We hired an analyst with expertise in R Language (a niche skill). We waited for one month for his notice period to finish. After the completion of the month, when he was asked to report to the client's location at the specified time, he didn't go there. Instead, he casually messaged us that he is not joining our organization. The way he acted is very unprofessional. If he didn't want to join, he should have informed us before the specified date. We invested a significant amount of time and waited for a whole month. This situation needs to be addressed with legal action.
From India, Mumbai
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From India, Mumbai
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Hi,
This was usually the case when I was working with a private bank. For such candidates, we used to write offer cancellation emails. It is such a pain when they behave so unprofessionally and waste the company's valuable time.
Next time, you should follow up one week prior to the joining date with all candidates for different positions.
Thanks and Regards,
Akash Sharma
From India, Delhi
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24This was usually the case when I was working with a private bank. For such candidates, we used to write offer cancellation emails. It is such a pain when they behave so unprofessionally and waste the company's valuable time.
Next time, you should follow up one week prior to the joining date with all candidates for different positions.
Thanks and Regards,
Akash Sharma
From India, Delhi
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Hi,
It is difficult to come to a conclusion based on the inputs given in this column by the HR who is aggrieved. Was it a contract job or permanent? Did the employee submit his/her required documents and receive the employment letter duly acknowledged?
It is not exactly absconding but rather a 'failure to report' issue as the employee was supposed to report at the site of the client. These issues usually happen with contractual employees as billing starts only after reporting at the site and taking up the project. Though attrition is painful, it is here to stay in many forms, and there is no guaranteed way of keeping your team together unless the facilities, along with the salaries, are very impressive.
Going legal may not be worthwhile as the documentation part is not known from both sides. Keep options open for eventualities and have a Plan B in place if they are contract employees and you do not want them on the company payrolls.
Thanks and Regards
From India, Hyderabad
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It is difficult to come to a conclusion based on the inputs given in this column by the HR who is aggrieved. Was it a contract job or permanent? Did the employee submit his/her required documents and receive the employment letter duly acknowledged?
It is not exactly absconding but rather a 'failure to report' issue as the employee was supposed to report at the site of the client. These issues usually happen with contractual employees as billing starts only after reporting at the site and taking up the project. Though attrition is painful, it is here to stay in many forms, and there is no guaranteed way of keeping your team together unless the facilities, along with the salaries, are very impressive.
Going legal may not be worthwhile as the documentation part is not known from both sides. Keep options open for eventualities and have a Plan B in place if they are contract employees and you do not want them on the company payrolls.
Thanks and Regards
From India, Hyderabad
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Thank you for your insights.
The resource was hired on permanent payrolls with a lucrative salary, and we gave a 30 percent hike. Also, the resource was joining a government client, because of which we are suffering a lot. His documentation was complete with positive background verification. Also, until the last day before joining, the resource assured his joining as we were constantly following up. He had officially accepted the Offer Letter with all relevant documentation. We are going for a legal notice for the losses incurred due to the resource's unprofessional behavior.
From India, Mumbai
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The resource was hired on permanent payrolls with a lucrative salary, and we gave a 30 percent hike. Also, the resource was joining a government client, because of which we are suffering a lot. His documentation was complete with positive background verification. Also, until the last day before joining, the resource assured his joining as we were constantly following up. He had officially accepted the Offer Letter with all relevant documentation. We are going for a legal notice for the losses incurred due to the resource's unprofessional behavior.
From India, Mumbai
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Hi,
Yes, understood. Make sure you send him a show-cause notice before going for the final legal action. It is unfair on his part to have abandoned your company without any proper explanation and that too at the last minute. Good luck. If you had put all the info in one place, advice would have been that much easier. Anyways, it is quite understandable from the employer's point of view feeling upset and wanting to see that the person regrets for his unprofessional attitude.
Thanks and Regards
From India, Hyderabad
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Yes, understood. Make sure you send him a show-cause notice before going for the final legal action. It is unfair on his part to have abandoned your company without any proper explanation and that too at the last minute. Good luck. If you had put all the info in one place, advice would have been that much easier. Anyways, it is quite understandable from the employer's point of view feeling upset and wanting to see that the person regrets for his unprofessional attitude.
Thanks and Regards
From India, Hyderabad
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Hello everyone,
It is the hard truth of the recruitment process in which dropouts are bound to happen for any organization. With all due respect, before planning to go legal, was the same mentioned at the time of the offer letter that not adhering to the joining date can lead to legal action? You have suffered a loss, I can understand that, but why waste energy and time going legal. The candidate will soon realize the foolish mistake he has made by not reporting on the given date. I wish you success in future hiring. Learning from the candidate's psychology and investing more time in hiring decisions is, in my view, a smarter decision than going legal.
Thanks and Regards,
Akash Sharma
From India, Delhi
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It is the hard truth of the recruitment process in which dropouts are bound to happen for any organization. With all due respect, before planning to go legal, was the same mentioned at the time of the offer letter that not adhering to the joining date can lead to legal action? You have suffered a loss, I can understand that, but why waste energy and time going legal. The candidate will soon realize the foolish mistake he has made by not reporting on the given date. I wish you success in future hiring. Learning from the candidate's psychology and investing more time in hiring decisions is, in my view, a smarter decision than going legal.
Thanks and Regards,
Akash Sharma
From India, Delhi
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one of employee in my office abscond without intimation for that client of her employee is also suffer for this how i can write legal action mail regarding this.
From India, Indore
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From India, Indore
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Hi,
You can initiate disciplinary action against that employee by following the warning and termination process. Provide sufficient opportunity for the employee to report back after the warning. In case of no response, proceed with termination. In the case of a unionized sector, follow the proper process.
From India, Madras
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You can initiate disciplinary action against that employee by following the warning and termination process. Provide sufficient opportunity for the employee to report back after the warning. In case of no response, proceed with termination. In the case of a unionized sector, follow the proper process.
From India, Madras
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