Helloo Seniors,
One of the employee of my company resigend. He has recently joined before 4 days (26th Nov). Then suddenly he stopped coming to office (since1st Dec) & today i.e Monday 3rd Dec he emailed his resignation. Though his appointment letter was ready but he had not collected.
In this case, what should be tha action taken against him.
Please reply........................
From India, Mumbai
One of the employee of my company resigend. He has recently joined before 4 days (26th Nov). Then suddenly he stopped coming to office (since1st Dec) & today i.e Monday 3rd Dec he emailed his resignation. Though his appointment letter was ready but he had not collected.
In this case, what should be tha action taken against him.
Please reply........................
From India, Mumbai
Dear Neelam, May be their is some organisational culture issue and being HR we should ask the reason of leaving. so that we can work on the same.
From India, Indore
104From India, Indore
Neelam,
These are the common things in HR-Department in the case of new joinees, you just do one thing ask the reason for absconding and do not accept his resignation until he serve the notice period.
From India, Hyderabad
These are the common things in HR-Department in the case of new joinees, you just do one thing ask the reason for absconding and do not accept his resignation until he serve the notice period.
From India, Hyderabad
Ask him better opportunity in the sense, what does mean? is it terms of salary, growth, distance, does he likes your office environment?
Do one think how many days he did work, update in your data base that he is absconding and do not release his salary.
From India, Hyderabad
Do one think how many days he did work, update in your data base that he is absconding and do not release his salary.
From India, Hyderabad
Basic things in terms of HR, mark him absconding and do not accept the resignation letter as he has not even completed 3/6 months in the company. No need to worry about, just send him letter about the absconding and the case will be closed.
From India, Mumbai
From India, Mumbai
Neelam...i agree with Ashok...do not release his salary & by default the chapter would be over & take it easy this generally happens with the new joiners...
From India, Vadodara
From India, Vadodara
Dear Member
A few questions before I can answer the question :-
1. Does your offer letter state any terms and conditions about probation period, confirmation and notice period ? If yes what are they ?
As he has not collected the appointment letter he may deny the knowledge of any notice period or other terms and conditions of his employment.
Regards
Preetam Deshpande
From India, Mumbai
A few questions before I can answer the question :-
1. Does your offer letter state any terms and conditions about probation period, confirmation and notice period ? If yes what are they ?
As he has not collected the appointment letter he may deny the knowledge of any notice period or other terms and conditions of his employment.
Regards
Preetam Deshpande
From India, Mumbai
If there was no acceptance of agreement of employment (Appointment /Joining Letter) from both side, there is no need to do anything henceforth, and you need to close this chapter here. But one thing that you have to take seriously is BACKGROUND VERIFICATION/CHECKING of a Candidate that will help you in this kind of cases in future at some point.
Second, it does not matter what joining documents he has provided and formalities you have done at your end or not but if he yet to sign his appointment letter or collect from you (he was not an employee of yours) can leave with whatever reason and he did this too. It is also evidently saying that something is wrong at your side that allowed a candidate so easily to join you and work for few days even without getting signed any Mutual Agreement of Employment that enable him to leave as he was seeking better and good opportunity.
Now you need to learn and take this case seriously
From India, Gurgaon
Second, it does not matter what joining documents he has provided and formalities you have done at your end or not but if he yet to sign his appointment letter or collect from you (he was not an employee of yours) can leave with whatever reason and he did this too. It is also evidently saying that something is wrong at your side that allowed a candidate so easily to join you and work for few days even without getting signed any Mutual Agreement of Employment that enable him to leave as he was seeking better and good opportunity.
Now you need to learn and take this case seriously
From India, Gurgaon
Just four days and you are worried!
1. Do not send any communication
2. Mark him absent
3.Do not even calculate his salary and do not include his name in the payroll
4. If you have already included his name in the pay roll, then take it out after 10 days
5. Do not deposit PF or ESI if possible
6 If he comes directly then think about it
In all probability he may not come and he does not require your certificates and probably he also does not want four days salary
Just ignore Search for another person. Do not waste your time and energy on a guy who has absconded
From India, Chennai
1. Do not send any communication
2. Mark him absent
3.Do not even calculate his salary and do not include his name in the payroll
4. If you have already included his name in the pay roll, then take it out after 10 days
5. Do not deposit PF or ESI if possible
6 If he comes directly then think about it
In all probability he may not come and he does not require your certificates and probably he also does not want four days salary
Just ignore Search for another person. Do not waste your time and energy on a guy who has absconded
From India, Chennai
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.
E MAIL HR TO EMPLOYEE AND REPLY.docx