Dear All,
I have a query with reference to an employee who is absconding versus one who is to be terminated. I do understand the basic difference, where the terminated employee is removed from the company due to non-performance or other criteria. The absconding employee is one who has not reported to work over a period of time.
My query here is up to how many days do we wait before issuing letters to the absconding employee and when do we send the final termination letter. There sometimes seems to be a very thin line of difference between the two cases, as ultimately a termination letter is also sent out to the absconding employee.
My next related query is as to how attrition % is calculated.
Also, do the terminated, absconding, employees who join and leave within 7-10 days or the first month also calculated towards the attrition%.
Thanks,
Anjana Samuel
From India, Bangalore
I have a query with reference to an employee who is absconding versus one who is to be terminated. I do understand the basic difference, where the terminated employee is removed from the company due to non-performance or other criteria. The absconding employee is one who has not reported to work over a period of time.
My query here is up to how many days do we wait before issuing letters to the absconding employee and when do we send the final termination letter. There sometimes seems to be a very thin line of difference between the two cases, as ultimately a termination letter is also sent out to the absconding employee.
My next related query is as to how attrition % is calculated.
Also, do the terminated, absconding, employees who join and leave within 7-10 days or the first month also calculated towards the attrition%.
Thanks,
Anjana Samuel
From India, Bangalore
Hi Anjana,
Typically, any cessation of services of an employee needs to be ensuring three basic tenets that law generally preaches:
Given the situation, it is prudent to send the employee some letters by registered AD/post to his officially recorded address and giving him fair opportunity and time (in the eyes of law) before ruling his absconding. He needs to be given opportunity and adequate time to respond to make the case stronger. Please note that there is no specific timeframe after which he be declared absconding (unless otherwise specified in Company guidelines or standing orders being followed). Very generally, a month or two (or longer) may just suffice depending on circumstances of the case (in some cases reported, even a year was insufficient).
Please remember to carefully, legally word the letters sent to him such as "provide genuine and adequate reasons for your absence without authorization" and "the management may be constrained to take appropriate displinary action against you including termination of employment should you not chose to respond and/or report to duty within _______________(time limit)".
As regards your query on attrition, a general norm needs to be adopted, meaning that you may consider cut-off for attrition on monthly basis or even fortnightly basis. Monthly is better for the purpose of ease in calculating and for empirical data later. That means, you will need to consider an employee on rolls during a month if he has served, say, upto 15th of that month, or, otherwise. By this method, this employee joining and leaving within 7-10 days will not be considered in the overall annual percentile calculations (i.e. negligible impact). However, by pure logic, since he has joined and has been accounted for in the "headcount" of your Company, logically, he must be shown in the attrition list as well.
Hope this clarifies your queries.
Rahul Kumar
Dear All,
I have a query with reference to an employee who is absconding versus one who is to be terminated. I do understand the basic difference, where the terminated employee is removed from the company due to non-performance or other criteria. The absconding employee is one who has not reported to work over a period of time.
My query here is up to how many days do we wait before issuing letters to the absconding employee and when do we send the final termination letter. There sometimes seems to be a very thin line of difference between the two cases, as ultimately a termination letter is also sent out to the absconding employee.
My next related query is as to how attrition % is calculated.
Also, do the terminated, absconding, employees who join and leave within 7-10 days or the first month also calculated towards the attrition%.
Thanks,
Anjana Samuel
From India, New Delhi
11Typically, any cessation of services of an employee needs to be ensuring three basic tenets that law generally preaches:
- Genuiness for the action
- Adequacy, signifying need for such action
- Principles of natural justice being followed
Given the situation, it is prudent to send the employee some letters by registered AD/post to his officially recorded address and giving him fair opportunity and time (in the eyes of law) before ruling his absconding. He needs to be given opportunity and adequate time to respond to make the case stronger. Please note that there is no specific timeframe after which he be declared absconding (unless otherwise specified in Company guidelines or standing orders being followed). Very generally, a month or two (or longer) may just suffice depending on circumstances of the case (in some cases reported, even a year was insufficient).
Please remember to carefully, legally word the letters sent to him such as "provide genuine and adequate reasons for your absence without authorization" and "the management may be constrained to take appropriate displinary action against you including termination of employment should you not chose to respond and/or report to duty within _______________(time limit)".
As regards your query on attrition, a general norm needs to be adopted, meaning that you may consider cut-off for attrition on monthly basis or even fortnightly basis. Monthly is better for the purpose of ease in calculating and for empirical data later. That means, you will need to consider an employee on rolls during a month if he has served, say, upto 15th of that month, or, otherwise. By this method, this employee joining and leaving within 7-10 days will not be considered in the overall annual percentile calculations (i.e. negligible impact). However, by pure logic, since he has joined and has been accounted for in the "headcount" of your Company, logically, he must be shown in the attrition list as well.
Hope this clarifies your queries.
Rahul Kumar
Dear All,
I have a query with reference to an employee who is absconding versus one who is to be terminated. I do understand the basic difference, where the terminated employee is removed from the company due to non-performance or other criteria. The absconding employee is one who has not reported to work over a period of time.
My query here is up to how many days do we wait before issuing letters to the absconding employee and when do we send the final termination letter. There sometimes seems to be a very thin line of difference between the two cases, as ultimately a termination letter is also sent out to the absconding employee.
My next related query is as to how attrition % is calculated.
Also, do the terminated, absconding, employees who join and leave within 7-10 days or the first month also calculated towards the attrition%.
Thanks,
Anjana Samuel
From India, New Delhi
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Regards
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Best rgs
From Vietnam, Bac Ninh
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