Dear All,
Even I am sailing in a same boat but to the other side of the coast ( that is employer).
Please help me out with your advice / suggestions / guidelines as one of our software developer has joined to our competitor and undergoing training with them. he has not been relieved from ourside , after forwarding the resignation he suddenly disappear from the office. We are insisting to give proper notice period because he was all alone working on a very unique project and that all skills and competency we expect him to transfer to his replacement.
We are not coming in the way of his future but even do not want to suffer the project also. and now company management has decided to take a legal action against him and his new employer to set a example as well for existing staff.
Please tell me that wether we can take a legal action against him? 2nd thing can his next employer joined him ? can we asked his next employer to stop giving training to him.
He was with us from last 2+ years.
Pleaseeeeee help :cry: :cry: :cry:
Regards,
Mona
From India, Mumbai
8Even I am sailing in a same boat but to the other side of the coast ( that is employer).
Please help me out with your advice / suggestions / guidelines as one of our software developer has joined to our competitor and undergoing training with them. he has not been relieved from ourside , after forwarding the resignation he suddenly disappear from the office. We are insisting to give proper notice period because he was all alone working on a very unique project and that all skills and competency we expect him to transfer to his replacement.
We are not coming in the way of his future but even do not want to suffer the project also. and now company management has decided to take a legal action against him and his new employer to set a example as well for existing staff.
Please tell me that wether we can take a legal action against him? 2nd thing can his next employer joined him ? can we asked his next employer to stop giving training to him.
He was with us from last 2+ years.
Pleaseeeeee help :cry: :cry: :cry:
Regards,
Mona
From India, Mumbai
it is better for you to have a chat with your current employer and try to get the relieving letter.
From United Kingdom, Leeds
From United Kingdom, Leeds
Hi Mona,
The following things can be [only] done:
1. You can take leagal action - only if he has committed some where in writing that he will not leave your company or resign with sufficient notice or notice pay in lieu there of.
2. You can not take any action on the new employer. But you can only request them to stop training him till he settles his dues/ completes the project . In this case, the next employer being your competitor, the probability for this is very low.
These are all the practical difficulties in service industry HR. The only solution is long term solution like
1. Have people readily available on bench [of course, u have to
paythem!]
2. Have some employee engagement activities to reduce attrition of key poeple like this person.
Regards
Sathiymoorthy Iyer
From India, Madras
The following things can be [only] done:
1. You can take leagal action - only if he has committed some where in writing that he will not leave your company or resign with sufficient notice or notice pay in lieu there of.
2. You can not take any action on the new employer. But you can only request them to stop training him till he settles his dues/ completes the project . In this case, the next employer being your competitor, the probability for this is very low.
These are all the practical difficulties in service industry HR. The only solution is long term solution like
1. Have people readily available on bench [of course, u have to
paythem!]
2. Have some employee engagement activities to reduce attrition of key poeple like this person.
Regards
Sathiymoorthy Iyer
From India, Madras
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IMPORTANCE OF INDUCTION.pdf
Relieving Clearance form.doc