Hi,
I hired an employee in mid of September, she told me that her reason of job change is over stress in the previous job, her health was not fine, she took treatment and now she is perfectly fine and taking some routine vitamin medicines.
She is under bond for a yr. She worked for 2 days and went on leave, some times she attend calls, sometimes not. Whenever she commits to submit the medical certificate, she does not. She commits to join back, but on the day of joining, no intimation, when we call back, there is either no response or some one else picks up the call with no positive reply.
Please suggest, what to do.
Regards,
Deepali
From India, Chandigarh
10I hired an employee in mid of September, she told me that her reason of job change is over stress in the previous job, her health was not fine, she took treatment and now she is perfectly fine and taking some routine vitamin medicines.
She is under bond for a yr. She worked for 2 days and went on leave, some times she attend calls, sometimes not. Whenever she commits to submit the medical certificate, she does not. She commits to join back, but on the day of joining, no intimation, when we call back, there is either no response or some one else picks up the call with no positive reply.
Please suggest, what to do.
Regards,
Deepali
From India, Chandigarh
Dear Deepali, If the employee is liability right from Day 1 then better to get rid of her. Please do the audit of your recruitment process. Was she misfit for the job? Ok... DVD
From India, Bangalore
From India, Bangalore
Hi DVD, She fits into the profile and we even planned all the things, then we suffered loss. Deepali
From India, Chandigarh
From India, Chandigarh
Dear Deepali
I would suggest you to wait for 15 days more and after that send her a show cause notice by registered post and ask her the reasons for her absence. In the letter provide her with 24 hrs to send back the reply and 48 hrs to rejoin or else she can send the resignation and face all the terms and conditions mentioned in the Appointment letter.
Be strict in this matter and dont even entertain any false excuse of hers.
Luck...!!
Garima Singhwal
From India, Delhi
I would suggest you to wait for 15 days more and after that send her a show cause notice by registered post and ask her the reasons for her absence. In the letter provide her with 24 hrs to send back the reply and 48 hrs to rejoin or else she can send the resignation and face all the terms and conditions mentioned in the Appointment letter.
Be strict in this matter and dont even entertain any false excuse of hers.
Luck...!!
Garima Singhwal
From India, Delhi
Hi Garima, I sent her a show cause notice through mail. She sent me a reply with medical proofs, but all the documents are of August and we hired her in September. Deepali
From India, Chandigarh
From India, Chandigarh
Deepali tell her clearly about the challenges which the organisation is facing coz of her absenteeism and provide her with a limited time frame to answer and to rejoin, if you yourself will not fix any time frame then all the communication will be vague and will result in nothing.
Hope to hear something positive from your side soon.
Garima Singhwal
From India, Delhi
Hope to hear something positive from your side soon.
Garima Singhwal
From India, Delhi
check the docs of aug if they mention that she has prolonged conditions of disease/ sickness. it might be mentioned there. if not then reply back that these docs r back dated n r null n void if new document is not furnished. Also, reitrate to her about the clause in appointment letter and what repurcussions can she face if no satisfactory reply is received in 2 days time.
From India, Chandigarh
From India, Chandigarh
What ever the reason the employee has to inform the employer about the same .
As per the above information it is clearly indicating her negligence .
As per your policies you can send an termination letter to her for the uninformed absence .
In between try to hire one other candidate to replace her to avoid problems .
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Thanks & Regards,
Vani
From India, Secunderabad
Hi Neha,
I checked all the docs, nothing so serious is mentioned. I talked to our company lawyer also. She mentioned that legally the certificates should be from govt. hospital. The docs which the employee submitted are from pvt. hospitals.
Deepali
From India, Chandigarh
I checked all the docs, nothing so serious is mentioned. I talked to our company lawyer also. She mentioned that legally the certificates should be from govt. hospital. The docs which the employee submitted are from pvt. hospitals.
Deepali
From India, Chandigarh
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