HI all...
Need ur suggestions and tips on tackling this particular issue.....
A employee of ours took leave for two days citing reasons of her mother's illness. The leave was granted to her without any hassles. She has not yet returned from her leave and it's been over a week now. Believe that she had taken leave for finding another job (speculating).... she's not been reponding to our calls or messages and completely ignoring all the communicatoins that we have been making with her...
This is just one off case that has happened in our organization but want to make sure that we take steps which would send a right message for all the other employees and prevent a re-occurance of such event....
We plan to send a warning letter to her place telling her to reply back or face termination......
I would like to know two things
1) How do we send this letter to her house so that we have a record of such action being taken against her......(which medium shoud we use to send the letter)
2) How to avoid such smart moves by employees.
REgards
From India, Mumbai
3Need ur suggestions and tips on tackling this particular issue.....
A employee of ours took leave for two days citing reasons of her mother's illness. The leave was granted to her without any hassles. She has not yet returned from her leave and it's been over a week now. Believe that she had taken leave for finding another job (speculating).... she's not been reponding to our calls or messages and completely ignoring all the communicatoins that we have been making with her...
This is just one off case that has happened in our organization but want to make sure that we take steps which would send a right message for all the other employees and prevent a re-occurance of such event....
We plan to send a warning letter to her place telling her to reply back or face termination......
I would like to know two things
1) How do we send this letter to her house so that we have a record of such action being taken against her......(which medium shoud we use to send the letter)
2) How to avoid such smart moves by employees.
REgards
From India, Mumbai
Hi,
You can send a show cause notice through mail & also at the address mentioned in office records.In the Show cause notice mail or letter you can ask as to why the emloyee has abstained from coming to office, specify date & also as to why his/her services should not be terminated as per clause of appointment letter. You can give a specified time for reply as per your company policy. In case no reply comes after a specified period you can send a termination notice.
From India, Delhi
You can send a show cause notice through mail & also at the address mentioned in office records.In the Show cause notice mail or letter you can ask as to why the emloyee has abstained from coming to office, specify date & also as to why his/her services should not be terminated as per clause of appointment letter. You can give a specified time for reply as per your company policy. In case no reply comes after a specified period you can send a termination notice.
From India, Delhi
Hi,
I think the situation is faced by more or less by all of us... Anywayz u send a hard copy thru registered A/D & Under Certificate of Posting. Since u will have govt record to show that u have sent her the Warning letter. Since mails are unreliable & she could claim she never recieved them at all.
Regards,
Pooja Bansal
From India, Pune
I think the situation is faced by more or less by all of us... Anywayz u send a hard copy thru registered A/D & Under Certificate of Posting. Since u will have govt record to show that u have sent her the Warning letter. Since mails are unreliable & she could claim she never recieved them at all.
Regards,
Pooja Bansal
From India, Pune
Hi,
I aboustely agree with Pooja, this kind of situation is faced by most of us at work.I think you should check at her home,by sending someone without being notice,whether she had acutally taken leave for mother illness or utlilizing leaves for job search. It may be possible that some emergency was there, and she was not able to report for the same.
After that if you find that the fact provided by her were not true, you can issue a warning letter by Reg AD.
Regards,
Rahul S
:D
From India, Gandhinagar
I aboustely agree with Pooja, this kind of situation is faced by most of us at work.I think you should check at her home,by sending someone without being notice,whether she had acutally taken leave for mother illness or utlilizing leaves for job search. It may be possible that some emergency was there, and she was not able to report for the same.
After that if you find that the fact provided by her were not true, you can issue a warning letter by Reg AD.
Regards,
Rahul S
:D
From India, Gandhinagar
Hi
Even i had the same problem in my co. but now we have started deducting the salary of the employees and now the rate of absentism of other employees has also reduced.I think you shold be friendly to the employees but at times, you shold be very strict cause if not, then such things may happen with other employees also.
regards
Even i had the same problem in my co. but now we have started deducting the salary of the employees and now the rate of absentism of other employees has also reduced.I think you shold be friendly to the employees but at times, you shold be very strict cause if not, then such things may happen with other employees also.
regards
Hi
In addition to the advice above rendered by learned members.you can also issue the paper notification{show cause notice} about his unauthorised absence in local new paper.you can issue caution notice that the said employee's employment is terimnated and he is no longer with company.No one should enter into any deal with him in the company's name from the date of notification.
yours
Ravi Kumar
From India, Hyderabad
In addition to the advice above rendered by learned members.you can also issue the paper notification{show cause notice} about his unauthorised absence in local new paper.you can issue caution notice that the said employee's employment is terimnated and he is no longer with company.No one should enter into any deal with him in the company's name from the date of notification.
yours
Ravi Kumar
From India, Hyderabad
Hi Shiju,
It happens in most of the companies, if u find that the particular employee has taken leave without any genuine reason and is on leave for a long period without any proper information you can send a warning e-mail or Post to his address stating that if he doesnt reply back to the mail or doesnt turn up to office he will be fired.. Give him some notice period for termination.. If you didnt get any reply from him you can fire him.
Regards,
Swati
From India, Bangalore
It happens in most of the companies, if u find that the particular employee has taken leave without any genuine reason and is on leave for a long period without any proper information you can send a warning e-mail or Post to his address stating that if he doesnt reply back to the mail or doesnt turn up to office he will be fired.. Give him some notice period for termination.. If you didnt get any reply from him you can fire him.
Regards,
Swati
From India, Bangalore
Hi!
What Pooja has said is absolutely right. I just want to add something on that.
After sending the letter thro. UCP(Under Certificate of Posting ) and Rgd. with AD you must wait. In case the letters returned back without accepting, keep those letters as it is in the Personal file of the employee without opening. This would require for future reference considering its legal aspect. Then after few days again issue 2nd show Cause natice followed by 3rd one. Wait and issue termination letter.
This is a very normal case and almost all we are suffering from the same problem.
Regards,
From India
What Pooja has said is absolutely right. I just want to add something on that.
After sending the letter thro. UCP(Under Certificate of Posting ) and Rgd. with AD you must wait. In case the letters returned back without accepting, keep those letters as it is in the Personal file of the employee without opening. This would require for future reference considering its legal aspect. Then after few days again issue 2nd show Cause natice followed by 3rd one. Wait and issue termination letter.
This is a very normal case and almost all we are suffering from the same problem.
Regards,
From India
HI
I sincerely thank all of you for your valuable time and suggestions.....Will be doing exactly what has been said here...
Thanks a lot Pooja, Shiprengi, Rahul, Neetu, Ravi, SWati and Pradip......
God Bless
Take care
From India, Mumbai
I sincerely thank all of you for your valuable time and suggestions.....Will be doing exactly what has been said here...
Thanks a lot Pooja, Shiprengi, Rahul, Neetu, Ravi, SWati and Pradip......
God Bless
Take care
From India, Mumbai
JUST Terminate if it crosses over, over and again.. You cant have such an individual in your organisation which would effect other employees working style.
Kindly Terminate him if he does over, over and again. I repeat it again..
In the mean time, you need to talk to him personally and tell his importance in the company. The employee shud know his resposibilty in an organisation first. If his responsibility in the company is known first then, automatically he feels to contribute and automatically he likes to comes to office.
Always make sure that you are really making your office fun filled.
If your office is not really new everyday, no one will be ready to come.. You shud also take a look at ur office conditions.
From India, Hyderabad
Kindly Terminate him if he does over, over and again. I repeat it again..
In the mean time, you need to talk to him personally and tell his importance in the company. The employee shud know his resposibilty in an organisation first. If his responsibility in the company is known first then, automatically he feels to contribute and automatically he likes to comes to office.
Always make sure that you are really making your office fun filled.
If your office is not really new everyday, no one will be ready to come.. You shud also take a look at ur office conditions.
From India, Hyderabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Dispciplinary Action.doc