Three of my team members abruptly left the company 2 months after the probation period of 3 months was completed. They basically worked only for 4-5 months and left by citing different reasons such as family issues or health concerns at different dates. We did not give any appointment letter as the process of submitting previous work documents was still pending.
The issue at hand is that we issued uniforms and invested in new laptops for them, which are now being used by succeeding employees. However, regarding the uniforms, it was mentioned to them that if they were to leave within a year, the employee would need to bear the full cost of the uniforms.
Since they left abruptly without completing the 1-month notice period, clearing their dues, or obtaining a relieving document, what should be the course of action against these former employees? I believe I made a mistake by not providing them with appointment letters. However, even if someone just leaves after receiving their salary, what actions can be taken?
I would greatly appreciate any suggestions to avoid financial losses and the loss of time involved in undergoing the recruitment process again.
From India, Tiruchi
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The issue at hand is that we issued uniforms and invested in new laptops for them, which are now being used by succeeding employees. However, regarding the uniforms, it was mentioned to them that if they were to leave within a year, the employee would need to bear the full cost of the uniforms.
Since they left abruptly without completing the 1-month notice period, clearing their dues, or obtaining a relieving document, what should be the course of action against these former employees? I believe I made a mistake by not providing them with appointment letters. However, even if someone just leaves after receiving their salary, what actions can be taken?
I would greatly appreciate any suggestions to avoid financial losses and the loss of time involved in undergoing the recruitment process again.
From India, Tiruchi
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Examine the causes of people leaving so quickly. Is your wage level lower than the industry standard or are any working conditions so difficult that people quit early? Expenditure on uniforms is one minor issue compared to the issue of selecting new employees, training them, and then seeing them abruptly leave. The root cause of dissatisfaction needs to be examined first and resolved. You really cannot stop an employee from leaving if they are all set to go. Give priority to steps to retain employees rather than taking action against those who leave. Your setup should be attractive so that employees compete to work in the place. Therefore, try and change the working atmosphere first.
From India, Pune
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3251From India, Pune
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Important! No employee should be stopped by an employer if they want to leave for any personal reasons.
Employers not providing offer letters to employees before their first salary is not correct. Employers should issue offer letters to employees. If employees are clear on why they are leaving the company, it is better to relieve them immediately (as they have not received any offer letter, so no notice period is required). The cost of uniforms should be covered by the company, not the employees. Why should they have to pay for it?
Based on the information provided, do they fall under any specific act? Apart from uniforms, have they taken any assets or digital data? If so, you can issue a letter addressing these matters to them.
The company must maintain a good relationship with its employees and uphold proper processes and policies.
From India, Hyderabad
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Employers not providing offer letters to employees before their first salary is not correct. Employers should issue offer letters to employees. If employees are clear on why they are leaving the company, it is better to relieve them immediately (as they have not received any offer letter, so no notice period is required). The cost of uniforms should be covered by the company, not the employees. Why should they have to pay for it?
Based on the information provided, do they fall under any specific act? Apart from uniforms, have they taken any assets or digital data? If so, you can issue a letter addressing these matters to them.
The company must maintain a good relationship with its employees and uphold proper processes and policies.
From India, Hyderabad
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Thank you for taking the time to respond. We have no problem if an employee leaves; however, it has to be done in a proper way. This company is not very old, only 10 years, and the other staff members are all working well, some since its inception. Salary could be a reason for leaving, as different employees have different expectations.
Some companies do have bonds to retain employees, including Wipro, Cognizant, etc. We have never had any bonds, and our employees are working well. Until now, no employees have complained about work conditions. If they have, management has amicably worked on it.
Since the company invested in uniforms and informed all employees that if they leave within a year, they have to bear the cost, it is certainly a significant deal for the company.
The appointment letters were not given to them because they did not submit their qualifications/address proof, etc. The HR department was awaiting this information.
The concern is where we went wrong and what steps should be taken to retain employees.
Best,
D
From India, Tiruchi
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Some companies do have bonds to retain employees, including Wipro, Cognizant, etc. We have never had any bonds, and our employees are working well. Until now, no employees have complained about work conditions. If they have, management has amicably worked on it.
Since the company invested in uniforms and informed all employees that if they leave within a year, they have to bear the cost, it is certainly a significant deal for the company.
The appointment letters were not given to them because they did not submit their qualifications/address proof, etc. The HR department was awaiting this information.
The concern is where we went wrong and what steps should be taken to retain employees.
Best,
D
From India, Tiruchi
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Dear Friend,
You cannot call a company in the inception stage as having already crossed 10 years. Your satisfaction is that everything is in order as other staff are working from the beginning and do not have any such complaints. Then you need to consider the three staff members who left in quick succession as nothing but an accident, which happens in every establishment. In my opinion, you need to find out the reasons and root cause behind such exits. Everyone has personal problems, and one common reason cited is domestic issues. It is very rare for people to choose to leave on domestic grounds rather than for a better option.
Don't you feel that only a fool can take employment without an appointment letter? Today, you discuss the issue of employees leaving the company. Just think in reverse, someone could ask the forum, "I was working in X Company but without an appointment letter, HR asked me not to come from tomorrow."
As an HR professional, your role is crucial in organizing things in order. To combat future unforeseen circumstances, apply a retention policy. Issue the uniform at a cost from the employee or ask the employee to adhere to the uniform. Develop a system and adopt policies that can take care of things rather than relying on individuals. There are opportunities, but you cannot enforce them if you have not provided an appointment letter; thus, the terms of your company are binding on them.
From India, Mumbai
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You cannot call a company in the inception stage as having already crossed 10 years. Your satisfaction is that everything is in order as other staff are working from the beginning and do not have any such complaints. Then you need to consider the three staff members who left in quick succession as nothing but an accident, which happens in every establishment. In my opinion, you need to find out the reasons and root cause behind such exits. Everyone has personal problems, and one common reason cited is domestic issues. It is very rare for people to choose to leave on domestic grounds rather than for a better option.
Don't you feel that only a fool can take employment without an appointment letter? Today, you discuss the issue of employees leaving the company. Just think in reverse, someone could ask the forum, "I was working in X Company but without an appointment letter, HR asked me not to come from tomorrow."
As an HR professional, your role is crucial in organizing things in order. To combat future unforeseen circumstances, apply a retention policy. Issue the uniform at a cost from the employee or ask the employee to adhere to the uniform. Develop a system and adopt policies that can take care of things rather than relying on individuals. There are opportunities, but you cannot enforce them if you have not provided an appointment letter; thus, the terms of your company are binding on them.
From India, Mumbai
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Thank you very much, Prabhat. I understand what you meant. Do you think we can send an exit questionnaire via email to figure out what went wrong? Certainly, not receiving an appointment letter was a big mistake, but mistakes happen, and we would definitely like to avoid it in the future.
Best,
From India, Tiruchi
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Best,
From India, Tiruchi
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