Dear All, This is my 1st post in Citehr. Am working in a consultancy and one of our employees left the office without us granting him permission. So what type of action can be taken.Any way I asked him to resign if he want tot go with out taking permission he accepted for that.Did I do right?
From India, Himmatnagar
From India, Himmatnagar
Hi Vass,
Does this mean he is absent without any approved leave? Did you ask him to leave & resign orally or in writing? Did he submitted his resignation letter? Are you treating him thereafter, now deserter if no resignation is received? How many years he served in your firm? What made you to take such a capital punishment? any past incidents?
From India, Bangalore
1077Does this mean he is absent without any approved leave? Did you ask him to leave & resign orally or in writing? Did he submitted his resignation letter? Are you treating him thereafter, now deserter if no resignation is received? How many years he served in your firm? What made you to take such a capital punishment? any past incidents?
From India, Bangalore
You have not mentioned how long he/she has worked in your organisation. The employee was permanent or in probation period. Generally leaving a company without any prior notice has to be treated as absconding case. Good that you made the employee to resign. It's mainly good for the employee for his future career. Otherwise you would have treated him with an absconding case and stopped him getting any experience, relieving letter and his notice period payouts.
From India, Bengaluru
From India, Bengaluru
Hai . As I dint approved his leave and he still want to go having lot of works in pending I said if u want leave you have to resign and he accepted for that.It clearly shows is irresponsibility and carelessness.
We had a few issues with him and after repeatedly sending mails and having multiple conversation on his behavior @ work and in-activeness at work place I finally taken the decision.
We had a few issues with him and after repeatedly sending mails and having multiple conversation on his behavior @ work and in-activeness at work place I finally taken the decision.
Hi Vchow,
You are yet to answer the following queries raised earlier -
You didn't approve his request for leave. Was any application received or only verbally asked. Does this mean he is absent without any approved leave since he left ?
Did he submit his resignation letter?
Are you treating him, thereafter, now a deserter if no resignation is received?
How many years he served in your firm?
What made you to take such a capital punishment? any past incidents?
From India, Bangalore
You are yet to answer the following queries raised earlier -
You didn't approve his request for leave. Was any application received or only verbally asked. Does this mean he is absent without any approved leave since he left ?
Did he submit his resignation letter?
Are you treating him, thereafter, now a deserter if no resignation is received?
How many years he served in your firm?
What made you to take such a capital punishment? any past incidents?
From India, Bangalore
Hi Vchow,
You may be within your right to refuse approval of leave asked orally going by his on duty indiscipline as described by you. And as he is still on 2 months into his probationary period there is no point in continuing with this slack anymore. So move on, read the terms & conditions of his appointt.order and arrange issue of notice/show cause-of termination as stipulated on 'causes' of i) unsatisfactory performance during probation period; ii) absent without approved leave. If the 'termination during probation' is with one or two months of notice you may act accordingly. I don't find any hope of continuing with him.
From India, Bangalore
You may be within your right to refuse approval of leave asked orally going by his on duty indiscipline as described by you. And as he is still on 2 months into his probationary period there is no point in continuing with this slack anymore. So move on, read the terms & conditions of his appointt.order and arrange issue of notice/show cause-of termination as stipulated on 'causes' of i) unsatisfactory performance during probation period; ii) absent without approved leave. If the 'termination during probation' is with one or two months of notice you may act accordingly. I don't find any hope of continuing with him.
From India, Bangalore
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.
Job Work-outwork employees.docx