Hi, Can anyone help me out? I am working as a senior HR executive at one of the pharma companies.
One of our employees who has worked with us for 2 years has resigned. we have a notice period of 2 months and till now her resignation acceptance copy haven't come from her reporting boss. On 8th January, she had a discussion with her HOD, and she said she would think and reply to them tomorrow, but on the same day evening, after office hours, she left her i-card & sim card in the receptionist area. So, she has absconded without serving a proper notice period and other exit formalities from 8th January 2025.
So required Abscond letter format to send her. Earliest reply will always be appreciated.
Regards,
Poornima
From India, Mumbai
One of our employees who has worked with us for 2 years has resigned. we have a notice period of 2 months and till now her resignation acceptance copy haven't come from her reporting boss. On 8th January, she had a discussion with her HOD, and she said she would think and reply to them tomorrow, but on the same day evening, after office hours, she left her i-card & sim card in the receptionist area. So, she has absconded without serving a proper notice period and other exit formalities from 8th January 2025.
So required Abscond letter format to send her. Earliest reply will always be appreciated.
Regards,
Poornima
From India, Mumbai
Dear Poornima Shetty
This is a case of abandonment of duty. However, before termination send at least two notices to his last known address for her unauthorised absence. If no reply is received, if the reply is not satisfactory or if the employee does not join her duties then it is better to order domestic enquiry. If the employee does not turn up for domestic enquiry also then you may take ex parte decision to terminate him.
Few companies terminate with just a notice. However, it is a legally incorrect procedure. How far to follow the procedure is up to your company.
Additional comments: - You asked for the procedure to handle the case of abandonment of employment and I have enumerated it above. However, from the HR Management standpoint, there is a larger question. Even after serving for two years, why the employee could not be engaged with the organisation? Why employee did not have qualms about deserting the organisation which provided bread and butter to her? What were the causes for developing such an intense distaste with the organisation? In addition to following the legal process, the company's administration needs to deliberate on these questions also.
Thanks,
Dinesh Divekar
From India, Bangalore
7894This is a case of abandonment of duty. However, before termination send at least two notices to his last known address for her unauthorised absence. If no reply is received, if the reply is not satisfactory or if the employee does not join her duties then it is better to order domestic enquiry. If the employee does not turn up for domestic enquiry also then you may take ex parte decision to terminate him.
Few companies terminate with just a notice. However, it is a legally incorrect procedure. How far to follow the procedure is up to your company.
Additional comments: - You asked for the procedure to handle the case of abandonment of employment and I have enumerated it above. However, from the HR Management standpoint, there is a larger question. Even after serving for two years, why the employee could not be engaged with the organisation? Why employee did not have qualms about deserting the organisation which provided bread and butter to her? What were the causes for developing such an intense distaste with the organisation? In addition to following the legal process, the company's administration needs to deliberate on these questions also.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Poornima,
The behavior of the employee seemed to be very unruly and indisciplined, needs disciplinary action .
You need to follow the directives of the Standing Orders for similar misconduct. As per the procedure the employee needs to handover the assets to concerned officials, as per you the employee didn't handover sim and iD Card to any one than throwing up. In absence of accepted resignation, employee's absent in duty is treated unauthorised absent. You need to send mail for remaining absent without information and to resume duty in next 24 hours, if fails do so and see what the HOD is reporting in resignation letter. Then only you will be in a position to initiate action. You need to discuss with HOD not to accept the resignation rather ask to continue till an alternate person is join the post. If she doesn't, then file FIR for lost SIM & other materials as jas not handover to any one.This kind of person to be dealt by going curvy.
From India, Mumbai
The behavior of the employee seemed to be very unruly and indisciplined, needs disciplinary action .
You need to follow the directives of the Standing Orders for similar misconduct. As per the procedure the employee needs to handover the assets to concerned officials, as per you the employee didn't handover sim and iD Card to any one than throwing up. In absence of accepted resignation, employee's absent in duty is treated unauthorised absent. You need to send mail for remaining absent without information and to resume duty in next 24 hours, if fails do so and see what the HOD is reporting in resignation letter. Then only you will be in a position to initiate action. You need to discuss with HOD not to accept the resignation rather ask to continue till an alternate person is join the post. If she doesn't, then file FIR for lost SIM & other materials as jas not handover to any one.This kind of person to be dealt by going curvy.
From India, Mumbai
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