goodevening sir,
Could somebody tell me ,if an employee went on unauthorized leave or without information ,then how many days after HR will be taken action against him, and plz let me know what is its procedure for issuing the warning letter.
Regards
Rana
From India, Lucknow
11Could somebody tell me ,if an employee went on unauthorized leave or without information ,then how many days after HR will be taken action against him, and plz let me know what is its procedure for issuing the warning letter.
Regards
Rana
From India, Lucknow
My dear Rana,
I hope that your organisation must be having service conditions/ Standing Orders (certified) for the employees, if yes, you issue a letter to the absenting employee after the period prescribed therein stating that he has been continuously absenting from duty w.e.f. ......(the particular date) without any information or permission of the competent authority and direct him to report for duty within a reasonable date say one week of the issue of the letter, to his department. The letter should also contain a para that if the employee fails to report for duty within the stipulated time and explain to the satisfaction of the management the reason for his absence the management may take against him such action as it may deem fit. You should send this letter on the permanent as well as the present address per registered post , displaying a copy of this letter on the notice board and endorse a copy to the HOD of the employee with the request to apprise you as soon as the employee reports for duty. Incase the employee reports for duty you can regulate the period of his absence by granting him leave of the kind due and advising him not to repeat it in future.
After the expiry of the period prescribed to the employee concerned for reporting for duty please check from the HOD concerned on record whether the employee has reported for duty or not. In case as per the report the employee has still not reported you may shoot a leter to the employee giving full details of his absence, your letter and your verification from the HOD concerned writing that in view of the foregoing it seems that the employee is no longer interested in the service with your company and in such case he is deemed to have left the services of the company on his own accord from the date.......( of his having proceeded on so called leave). Also tender/offer the payment due to the employee from the company within two working days ). Please send this letter also per registered post and on the pesent and permanent address displaying it on the notice board of the company.Endorse a copy of this letter to the HOD concerned.
In case your organisation does not have any service rules/standing orders please issue the first letter after 10 days of continuous absence of the employee.
I am sure this will help you.
Regards
S.K.Johri
From India, Delhi
I hope that your organisation must be having service conditions/ Standing Orders (certified) for the employees, if yes, you issue a letter to the absenting employee after the period prescribed therein stating that he has been continuously absenting from duty w.e.f. ......(the particular date) without any information or permission of the competent authority and direct him to report for duty within a reasonable date say one week of the issue of the letter, to his department. The letter should also contain a para that if the employee fails to report for duty within the stipulated time and explain to the satisfaction of the management the reason for his absence the management may take against him such action as it may deem fit. You should send this letter on the permanent as well as the present address per registered post , displaying a copy of this letter on the notice board and endorse a copy to the HOD of the employee with the request to apprise you as soon as the employee reports for duty. Incase the employee reports for duty you can regulate the period of his absence by granting him leave of the kind due and advising him not to repeat it in future.
After the expiry of the period prescribed to the employee concerned for reporting for duty please check from the HOD concerned on record whether the employee has reported for duty or not. In case as per the report the employee has still not reported you may shoot a leter to the employee giving full details of his absence, your letter and your verification from the HOD concerned writing that in view of the foregoing it seems that the employee is no longer interested in the service with your company and in such case he is deemed to have left the services of the company on his own accord from the date.......( of his having proceeded on so called leave). Also tender/offer the payment due to the employee from the company within two working days ). Please send this letter also per registered post and on the pesent and permanent address displaying it on the notice board of the company.Endorse a copy of this letter to the HOD concerned.
In case your organisation does not have any service rules/standing orders please issue the first letter after 10 days of continuous absence of the employee.
I am sure this will help you.
Regards
S.K.Johri
From India, Delhi
Dear Rana,
If the employee has not turned up with in 1 week without authorised leave / intimation you have to send 3 warning letter in a gap of 3 days in registered post to his house mentioned in Employee Application form / statutory records.
Finally you can send a termination letter on the tenth day in registered post.
After that you can send a legal notice from the organisation if he has to settle the dues to the company.
you can use the below and change as you like
WARNING LETTER
< Date >
To,
< Name >,
< Address >
Dear Mr. < Surname >,
Kindly note that you been absent from duty from < Last working Date > and we have not received intimation for your absence.
You are requested to attend the office immediately on receipt of this letter and in case you do not intend to continue with the company, please ensure to complete the leaving formalities including handing over of charges.
Please note that if no action is taken with in 48 hours from the receipt of this letter, we will be constrained to take further necessary action.
Kind Regards,
<Name>
Concerned Authority
CC:
From India, Mumbai
If the employee has not turned up with in 1 week without authorised leave / intimation you have to send 3 warning letter in a gap of 3 days in registered post to his house mentioned in Employee Application form / statutory records.
Finally you can send a termination letter on the tenth day in registered post.
After that you can send a legal notice from the organisation if he has to settle the dues to the company.
you can use the below and change as you like
WARNING LETTER
< Date >
To,
< Name >,
< Address >
Dear Mr. < Surname >,
Kindly note that you been absent from duty from < Last working Date > and we have not received intimation for your absence.
You are requested to attend the office immediately on receipt of this letter and in case you do not intend to continue with the company, please ensure to complete the leaving formalities including handing over of charges.
Please note that if no action is taken with in 48 hours from the receipt of this letter, we will be constrained to take further necessary action.
Kind Regards,
<Name>
Concerned Authority
CC:
From India, Mumbai
The very first thing is that your subject line is different than your query??
Iin addition to Mr. Johri, first I wanna know what you mean by “If employee wants unauthorised leave”
And, in the case of leave, first action need to be taken by the employee’s HOD/Supervisor/Boss and later comes HR to take care of this.
If any employee is on leave without information or getting permission by Boss/Supervisor/HOD and been informed by them, HR can issue a warning letter to the EMPLOYEE but before this HR need to make an inquiry by the employee’s seniors/subordinates/ colleagues about this employee in a correct manner.
From India, Gurgaon
Iin addition to Mr. Johri, first I wanna know what you mean by “If employee wants unauthorised leave”
And, in the case of leave, first action need to be taken by the employee’s HOD/Supervisor/Boss and later comes HR to take care of this.
If any employee is on leave without information or getting permission by Boss/Supervisor/HOD and been informed by them, HR can issue a warning letter to the EMPLOYEE but before this HR need to make an inquiry by the employee’s seniors/subordinates/ colleagues about this employee in a correct manner.
From India, Gurgaon
Dear Sir,
Now-a-days some employees who want to switch over to other company leaves without infomation as said by you. Because, formally one has to give 3 months notice before resignation. To avoid this complexity, some employees indulge in leaving without any reason. If your company is private then don't allow him to join duty if that employee comes later saying some lame excuses. Even if he is entangled in a mess one could make mobile call to your company as mobile phone is availabe with almost all. Leaving without permission for several days should not be condoned. Please check up the real reason for his unauthorised absence. If it is genuine then with warning letters and receiving a letter of apology from that official, the case can be closed. Otherwise such employees should be ousted immediatly as a deterrent measure. Be catious that now-a-days people have become very venomous, cunning, selfish and sinister. Be very careful. Mostly, our sympathy is misused.
Chandrasekaran R, Madurai.
From India, Madurai
Now-a-days some employees who want to switch over to other company leaves without infomation as said by you. Because, formally one has to give 3 months notice before resignation. To avoid this complexity, some employees indulge in leaving without any reason. If your company is private then don't allow him to join duty if that employee comes later saying some lame excuses. Even if he is entangled in a mess one could make mobile call to your company as mobile phone is availabe with almost all. Leaving without permission for several days should not be condoned. Please check up the real reason for his unauthorised absence. If it is genuine then with warning letters and receiving a letter of apology from that official, the case can be closed. Otherwise such employees should be ousted immediatly as a deterrent measure. Be catious that now-a-days people have become very venomous, cunning, selfish and sinister. Be very careful. Mostly, our sympathy is misused.
Chandrasekaran R, Madurai.
From India, Madurai
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Absent from duty.doc