Hi All,
I need a suggestions on the serious situation.
An employee suddenly started not showing up in the company without any prior formal intimation, well she is on NP.
While HR dropping formal emails to know her whereabouts she is not reverting even a single email or call but forcing to HR for documents (experience letter and relieving letter) on whatsapp and after having investigation with other employees working with her HR got to know that she has absconded from her duties and decided not to come to the office without completing NP.When she is not responding any of the HR email HR dropped the serious email where she still did not replied but answered the call n came to the office for discussion in fear. where company got to know that she had already made her mind to abscond. After discussing the matter with her HR asked her to complete your NP and go smoothly. But she is so reluctant to not completing the NP and asking for docs. which company can't do. if company will do ten every second employee of the company will get influenced.
Please suggest me what to do
From India, Pune
I need a suggestions on the serious situation.
An employee suddenly started not showing up in the company without any prior formal intimation, well she is on NP.
While HR dropping formal emails to know her whereabouts she is not reverting even a single email or call but forcing to HR for documents (experience letter and relieving letter) on whatsapp and after having investigation with other employees working with her HR got to know that she has absconded from her duties and decided not to come to the office without completing NP.When she is not responding any of the HR email HR dropped the serious email where she still did not replied but answered the call n came to the office for discussion in fear. where company got to know that she had already made her mind to abscond. After discussing the matter with her HR asked her to complete your NP and go smoothly. But she is so reluctant to not completing the NP and asking for docs. which company can't do. if company will do ten every second employee of the company will get influenced.
Please suggest me what to do
From India, Pune
Hi
The employee already resigned and was on notice period. She had absconded without information and later reported back after repeated calls.
Well explain her that as part of her appointment terms she is supposed to serve proper notice else her services will be terminated after disciplinary process. Further make it clear to her that in such scenario only termination letter will be issued to her. Educate her in case she apply with future employer during BGV she will recieve negative feedback.
Still if she is adamant ask her to leave and follow the disciplinary process.
From India, Madras
951The employee already resigned and was on notice period. She had absconded without information and later reported back after repeated calls.
Well explain her that as part of her appointment terms she is supposed to serve proper notice else her services will be terminated after disciplinary process. Further make it clear to her that in such scenario only termination letter will be issued to her. Educate her in case she apply with future employer during BGV she will recieve negative feedback.
Still if she is adamant ask her to leave and follow the disciplinary process.
From India, Madras
If I were you,
I would have exhibited fairness and consistency by checking whether the notice period is in line with the Terms of Appointment letter.
If it is, I would have convinced her to adhere to the terms by explaining the situation and the necessity of the notice period, not only for the company but also for the employee.
If she is still reluctant, with a view to not harm her future employment, I would have checked whether there is a provision to pay compensation in lieu of the notice period [for her to pay to the company].
If none of these steps worked out, in order to have a consistent approach towards these kinds of issues in the company and to send a message to other employees, I would have gone for punitive actions as per applicable rules [please check your service rules]. Examples include voluntary abandonment from services or termination after an enquiry.
Fairness in this context means treating the employee in a just and equitable manner by following the Terms of Appointment letter and providing explanations for the necessity of the notice period.
The steps mentioned above shows a fair and consistent approach to handling this issue, ensuring that both the company and the employee's interests are taken into consideration. The punitive actions mentioned are necessary to maintain consistency in how similar issues are addressed in the future and to convey a message to other employees about the importance of following company policies.
From India, Bangalore
I would have exhibited fairness and consistency by checking whether the notice period is in line with the Terms of Appointment letter.
If it is, I would have convinced her to adhere to the terms by explaining the situation and the necessity of the notice period, not only for the company but also for the employee.
If she is still reluctant, with a view to not harm her future employment, I would have checked whether there is a provision to pay compensation in lieu of the notice period [for her to pay to the company].
If none of these steps worked out, in order to have a consistent approach towards these kinds of issues in the company and to send a message to other employees, I would have gone for punitive actions as per applicable rules [please check your service rules]. Examples include voluntary abandonment from services or termination after an enquiry.
Fairness in this context means treating the employee in a just and equitable manner by following the Terms of Appointment letter and providing explanations for the necessity of the notice period.
The steps mentioned above shows a fair and consistent approach to handling this issue, ensuring that both the company and the employee's interests are taken into consideration. The punitive actions mentioned are necessary to maintain consistency in how similar issues are addressed in the future and to convey a message to other employees about the importance of following company policies.
From India, Bangalore
The management can't issue releive letter as you have not serve NP as envisaged under the terms of appointment and failing which your case to be considered for termination.
Further, in absence of your reply, the management may consider to notify you as absconding in local NP in next seven days.
From India, Mumbai
Further, in absence of your reply, the management may consider to notify you as absconding in local NP in next seven days.
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
ABSENTEEISM.doc
Absenteeism a Leakage for Lack of Employee Engagement & Unproductivity in India.pdf