
Month Dates
Your act amounts to misconduct as per clause...of the standing orders applicable to you. Remaining habitually absent without prior permission adversely affects the company's business. This act of yours calls for punitive action; however, looking at your past records, management has decided to offer you an opportunity to correct yourself. If you do not desist from remaining unauthorizedly absent, management will be compelled to take punitive action as deemed fit.
( )
HOD and Disciplinary Authority
If the employee is not a workman and falls in the executive cadre, after informing them that remaining absent is indiscipline, you are advised to correct the same. Upon a repeat of the absenteeism, thereafter, you may issue them a warning or a note under the progressive discipline procedure.
Regards,
Shailesh Parikh
Vadodara, Gujarat
[Phone Number Removed For Privacy Reasons]