Dear HR,
One of our employees has absconded with the company's laptop. I have tried reaching him on his cellphone and even sent reminders to his personal email, but there has been no response.
I need to issue a registered letter to his residence and would appreciate your help in drafting a format.
Thank you.
From India
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2One of our employees has absconded with the company's laptop. I have tried reaching him on his cellphone and even sent reminders to his personal email, but there has been no response.
I need to issue a registered letter to his residence and would appreciate your help in drafting a format.
Thank you.
From India
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Dear keith2rule, Do you have the receipt of issuing Laptop? If you have you can issue the notice and take legal action
From India, Ranchi
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From India, Ranchi
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Dear Keith,
How many days have passed since the employee absconded? If the employee absconds with company property, you should lodge a police complaint. Provide the police with information about the employee, such as the date of joining, designation, and a photo. Also, include details of the laptop. Sending a letter to the employee's residence will not be sufficient.
Sincerely,
DVD
From India, Bangalore
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How many days have passed since the employee absconded? If the employee absconds with company property, you should lodge a police complaint. Provide the police with information about the employee, such as the date of joining, designation, and a photo. Also, include details of the laptop. Sending a letter to the employee's residence will not be sufficient.
Sincerely,
DVD
From India, Bangalore
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Dear Kumar and DVD,
Thank you for your email and suggestions.
@ Kumar: The asset was tagged to the employee; without an acknowledgment, the laptop wouldn't have been handed over to him. I shall check with the Procurement/asset team about this. Thanks for the template, but it does not help in this case. I can use it for an unauthorized absence case.
@ DVD: He has been missing from work since January 2012. I sent him registered letters regarding his unauthorized absence and also initiated an enquiry, to which he never responded. Consequently, we had to proceed with ex-parte proceedings and separate the employee.
During his settlement clearance in May 2012, it came to our attention that the laptop was missing. I sent several reminders to his personal email, but there was no response. I need to know whether to send a registered letter to request the handover of the laptop and pursue legal action, or to lodge an FIR.
Regards.
From India
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Thank you for your email and suggestions.
@ Kumar: The asset was tagged to the employee; without an acknowledgment, the laptop wouldn't have been handed over to him. I shall check with the Procurement/asset team about this. Thanks for the template, but it does not help in this case. I can use it for an unauthorized absence case.
@ DVD: He has been missing from work since January 2012. I sent him registered letters regarding his unauthorized absence and also initiated an enquiry, to which he never responded. Consequently, we had to proceed with ex-parte proceedings and separate the employee.
During his settlement clearance in May 2012, it came to our attention that the laptop was missing. I sent several reminders to his personal email, but there was no response. I need to know whether to send a registered letter to request the handover of the laptop and pursue legal action, or to lodge an FIR.
Regards.
From India
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Dear Keith,
If the person has been missing since Jan '12 and the issue of the laptop has surfaced now, something is definitely amiss. We first need to worry about the checks and balances within your organization. Next, we need to check if all is well with the erstwhile employee. At present, we are simply assuming that he has absconded with a company laptop. Did he show any signs of deserting the organization prior to going missing? Was he mentally disturbed? Has any attempt been made to physically reach him at his given address?
A preliminary in-house investigation should have been done immediately on facts coming to light in January itself. Even now, I feel the best course would be to file an FIR and let the police attempt to trace him. Good luck.
Aye,
Colonel Gahlot, Proprietor 'TRURECRUIT'
From India, Delhi
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If the person has been missing since Jan '12 and the issue of the laptop has surfaced now, something is definitely amiss. We first need to worry about the checks and balances within your organization. Next, we need to check if all is well with the erstwhile employee. At present, we are simply assuming that he has absconded with a company laptop. Did he show any signs of deserting the organization prior to going missing? Was he mentally disturbed? Has any attempt been made to physically reach him at his given address?
A preliminary in-house investigation should have been done immediately on facts coming to light in January itself. Even now, I feel the best course would be to file an FIR and let the police attempt to trace him. Good luck.
Aye,
Colonel Gahlot, Proprietor 'TRURECRUIT'
From India, Delhi
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Thank you very much! Before I proceed with filing an FIR, I wanted to send a final letter detailing the situation, as our employee, to give him one last opportunity.
The highlight is the draft part; I hope the below-drafted letter is suitable to send. Would you like to add anything to it or have any final suggestions?
---
Dear [Employee's Name],
Subject: Return of Company-owned assets
It has come to our attention that you have not yet returned the laptop that is in your possession.
With reference to our emails dated Monday, May 14, 2012, at 9:58 PM and May 28, 2012, at 12:18 PM, you have not responded or informed us of your current location.
Without excusing your actions, you are hereby given a final opportunity to return the laptop by July 10, 2012, to your location (please provide location details), failing which, the management reserves the right to pursue appropriate legal actions against you.
Below are the laptop details:
Laptop Make:
Asset No:
Serial No:
Laptop Amount:
Please treat this matter as urgent, and your acknowledgment of receiving this letter is requested.
---
I hope this helps. Let me know if you need any more assistance.
From India
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The highlight is the draft part; I hope the below-drafted letter is suitable to send. Would you like to add anything to it or have any final suggestions?
---
Dear [Employee's Name],
Subject: Return of Company-owned assets
It has come to our attention that you have not yet returned the laptop that is in your possession.
With reference to our emails dated Monday, May 14, 2012, at 9:58 PM and May 28, 2012, at 12:18 PM, you have not responded or informed us of your current location.
Without excusing your actions, you are hereby given a final opportunity to return the laptop by July 10, 2012, to your location (please provide location details), failing which, the management reserves the right to pursue appropriate legal actions against you.
Below are the laptop details:
Laptop Make:
Asset No:
Serial No:
Laptop Amount:
Please treat this matter as urgent, and your acknowledgment of receiving this letter is requested.
---
I hope this helps. Let me know if you need any more assistance.
From India
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Well, the phrase "Without condoning your acts" is hardly an incentive for anybody to come back and hand over the laptop. This might make the remote chance of a seemingly unlikely return simply impossible.
Whilst it is important to report the theft of the laptop, I sincerely hope you are not banking on the Police to put a trace on your laptop. Not to damnify the valuable services of the police force, it is a matter of them choosing their priorities. A FIR in his local police station, I dare say, could pose an impediment for any police clearance he may want to seek for purposes of Passport, etc.
Cheers,
Saj
From India, Bangalore
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Whilst it is important to report the theft of the laptop, I sincerely hope you are not banking on the Police to put a trace on your laptop. Not to damnify the valuable services of the police force, it is a matter of them choosing their priorities. A FIR in his local police station, I dare say, could pose an impediment for any police clearance he may want to seek for purposes of Passport, etc.
Cheers,
Saj
From India, Bangalore
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You can upload such names on the site restrictedcandidates.com, on this site you will find all such characters,who has done something unethical.
From India, Mumbai
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From India, Mumbai
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Hello winnerhr,
You cannot tell anyone to upload names of accused on any website. As far as Indian laws are concerned, nobody is guilty until it is proven. It is the court's job to prove whether the accused is guilty or not. Therefore, it is better if you don't jump the gun.
The website in question is a third party and from a legal standpoint, it has no locus standi. This is a matter between the employer and employee, and no third party has any business poking their nose into it. If they do so one day, it may lead to complications.
Who knows the truth? I agree that the employee has absconded. But that is the only truth. Someone else might have lost or stolen the laptop, and the absence of the absconding employee might have conveniently shifted the blame onto them. The fact that it took them months to discover that the employee had the laptop speaks volumes about the internal culture of the company.
Ok...
DVD
You can upload such names on the site restrictedcandidates.com. On this site, you will find all such characters who have done something unethical.
From India, Bangalore
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You cannot tell anyone to upload names of accused on any website. As far as Indian laws are concerned, nobody is guilty until it is proven. It is the court's job to prove whether the accused is guilty or not. Therefore, it is better if you don't jump the gun.
The website in question is a third party and from a legal standpoint, it has no locus standi. This is a matter between the employer and employee, and no third party has any business poking their nose into it. If they do so one day, it may lead to complications.
Who knows the truth? I agree that the employee has absconded. But that is the only truth. Someone else might have lost or stolen the laptop, and the absence of the absconding employee might have conveniently shifted the blame onto them. The fact that it took them months to discover that the employee had the laptop speaks volumes about the internal culture of the company.
Ok...
DVD
You can upload such names on the site restrictedcandidates.com. On this site, you will find all such characters who have done something unethical.
From India, Bangalore
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Dear DVD,
"You cannot tell anyone to upload names of the accused on any website. As far as Indian laws are concerned, nobody is guilty until it is proven. It is the court's job to determine if the accused is guilty or not. Therefore, it is better if you don't jump the gun."
"The website in question is a third party and from a legal standpoint, it has no locus standi."
I am afraid WinnerHR is only suggesting uploading names on restrictedcandidates.com. He is far from implying that such an upload will result in the pronouncement of guilt for the accused. Well, the website isn't a decree but represents a voice. There are blogs by employees that criticize companies. So that evens out.
Locus standi?? I don't think WinnerHR even made the slightest suggestion that the website's content will be provided as evidence in a court of law. 😊😊😊😊
Cheers,
Saj
From India, Bangalore
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"You cannot tell anyone to upload names of the accused on any website. As far as Indian laws are concerned, nobody is guilty until it is proven. It is the court's job to determine if the accused is guilty or not. Therefore, it is better if you don't jump the gun."
"The website in question is a third party and from a legal standpoint, it has no locus standi."
I am afraid WinnerHR is only suggesting uploading names on restrictedcandidates.com. He is far from implying that such an upload will result in the pronouncement of guilt for the accused. Well, the website isn't a decree but represents a voice. There are blogs by employees that criticize companies. So that evens out.
Locus standi?? I don't think WinnerHR even made the slightest suggestion that the website's content will be provided as evidence in a court of law. 😊😊😊😊
Cheers,
Saj
From India, Bangalore
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Hello Sajr2,
I have checked the website.
In the Indian context, the management runs the companies as per their whims and fancies. Imagine out of vindictiveness they send all the details on the company letterhead, then you will upload the details on the company website. This may destroy the career of the employee unnecessarily.
How will you verify the authenticity of the information provided by the employer? For some finicky employers, restrictedcandidates.com should not be a weapon.
I say this because during my HR days, I worked under a CEO. He was from IIM (A). While joining, he had promised the MD that he would recover his salary by controlling purchases, and there would not be an additional burden on the salary bill because of his joining. Sooner after he joined, he started harassing the Corporate Purchase Manager (CPM). Without any inquiry or anything, he just ensured that the CPM puts in his papers. I knew the CPM for more than a year, and I knew total injustice was done to him.
Now, suppose if the CPM had raised his voice, then that CEO would have taken revenge and would have ensured the name of the CPM would have been uploaded on this website. This website will accept anything at its face value because it comes on the company's letterhead and that too signed by the CEO!
In such a case, what would you achieve by destroying the career of some innocent person?
You have written that "There are blogs by employees that damn companies. So that evens out."
Note that this is a matter between two direct parties, the employer, and the employee. No third party like this website is coming in between. But in this website's case, this website is absolutely a third party.
One more thing about this website. On the contact us page, generally, the name of the company and address are given. Whereas in this case, just two telephone numbers are given. Why are the owners shying away from disclosing their names? Secondly, there is no mention of how they will assess the quality of their services.
I am not against the concept of this website per se; however, in India, we are yet to acquire this kind of maturity. This kind of concept is valid in developed countries like the USA or other European countries.
A smart HR manager can catch a fraudster anyway by doing proper reference checks and does not require all these things.
DVD
From India, Bangalore
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I have checked the website.
In the Indian context, the management runs the companies as per their whims and fancies. Imagine out of vindictiveness they send all the details on the company letterhead, then you will upload the details on the company website. This may destroy the career of the employee unnecessarily.
How will you verify the authenticity of the information provided by the employer? For some finicky employers, restrictedcandidates.com should not be a weapon.
I say this because during my HR days, I worked under a CEO. He was from IIM (A). While joining, he had promised the MD that he would recover his salary by controlling purchases, and there would not be an additional burden on the salary bill because of his joining. Sooner after he joined, he started harassing the Corporate Purchase Manager (CPM). Without any inquiry or anything, he just ensured that the CPM puts in his papers. I knew the CPM for more than a year, and I knew total injustice was done to him.
Now, suppose if the CPM had raised his voice, then that CEO would have taken revenge and would have ensured the name of the CPM would have been uploaded on this website. This website will accept anything at its face value because it comes on the company's letterhead and that too signed by the CEO!
In such a case, what would you achieve by destroying the career of some innocent person?
You have written that "There are blogs by employees that damn companies. So that evens out."
Note that this is a matter between two direct parties, the employer, and the employee. No third party like this website is coming in between. But in this website's case, this website is absolutely a third party.
One more thing about this website. On the contact us page, generally, the name of the company and address are given. Whereas in this case, just two telephone numbers are given. Why are the owners shying away from disclosing their names? Secondly, there is no mention of how they will assess the quality of their services.
I am not against the concept of this website per se; however, in India, we are yet to acquire this kind of maturity. This kind of concept is valid in developed countries like the USA or other European countries.
A smart HR manager can catch a fraudster anyway by doing proper reference checks and does not require all these things.
DVD
From India, Bangalore
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Dear Keith,
I don't see why you are vacillating. If he has not responded so far, do you seriously believe that he will do so now? Having said that, I hope he is in a position to respond!
My suggestion to lodge a FIR was primarily aimed at finding the individual's whereabouts and ensuring his well-being. I recommend filing an immediate FIR or police report to locate the missing person. Avoid wasting time with tentative inquiries. It is possible that there is more to this situation than meets the eye. Let the police handle it.
Good luck.
Aye.
And by the way, my name is NOT 'AYE,' which is just an expression. I am Colonel Gahlot (09810081197), Proprietor of 'TRURECRUIT'.
From India, Delhi
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I don't see why you are vacillating. If he has not responded so far, do you seriously believe that he will do so now? Having said that, I hope he is in a position to respond!
My suggestion to lodge a FIR was primarily aimed at finding the individual's whereabouts and ensuring his well-being. I recommend filing an immediate FIR or police report to locate the missing person. Avoid wasting time with tentative inquiries. It is possible that there is more to this situation than meets the eye. Let the police handle it.
Good luck.
Aye.
And by the way, my name is NOT 'AYE,' which is just an expression. I am Colonel Gahlot (09810081197), Proprietor of 'TRURECRUIT'.
From India, Delhi
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Hello DVD,
I realize we have gone way off mark. But I am afraid what you are saying doesn't simply add up.
"Sooner he joined, he started harassing Corporate Purchase Manager (CPM). Without getting into any inquiry or anything, he just ensured that CPM puts in his paper."
Quite a prejudiced statement. Perhaps, the CEO's version would have been that the CPM was plain incompetent. He might have looked at it as a serious revenue leakage. Besides, your friend didn't stand up to the CEO but gave in. I gather you were the then HR manager as well whilst the alleged harassment occurred. I am not alluding to anything here. Well, nobody gives you your right, you got to stand up and fight for it. Meekly running away is also an acceptance of guilt. By the way, if you don't stand for yourself, who will?
"One more thing about this website. In the contact us page generally, the name of the company and address are given. Whereas in this case, just two telephone numbers are given. Why are the owners shying away from disclosing their names? Secondly, there is no mention of how they will assess the quality of their services."
I think you are stretching it too far. They want to keep it anonymous. Do you think you could give me the contact and phone number of Julian Assange, the world's biggest whistleblower, and the people who work for him? If you cannot provide these details, does it take away the authenticity of the cables?
"Secondly, there is no mention of how they will assess the quality of their services."
Are they obligated to assess the quality of their services just because we are living in an ISO world?
You quoted, "A smart HR manager can catch a fraudster anyway by doing a proper reference check and does not require all these things." Perhaps a smart HR manager such as yourself might not take an entry on the said website as something beyond suspicion and would certainly doubt if you interview a candidate whose name happens to be on the website.
But sometimes the smartness, like you said, also fails; the CEO slipped through the wire to get in and wreaked havoc in your company.
Life isn't black or white. It is made up of myriad shades of black and white which give a unique color such as grey. Remember, even if a court of law were to pronounce the accused as guilty, sometimes they turn out to be plain innocent. Even till today, there are horrendous stories of miscarriage of justice even from the USA/UK places where many of us would like to think the judicial system is perfect.
Cheers,
Saj
From India, Bangalore
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I realize we have gone way off mark. But I am afraid what you are saying doesn't simply add up.
"Sooner he joined, he started harassing Corporate Purchase Manager (CPM). Without getting into any inquiry or anything, he just ensured that CPM puts in his paper."
Quite a prejudiced statement. Perhaps, the CEO's version would have been that the CPM was plain incompetent. He might have looked at it as a serious revenue leakage. Besides, your friend didn't stand up to the CEO but gave in. I gather you were the then HR manager as well whilst the alleged harassment occurred. I am not alluding to anything here. Well, nobody gives you your right, you got to stand up and fight for it. Meekly running away is also an acceptance of guilt. By the way, if you don't stand for yourself, who will?
"One more thing about this website. In the contact us page generally, the name of the company and address are given. Whereas in this case, just two telephone numbers are given. Why are the owners shying away from disclosing their names? Secondly, there is no mention of how they will assess the quality of their services."
I think you are stretching it too far. They want to keep it anonymous. Do you think you could give me the contact and phone number of Julian Assange, the world's biggest whistleblower, and the people who work for him? If you cannot provide these details, does it take away the authenticity of the cables?
"Secondly, there is no mention of how they will assess the quality of their services."
Are they obligated to assess the quality of their services just because we are living in an ISO world?
You quoted, "A smart HR manager can catch a fraudster anyway by doing a proper reference check and does not require all these things." Perhaps a smart HR manager such as yourself might not take an entry on the said website as something beyond suspicion and would certainly doubt if you interview a candidate whose name happens to be on the website.
But sometimes the smartness, like you said, also fails; the CEO slipped through the wire to get in and wreaked havoc in your company.
Life isn't black or white. It is made up of myriad shades of black and white which give a unique color such as grey. Remember, even if a court of law were to pronounce the accused as guilty, sometimes they turn out to be plain innocent. Even till today, there are horrendous stories of miscarriage of justice even from the USA/UK places where many of us would like to think the judicial system is perfect.
Cheers,
Saj
From India, Bangalore
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Dear Saj,
The discussion will go on. There is no point in discussing further. When it comes to scams and frauds, employers excel compared with employees. But then you wanted to settle with small fries. No issues.
Secondly, if you are convinced that no injustice will be done to an innocent person because of this website, then there is nothing to say on your assumption!
Let us close this discussion now.
DVD
From India, Bangalore
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The discussion will go on. There is no point in discussing further. When it comes to scams and frauds, employers excel compared with employees. But then you wanted to settle with small fries. No issues.
Secondly, if you are convinced that no injustice will be done to an innocent person because of this website, then there is nothing to say on your assumption!
Let us close this discussion now.
DVD
From India, Bangalore
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Dear DVD,
"Secondly, if you are convinced that no injustice will be done to an innocent person because of this website, then there is nothing to say on your assumption!"
I don't think the import of my posts throughout is anywhere near to the conclusion that you have arrived at. However, I fully agree we must conclude this discussion as it has steered considerably away from its main purpose. 😊😊😊
Cheers,
Saj
From India, Bangalore
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"Secondly, if you are convinced that no injustice will be done to an innocent person because of this website, then there is nothing to say on your assumption!"
I don't think the import of my posts throughout is anywhere near to the conclusion that you have arrived at. However, I fully agree we must conclude this discussion as it has steered considerably away from its main purpose. 😊😊😊
Cheers,
Saj
From India, Bangalore
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