Thanks Giridhar.. I thought we were shifting out of good management practices with most of the suggestions - your’s look the most comprehensive and logical.
From India, Bangalore
From India, Bangalore
Hi,
I totally agree with Ryan. The procedure of closure of contract between the employer and employee is very sensitive and hence needs to be done with utmost care, formally and legally.
You should follow the steps that Ryan has mentioned ie
1. 2 letters to politely join back duties, mentioning the date from which he is absconding.
2. 3rd letter can be termination. Before sending the termination letter do consult your legal advisor, so that in case of any legal issues he/she would handle the same.
Before you do the above 2, pls find out why the employee is absconding. Though it is common for the employees to go absconding after collecting salary, there should be some real reason. Do some fact finding and if you are convinced that the employee is at fault you should do the above, or else do his F&F and close the chapter.
Hope this helps you!!!!
3I totally agree with Ryan. The procedure of closure of contract between the employer and employee is very sensitive and hence needs to be done with utmost care, formally and legally.
You should follow the steps that Ryan has mentioned ie
1. 2 letters to politely join back duties, mentioning the date from which he is absconding.
2. 3rd letter can be termination. Before sending the termination letter do consult your legal advisor, so that in case of any legal issues he/she would handle the same.
Before you do the above 2, pls find out why the employee is absconding. Though it is common for the employees to go absconding after collecting salary, there should be some real reason. Do some fact finding and if you are convinced that the employee is at fault you should do the above, or else do his F&F and close the chapter.
Hope this helps you!!!!
[QUOTE=hari;133490]Dear All,
What action can be taken against an employee who is habitually absent the org, without informaton and for simple resons. The case is that one of our employee is irregular, and will take uninformed leave every second day.Even after repeated warnings. He seems to be very careless and iresponsible, His performance is Zero and he is very rude to his seniors and team lead.Can we straight away terminate the person without paying him anything based on his performance, or conduct,cos it is mentioned in the offer letter issued to him that , the candidate can be terminated without any prior notice if his performance is not satisfactory, or if his conduct is not satisdfactory with in the probation period.Also his service to the company is not confirmed and he has joined just 2 months ago and has already taken 17 days leave.Plz suggest it's urgent!
Regards,
hari
From India, Bangalore
What action can be taken against an employee who is habitually absent the org, without informaton and for simple resons. The case is that one of our employee is irregular, and will take uninformed leave every second day.Even after repeated warnings. He seems to be very careless and iresponsible, His performance is Zero and he is very rude to his seniors and team lead.Can we straight away terminate the person without paying him anything based on his performance, or conduct,cos it is mentioned in the offer letter issued to him that , the candidate can be terminated without any prior notice if his performance is not satisfactory, or if his conduct is not satisdfactory with in the probation period.Also his service to the company is not confirmed and he has joined just 2 months ago and has already taken 17 days leave.Plz suggest it's urgent!
Regards,
hari
From India, Bangalore
Dear Kshama,
I am totally agree with Ryan, See if any employee is going to absconding so In this case you can issue a 1st warning letter to absconding employee, If you get any response then it's ok otherwise you can issue 2nd letter and go to next and last step for termination letter But during this period you have to try to find out behind the absconding. Some times, what happened Sr. is give a proper feedback so you can keep in touch with his colleagues or dept. After released 2nd letter, you are statisfied then go ahead for termination letter for absconding employee. This process is going to be 10 days. If employee is not reporting till 10 days then it's default come under Voluntary termination.
In absconding case, you can stop his FnF and don't issue an experience and relieving letter to him but you can stopped his PF. PF act, is not allowed. For further you can't rejoin after the released the termination letter.
From India, Lucknow
I am totally agree with Ryan, See if any employee is going to absconding so In this case you can issue a 1st warning letter to absconding employee, If you get any response then it's ok otherwise you can issue 2nd letter and go to next and last step for termination letter But during this period you have to try to find out behind the absconding. Some times, what happened Sr. is give a proper feedback so you can keep in touch with his colleagues or dept. After released 2nd letter, you are statisfied then go ahead for termination letter for absconding employee. This process is going to be 10 days. If employee is not reporting till 10 days then it's default come under Voluntary termination.
In absconding case, you can stop his FnF and don't issue an experience and relieving letter to him but you can stopped his PF. PF act, is not allowed. For further you can't rejoin after the released the termination letter.
From India, Lucknow
Dear Kshama,
i think its better to send out termination on most of the times, because if we keep looking at his career being spoiled it will be problem for us since it doesnt get solved at the earliest and more importantly they will not understand about what we are concerned. So better send termination atleast after speaking once to the particular employee. Freiends let me know if you do have any other ideas about the same.
Regards
Amith R.
From India, Bangalore
i think its better to send out termination on most of the times, because if we keep looking at his career being spoiled it will be problem for us since it doesnt get solved at the earliest and more importantly they will not understand about what we are concerned. So better send termination atleast after speaking once to the particular employee. Freiends let me know if you do have any other ideas about the same.
Regards
Amith R.
From India, Bangalore
Seema, In my opinion u should process his/her PF b’coz it can creat leagal complication. U can hold anyones salary but not the PF. Regards, Vaibhav
From India, Aurangabad
From India, Aurangabad
Dear Kshama
IF the employee is not comming to office for three consecutive days we send a telegram stating to join back in three days. IF he/she is still not responds on 4th day issue a absconding letter send by Redg AD stating your services will be terminated in ... time if not reported back.
This way you are also giving the employee time to rectify his error.
Regards
Ajay
From India, Pune
IF the employee is not comming to office for three consecutive days we send a telegram stating to join back in three days. IF he/she is still not responds on 4th day issue a absconding letter send by Redg AD stating your services will be terminated in ... time if not reported back.
This way you are also giving the employee time to rectify his error.
Regards
Ajay
From India, Pune
Hi just read the entire thing and i was wondering that is it important to use the word "TERMINATION"?
what i mean is that we have so many of such cases in our or so ganization and we generally label them as absconding..for a clause in our company's appointment letter says that "your services can be terminated by the employer....by giving a months salary in lieu thereof..."
so if i issue him such a letter, then is it legal?
From India, New Delhi
what i mean is that we have so many of such cases in our or so ganization and we generally label them as absconding..for a clause in our company's appointment letter says that "your services can be terminated by the employer....by giving a months salary in lieu thereof..."
so if i issue him such a letter, then is it legal?
From India, New Delhi
Hello hr folks
If an employee abandons the services of the organization without any notice then do we have right to stop his or her PF.?
What action can we take to that employee who is demanding for his PF who has abandoned the services.Now he is saying that he has sent resignation but we dont have any document of that.
Please help!!!!!!!!!!!!!!!!!!!!!!!!!!!
Thanks,
Kalidhasan Natarajan
From India, Delhi
If an employee abandons the services of the organization without any notice then do we have right to stop his or her PF.?
What action can we take to that employee who is demanding for his PF who has abandoned the services.Now he is saying that he has sent resignation but we dont have any document of that.
Please help!!!!!!!!!!!!!!!!!!!!!!!!!!!
Thanks,
Kalidhasan Natarajan
From India, Delhi
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Part I Employee Action Analyse.doc
Employee Action Form -- DEMO.xls