Dear All,
Please suggest to me what actions should be taken by the HR department when an employee leaves the company without notice. How can we hold their HODs accountable in this matter? Please send me your suggestions.
Thank you so much.
From India, Ahmadabad
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Please suggest to me what actions should be taken by the HR department when an employee leaves the company without notice. How can we hold their HODs accountable in this matter? Please send me your suggestions.
Thank you so much.
From India, Ahmadabad
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Look forward. what you are going to gain from the disloyal employees who run without basic courtesy? Did he run with company assets and any other liabilities? pon
From India, Lucknow
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660From India, Lucknow
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Hi,
Your query is too short to answer.
First of all, this matter is purely judged under the appointment letter issued to the employee. What was the notice period mentioned in that? What is the number of days falling short? What clause does your organization have mentioned if someone does not complete the notice period? If you have mentioned recovery of the salary, please check whether you have specified it as a basic salary or gross salary. If yes, do the full and final settlement and send the recovery notice as applicable.
Why do you want to take action against HOD? Has the employee submitted a resignation letter duly accepted by HOD? Has HOD recommended early relieving without completing the notice period? Has HR instructed anything related to this to the HOD? If you have proper and complete communication, then you may send a memo to the HOD as per the policy and guidelines of your organization. But before doing so, you must discuss with the top management what they want to do. If the leaving of the employee has resulted in direct and indirect loss to the organization, you must inform the top management. If the employee has not completed the handover process, you may ask him to complete the handover.
Remember, every action you take as an HR professional results in the culture and environment of the organization. So, you need to be careful before making any decisions about its implications.
Regards,
Govind
From India, Mumbai
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Your query is too short to answer.
First of all, this matter is purely judged under the appointment letter issued to the employee. What was the notice period mentioned in that? What is the number of days falling short? What clause does your organization have mentioned if someone does not complete the notice period? If you have mentioned recovery of the salary, please check whether you have specified it as a basic salary or gross salary. If yes, do the full and final settlement and send the recovery notice as applicable.
Why do you want to take action against HOD? Has the employee submitted a resignation letter duly accepted by HOD? Has HOD recommended early relieving without completing the notice period? Has HR instructed anything related to this to the HOD? If you have proper and complete communication, then you may send a memo to the HOD as per the policy and guidelines of your organization. But before doing so, you must discuss with the top management what they want to do. If the leaving of the employee has resulted in direct and indirect loss to the organization, you must inform the top management. If the employee has not completed the handover process, you may ask him to complete the handover.
Remember, every action you take as an HR professional results in the culture and environment of the organization. So, you need to be careful before making any decisions about its implications.
Regards,
Govind
From India, Mumbai
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Hello, Is there anyone who can suggest me the format of termination letter with the reason of long absent without inadequate reason and medical certificates. As soon as possible.
From India, Indore
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From India, Indore
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Hello,
Every employee, whether temporary, badli, apprentice, trainee, casual, or permanent, has some duties and rights defined in the Standing Orders applicable to that particular establishment, either certified or model.
Please look into the provisions regarding the notice period required to be served based on the nature/category of employment (provisions vary for temporary, badli, apprentice, trainee, casual, and permanent employees). What are the provisions defined in case of not giving the requisite notice prior to leaving? Is there any provision to pay cash in lieu of notice, etc.? If everything is clear in black and white, adhere to the provisions. Otherwise, seek legal opinion from your legal department or an advocate as per the prevailing practice in your organization. Provide ample opportunity to the departing employee to defend themselves from legal prosecution by way of notice, reminders, etc., sent to their permanent address, clearly stating that non-compliance would result in legal consequences.
Best wishes.
AK Jain
From India, New+Delhi
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Every employee, whether temporary, badli, apprentice, trainee, casual, or permanent, has some duties and rights defined in the Standing Orders applicable to that particular establishment, either certified or model.
Please look into the provisions regarding the notice period required to be served based on the nature/category of employment (provisions vary for temporary, badli, apprentice, trainee, casual, and permanent employees). What are the provisions defined in case of not giving the requisite notice prior to leaving? Is there any provision to pay cash in lieu of notice, etc.? If everything is clear in black and white, adhere to the provisions. Otherwise, seek legal opinion from your legal department or an advocate as per the prevailing practice in your organization. Provide ample opportunity to the departing employee to defend themselves from legal prosecution by way of notice, reminders, etc., sent to their permanent address, clearly stating that non-compliance would result in legal consequences.
Best wishes.
AK Jain
From India, New+Delhi
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If you have your Conduct and Discipline Rules/Standing Orders in place and they have relevant provisions to deal with such matters, proceed as per the guidelines provided. Normally, such cases have to be considered as "Indiscipline," and a formal inquiry has to be initiated. Depending on the outcome, you should proceed.
From India, Bangalore
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From India, Bangalore
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Dear Seniors,
At my office, some employees are not wearing their uniform regularly. What action should we take against them? I have scolded them orally, but no outcome has been found. Please suggest any memo or written action to address this issue.
Regards,
Siddharth
From India
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At my office, some employees are not wearing their uniform regularly. What action should we take against them? I have scolded them orally, but no outcome has been found. Please suggest any memo or written action to address this issue.
Regards,
Siddharth
From India
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Hi,
Your query does not provide enough material for us to study and offer advice. Please present a genuine case and provide us with the facts of what you are facing. This will enable the experts to give their opinion on your query. Otherwise, it will be very difficult to assess your situation.
Adoni Suguresh
Sr. Executive (Personnel, Administration, and Industrial Relations) (Retired)
Labour Laws Consultant
From India, Bidar
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Your query does not provide enough material for us to study and offer advice. Please present a genuine case and provide us with the facts of what you are facing. This will enable the experts to give their opinion on your query. Otherwise, it will be very difficult to assess your situation.
Adoni Suguresh
Sr. Executive (Personnel, Administration, and Industrial Relations) (Retired)
Labour Laws Consultant
From India, Bidar
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Dear Sir,
I am working at Deccan Honda in the Automobile industry as an HR Executive. We distributed uniforms last month, but some employees are still not wearing them and are providing silly reasons. I have warned them orally, but there has been no improvement. Can I issue them a memo? Please advise me on how to handle this issue, as some employees are following suit because of these non-compliant employees.
Thanks & Regards,
Siddharth
From India
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I am working at Deccan Honda in the Automobile industry as an HR Executive. We distributed uniforms last month, but some employees are still not wearing them and are providing silly reasons. I have warned them orally, but there has been no improvement. Can I issue them a memo? Please advise me on how to handle this issue, as some employees are following suit because of these non-compliant employees.
Thanks & Regards,
Siddharth
From India
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Dear Mr. Siddharth,
The uniform is issued to the employees/workers on what basis. Whether this is an agreed one against their demand, or any charter of demand entered between the management and workers, or as a disciplinary point of view. Any washing allowance is offered to them. If not, please offer these incentives in the interest of both sides.
In the absence of this, we can suggest you display a notice at a prominent place of your establishment informing all the workers they should wear the uniform while at work failing which the concerned workers will be liable for disciplinary action. In spite of this, if there is no improvement, you have no alternative but to take disciplinary action as per the standing orders of your company if not as per Model Standing Orders. Don't make any compromise against the discipline of the establishment. As an HR professional, you should maintain the discipline of the company, and the workers should also realize the benefits given to them.
Adoni Suguresh
Sr. Executive (Pers, Admin & Ind. Rels) Rtd
Labour Laws Consultant
From India, Bidar
Acknowledge(0)Amend(0)
The uniform is issued to the employees/workers on what basis. Whether this is an agreed one against their demand, or any charter of demand entered between the management and workers, or as a disciplinary point of view. Any washing allowance is offered to them. If not, please offer these incentives in the interest of both sides.
In the absence of this, we can suggest you display a notice at a prominent place of your establishment informing all the workers they should wear the uniform while at work failing which the concerned workers will be liable for disciplinary action. In spite of this, if there is no improvement, you have no alternative but to take disciplinary action as per the standing orders of your company if not as per Model Standing Orders. Don't make any compromise against the discipline of the establishment. As an HR professional, you should maintain the discipline of the company, and the workers should also realize the benefits given to them.
Adoni Suguresh
Sr. Executive (Pers, Admin & Ind. Rels) Rtd
Labour Laws Consultant
From India, Bidar
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