Hello everyone,
One of our employees was granted leave for 15 days, but now he has not returned. It has been almost 45 days, and there has been no contact with him. How should I draft an email to send to him regarding his resignation?
Could someone please help me draft an email or provide me with some ideas?
Thank you,
Akansha
From India, New Delhi
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One of our employees was granted leave for 15 days, but now he has not returned. It has been almost 45 days, and there has been no contact with him. How should I draft an email to send to him regarding his resignation?
Could someone please help me draft an email or provide me with some ideas?
Thank you,
Akansha
From India, New Delhi
Acknowledge(0)Amend(0)
The procedure to be adopted in the event of absenteeism/unauthorized leaves must be there in the standing order/HR Manual of the company.
Generally, when the employee is absent without any intimation for at least more than three days from the office, the employer should take the following actions:-
1. First of all, ensure from the HOD of the concerned employee whether the concerned employee has given any intimation to his HOD?
2. If the HOD informs that the concerned employee has not given any intimation about his absence, then the HR Department should make an effort to have a talk with the concerned employee and to find out the reason for his absence.
3. Despite that, if the concerned employee does not join the duty, then the HR department should issue a Notice of absenteeism to him with advice to join duties immediately after receiving the notice + to give an explanation for absenteeism.
4. If the concerned employee does not respond to the first Notice, then a "SECOND NOTICE" can be sent to him for non-compliance with the first notice and stating the employer's right to take disciplinary action against the employee.
5. If the employee does not turn up despite the issuance of the second notice, a "THIRD NOTICE" can be sent to him after a week, giving a final opportunity to the employee to report for duty within 24 hours from the receipt of this notice, failing which it will be presumed that he has left the job on his own.
All the notices should be kept secured in the employee's personnel file, and his name can be removed from the muster rolls of the Company after the completion of six months' time from the date of the first notice issued to him.
From India, Delhi
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Generally, when the employee is absent without any intimation for at least more than three days from the office, the employer should take the following actions:-
1. First of all, ensure from the HOD of the concerned employee whether the concerned employee has given any intimation to his HOD?
2. If the HOD informs that the concerned employee has not given any intimation about his absence, then the HR Department should make an effort to have a talk with the concerned employee and to find out the reason for his absence.
3. Despite that, if the concerned employee does not join the duty, then the HR department should issue a Notice of absenteeism to him with advice to join duties immediately after receiving the notice + to give an explanation for absenteeism.
4. If the concerned employee does not respond to the first Notice, then a "SECOND NOTICE" can be sent to him for non-compliance with the first notice and stating the employer's right to take disciplinary action against the employee.
5. If the employee does not turn up despite the issuance of the second notice, a "THIRD NOTICE" can be sent to him after a week, giving a final opportunity to the employee to report for duty within 24 hours from the receipt of this notice, failing which it will be presumed that he has left the job on his own.
All the notices should be kept secured in the employee's personnel file, and his name can be removed from the muster rolls of the Company after the completion of six months' time from the date of the first notice issued to him.
From India, Delhi
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Hi All, I think HR should declare him as a Absconder in their records. And it will be automatically marked as Terminated Rgds Villis
From India, New Delhi
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6From India, New Delhi
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Well thought and drafted by Sharma. This is the only way that should be followed, safeguarding the organization's interest, as I perceive. Ideally, send a person to check at the employee's current address and at the disclosed permanent address. Whoever is visiting should make inquiries with the neighbors.
BSR
From India, Bangalore
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BSR
From India, Bangalore
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How to Handle an Employee Resignation.doc
Absenteeism a Leakage for Lack of Employee Engagement & Unproductivity in India.pdf