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Notice to Explain for AWOL with RTWO Sample Template
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AWOL or absence without official leave constitutes neglect of duty. It has disciplinary consequences on the part of the employee.
However, it does not mean that if an employee is on AWOL status he is already terminated from service. AWOL usually constitutes violation of the company policies on vacation leave, sick leave, emergency leave, or the service incentive leave (SIL).
An employee is considered to have committed an act constituting AWOL if he absents from work without prior notice or compliance with the procedures for being absent.
Once an employee fails to report for work without prior approved VL or complying with the “no-call, no-show” policy for emergency or sick leave, there is already a suspicion of AWOL.
Despite such act, the employee still has to be asked to explain in writing his absence through the issuance of the Notice to Explain (NTE). While it does not necessarily follow that a single act of AWOL would result in termination, I personally suggest that the period to respond to the NTE should be five (5) calendar days.
In addition, the NTE is usually coupled with the Return to Work Notice (RTWO) to ensure that the employee is being reminded to comply with the duties.
It is better to have a policy of affording more than ample opportunity to be heard when it comes to employee discipline. At any rate, below is a sample NTE for reference.
For more templates and other disciplinary forms, you may check the HR Forms, Notices, and Contracts Volume 2.
To: JUAN DELA CRUZ
From: Malou Pete
HR Manager
Date: 21 September ___________
Subject: NOTICE TO EXPLAIN FOR AWOL
It appears in company records that you failed to report for work on ____________ September 20____ without any filed and approved VL form.
Upon further checking, you have not also made a call applicable in cases where the employee encounters an emergency. It is our policy that employees who would be absence should promptly notify the company.
In this regard, please explain in writing within five (5) calendar days from this notice why no 
disciplinary action should be taken against you for the above. Likewise, you are hereby being directed to report for work immediately upon receipt of this notice.
Failure on your part to submit your written explanation within the prescribed period shall be deemed as waiver of your right to due process. For your strict compliance.
MALOU PETE
HR Manager
Learn how to Validly Terminate Employee in the Philippines with this Tutorial Video of Atty. Elvin 
Read more on procedural due process discussion by Atty. Elvin:
Read more on procedural due process by Atty. Villanueva:
Twin Requirements of Notice and Hearing
Procedural Due Process for Other Types of Employment
Notice to Explain: Contents and Requirements
