What is the HR protocol on employees who join the organization and quit within a week or ten days? Do organizations recover the 1-month notice pay from them? Is their case treated as a regular exit or abscond in the personnel records?
From India, Bangalore
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From India, Bangalore
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First of all, find out the reason why new joiners leave the organization within a span of 10 days. Then, try to overcome the situation to prevent employees from leaving the establishment. The duty of HR is to retain employees for a longer period and not to penalize them by charging Notice Pay, even those who have not completed 10 days in your organization. What does your termination clause state for probationers? Do you have a notice period during probation as well?
From India, Ahmadabad
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747From India, Ahmadabad
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It depends on the appointment letter whether he/she should serve one month or fewer days in his/her probation period.
It cannot be considered an absconding case only if the employee has left without any prior information. In that case, you can count him/her as per your HR policy.
From India, undefined
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It cannot be considered an absconding case only if the employee has left without any prior information. In that case, you can count him/her as per your HR policy.
From India, undefined
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1. Some companies follow a principle that if they have any salary to pay to such an employee, then they embark on recovery; otherwise, they are treated as normal absconders, and their names are removed from the rolls. Their full and final settlement is done as nil (no payment and no recovery), and the case is closed.
2. Some companies hound these poor employees for recovery as if they wish to make a profit out of it.
3. In their personal records, it is recorded as absconded.
From India, Thane
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2. Some companies hound these poor employees for recovery as if they wish to make a profit out of it.
3. In their personal records, it is recorded as absconded.
From India, Thane
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If new employees are leaving your organization within the first 10 days, you have a serious problem on your hands. You need to find out what that problem is and fix it, double quick.
The first thing that needs fixing is your recruitment process. The second thing to look at is your organization, and why people don't want to work there, e.g., pay, management, other staff members, lack of training, lack of future opportunities, etc.
Thirdly, when people are interviewed, you need to ensure they are not being told lies about what it is going to be like to work for your organization. Many of us have gone to job interviews and been told how wonderful it is going to be, but the reality is sadly different.
Good luck with that; you will need it.
From Australia, Melbourne
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The first thing that needs fixing is your recruitment process. The second thing to look at is your organization, and why people don't want to work there, e.g., pay, management, other staff members, lack of training, lack of future opportunities, etc.
Thirdly, when people are interviewed, you need to ensure they are not being told lies about what it is going to be like to work for your organization. Many of us have gone to job interviews and been told how wonderful it is going to be, but the reality is sadly different.
Good luck with that; you will need it.
From Australia, Melbourne
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