Hi Pravee
Let me tell u that I am also working with an engineering company. Mine is also the only Indian company which owns its technology and nobody in India/ abroad has same technology inhouse built. We also train engineers on h/w & s/w solutions. Thus we were forced to take actions against people who get trained and vanish to other jobs. All the solutions that I have referred to u are implemented by myself within my company. So I am sure they do have success ratio if implemented properly.
Secondly, we need to understand that althought the agreement is one sided but we do give a copy of it to the employees in advance & then they give us their consent. Si it is not really fooling people and then asking them to join. So professionals need to realize that we as employees also have some responsibility towards the company and finally it counts as professional ethics.
Regards,
Pooja
From India, Pune
15Let me tell u that I am also working with an engineering company. Mine is also the only Indian company which owns its technology and nobody in India/ abroad has same technology inhouse built. We also train engineers on h/w & s/w solutions. Thus we were forced to take actions against people who get trained and vanish to other jobs. All the solutions that I have referred to u are implemented by myself within my company. So I am sure they do have success ratio if implemented properly.
Secondly, we need to understand that althought the agreement is one sided but we do give a copy of it to the employees in advance & then they give us their consent. Si it is not really fooling people and then asking them to join. So professionals need to realize that we as employees also have some responsibility towards the company and finally it counts as professional ethics.
Regards,
Pooja
From India, Pune
Hi All,
Really a interesting discussion . What we all company can do without
release letter fro the previous employer ,we will not allow to entry.
As one sided bond does't have more legal value better not to go through that route specially in IT/ITES company where job security of the employee is just one month salary.
If you can give a permanent job and do a service agreement that is valid.
When I had asked one of the reputed supreme court lawyear he clearly tell me that for IT job where job security is just one moth salary on that
case you can't do anything to employee.
Best way to come up with a ethical HR practice
Don't hire anybody without release letter !!!!
Regards
patra
From India
Really a interesting discussion . What we all company can do without
release letter fro the previous employer ,we will not allow to entry.
As one sided bond does't have more legal value better not to go through that route specially in IT/ITES company where job security of the employee is just one month salary.
If you can give a permanent job and do a service agreement that is valid.
When I had asked one of the reputed supreme court lawyear he clearly tell me that for IT job where job security is just one moth salary on that
case you can't do anything to employee.
Best way to come up with a ethical HR practice
Don't hire anybody without release letter !!!!
Regards
patra
From India
Hi,
I think Patra is right. We as HR professionals first have to take measures in avoiding people to leave without notice period / without proper exit formalities. So we should not entertain candidates to join our organisation with relieving letter from the previous organization. I think this also reflects on the candidates personal & professional values which he/she would carry in our company also. Otherwise there is absolutely no guarantee that the candidate shall not leave our company without proper exit formalities.
Regards,
Pooja
From India, Pune
I think Patra is right. We as HR professionals first have to take measures in avoiding people to leave without notice period / without proper exit formalities. So we should not entertain candidates to join our organisation with relieving letter from the previous organization. I think this also reflects on the candidates personal & professional values which he/she would carry in our company also. Otherwise there is absolutely no guarantee that the candidate shall not leave our company without proper exit formalities.
Regards,
Pooja
From India, Pune
Dear Patra and Pooja,
Well that is one point we really need to implement. It has happened with us one time, we had this client who was sitting in our office and one day he suddenly demanded a replacement for one of the team member working under him. Since the project was in the peak we had no time to check all documents and we hired one candidate who happened to walk in.
But we had informed the candidate that he needs to furnish all the relevant documents at a later stage which of course he never did. Most HR personnel under pressure always do sometimes bend the rules. Especially if your client is in office like it happened for us.
But like you said we need to follow the ethical way to hire so that we don't get cheated like it happened to us.
Regards
Praveen
From India
Well that is one point we really need to implement. It has happened with us one time, we had this client who was sitting in our office and one day he suddenly demanded a replacement for one of the team member working under him. Since the project was in the peak we had no time to check all documents and we hired one candidate who happened to walk in.
But we had informed the candidate that he needs to furnish all the relevant documents at a later stage which of course he never did. Most HR personnel under pressure always do sometimes bend the rules. Especially if your client is in office like it happened for us.
But like you said we need to follow the ethical way to hire so that we don't get cheated like it happened to us.
Regards
Praveen
From India
Hi all,
We are facing a similar problem in our company.. An employee has absconded leaving 4 projects at stake..The employee has signed a bond for a period of one year.
1. we got to send a letter to his home address stating the reasons for the uninformed absence.The letter should mention when we should recieve the reply and the actions that will be taken if there is no reply.
(usually these employees will not accept any mails from the company)
2. if there is a reply from the employee(if its a genuine case of accident(to be verified based on the medical reports submitted),therfore unable to work , or got another job, etc etc.. he issue can be settled with help of a arbitrator by arbitration by coming into a mutual understanding)
3.If there is no reply from the employee, this issue can be taken to civil court and we can get the liquidated damages caused by the employee.if that is defined in the agreement.
But as u know, the court procedures are real time taking procedures.The whole procedure can take upto more than 3 years.
Other actions that can be taken will be sending a letter to the current employer, adverising about the person in the local news paper etc.
Hope this info helps you.
Asha
From India, Madras
We are facing a similar problem in our company.. An employee has absconded leaving 4 projects at stake..The employee has signed a bond for a period of one year.
1. we got to send a letter to his home address stating the reasons for the uninformed absence.The letter should mention when we should recieve the reply and the actions that will be taken if there is no reply.
(usually these employees will not accept any mails from the company)
2. if there is a reply from the employee(if its a genuine case of accident(to be verified based on the medical reports submitted),therfore unable to work , or got another job, etc etc.. he issue can be settled with help of a arbitrator by arbitration by coming into a mutual understanding)
3.If there is no reply from the employee, this issue can be taken to civil court and we can get the liquidated damages caused by the employee.if that is defined in the agreement.
But as u know, the court procedures are real time taking procedures.The whole procedure can take upto more than 3 years.
Other actions that can be taken will be sending a letter to the current employer, adverising about the person in the local news paper etc.
Hope this info helps you.
Asha
From India, Madras
Hi,
I do have a question regarding this. I have heared companies sending warning to the employee who break their bonds stating that legal actions will be taken if he/she doesnot join back, but my question is will this affect the company who has newly employed the person came out by breaking the bond.
Can companies recruit the person who has come out by breaking his bon in someother organisation?
Regards,
krithi
From India, Coimbatore
I do have a question regarding this. I have heared companies sending warning to the employee who break their bonds stating that legal actions will be taken if he/she doesnot join back, but my question is will this affect the company who has newly employed the person came out by breaking the bond.
Can companies recruit the person who has come out by breaking his bon in someother organisation?
Regards,
krithi
From India, Coimbatore
Hi All,
In spite of we thinking in regards to why an employee quits after signing the bond, we can think why do the quits? Who makes him to quit? What are the necessary steps to be taken so that he/she will stick with us?
We should think of employee’s perspective and provide the solution.
We need analyze the employee on weekly basis and understand his problems, wants, needs and the company should find a solution for that. Of course we cannot satisfy him completely but an alternative can be found
May be this might help the employee to stick with us.
Regards,
Rajendran R
Span Outsourcing Pvt. Ltd
Bangalore.
In spite of we thinking in regards to why an employee quits after signing the bond, we can think why do the quits? Who makes him to quit? What are the necessary steps to be taken so that he/she will stick with us?
We should think of employee’s perspective and provide the solution.
We need analyze the employee on weekly basis and understand his problems, wants, needs and the company should find a solution for that. Of course we cannot satisfy him completely but an alternative can be found
May be this might help the employee to stick with us.
Regards,
Rajendran R
Span Outsourcing Pvt. Ltd
Bangalore.
Hi,
I would like to put some info for this :
In may company we made bond with high restrictions and compensation then one employee ran away. Then we followed through legal action but there is no use. Since the court declared as there is no section or any law point to restrict a employee leaving the organization within the bond period and there is no right of restricting employee to leave the organization for his future prospectus.
Also present scenario some of the IT/ITES companies are not even asking for reliving letters and experience letters with this advantage employees are after 6 months/1 year they are running out.
Looking all these bond is just for making a fresher little obedient( this is my point of view).
Regards
Srinivas
From India, Hyderabad
I would like to put some info for this :
In may company we made bond with high restrictions and compensation then one employee ran away. Then we followed through legal action but there is no use. Since the court declared as there is no section or any law point to restrict a employee leaving the organization within the bond period and there is no right of restricting employee to leave the organization for his future prospectus.
Also present scenario some of the IT/ITES companies are not even asking for reliving letters and experience letters with this advantage employees are after 6 months/1 year they are running out.
Looking all these bond is just for making a fresher little obedient( this is my point of view).
Regards
Srinivas
From India, Hyderabad
This is a very frustrating issue.
I think u should try to get information about the company they have ventured and try to talk to the HR manager there about the inconsistency of the particular employee.
but on the other hand, u should also understand and try to find out what makes people run away from your organization. Recently, a manufacturing company announced an increament of 20% to the GETs. Also an analysis and improvement was done into the culture/environment of the organization.
Try to find the loopholes in the present hr system. you cannot stop people from going anywhere. but u can lure them by various initiatives.
From India, Chandigarh
I think u should try to get information about the company they have ventured and try to talk to the HR manager there about the inconsistency of the particular employee.
but on the other hand, u should also understand and try to find out what makes people run away from your organization. Recently, a manufacturing company announced an increament of 20% to the GETs. Also an analysis and improvement was done into the culture/environment of the organization.
Try to find the loopholes in the present hr system. you cannot stop people from going anywhere. but u can lure them by various initiatives.
From India, Chandigarh
If you look at the reason.. its always the money , indfrastructure etc etc..there are only handful people who will stick to a company and contributes... everyones waits for the increment to happen..and will leave as soon as the letter is in hand... Employees working in small sized companies... have the this tendency the most...though its a kind of naural tendency.. When they join they shook heads for everything.. as soon as they get exposure of 6 months they will jump.. Where tehre is money there is s/w engineers as the IT booms is in its peak now... we can expect more behaviour like these..
But the question is , will we take employees who have the tendency of becoming a "Rolling stone"... what if he/she does the same to us..
From India, Madras
But the question is , will we take employees who have the tendency of becoming a "Rolling stone"... what if he/she does the same to us..
From India, Madras
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