Hi, Please let me know the standard process along with timelines for HR’s action for absconding employee. I am making a policy for our company.
From India, Delhi
1From India, Delhi
Hi Priyanka,
Any ways an employee who has absconded will not be putting his 100% effort even you find him out and file a suit against him and ask him to work. So better leave him as he wishes. Lets come to the point.
For retention, HR while appointing an employee in the appointment letter itself can included some special clauses. For example,
"You are liable to properly inform the HR or your reporting authority when decided to resign and quit the services. Uninformed absence from work will be considered as abscondism. So that no relieving letter will be issued if you fail to properly resign and serve the notice period".
"The company is liable to pay 9000 Indian Rupees on completion of every six months of your tenure. If you happened to get relieved with in the duration of six months the company shall not be liable to pay Rs 9000"
The first one is a way to make the employee serve the notice period and get relieved. The second option is to make him stay back with the company by giving a retention bonus to him/ her as per the cadre and designation. Here it is implied that Rs. 1500 will be retained as the retention bonus every month and end of every six months it will be given as a total sum of Rs.9000.
You also can find a way like this and get it approved by your boss and implement the same.
Thanks and Regards,
Prasannasundhar N
From India, Madras
Any ways an employee who has absconded will not be putting his 100% effort even you find him out and file a suit against him and ask him to work. So better leave him as he wishes. Lets come to the point.
For retention, HR while appointing an employee in the appointment letter itself can included some special clauses. For example,
"You are liable to properly inform the HR or your reporting authority when decided to resign and quit the services. Uninformed absence from work will be considered as abscondism. So that no relieving letter will be issued if you fail to properly resign and serve the notice period".
"The company is liable to pay 9000 Indian Rupees on completion of every six months of your tenure. If you happened to get relieved with in the duration of six months the company shall not be liable to pay Rs 9000"
The first one is a way to make the employee serve the notice period and get relieved. The second option is to make him stay back with the company by giving a retention bonus to him/ her as per the cadre and designation. Here it is implied that Rs. 1500 will be retained as the retention bonus every month and end of every six months it will be given as a total sum of Rs.9000.
You also can find a way like this and get it approved by your boss and implement the same.
Thanks and Regards,
Prasannasundhar N
From India, Madras
Thanks Prasanna.... In case we need to take an action like sending an e-mail on his personal id or issuing a warning letter, are there any standard timelines defined for it?
From India, Delhi
From India, Delhi
Hi,
Just an intimation letter followed by a termination letter can be sent to his residential address through courier or speed post. That too an employee who is not reporting to work consequetively exceeding the casual leave limits should be intimated through telephonic calls, messages, mails etc., If no response is recieived then you can send an intimation letter. After a week's time you can send him a termination letter.
It is again up to a company as the time limits may vary. But sending a warning letter or termination after one year will not leave sensibility. So take action immediately once the absence exceeds the casual leave limits for the month.
All the Best,
Prasannasundhar N
From India, Madras
Just an intimation letter followed by a termination letter can be sent to his residential address through courier or speed post. That too an employee who is not reporting to work consequetively exceeding the casual leave limits should be intimated through telephonic calls, messages, mails etc., If no response is recieived then you can send an intimation letter. After a week's time you can send him a termination letter.
It is again up to a company as the time limits may vary. But sending a warning letter or termination after one year will not leave sensibility. So take action immediately once the absence exceeds the casual leave limits for the month.
All the Best,
Prasannasundhar N
From India, Madras
Hi Priyanka, Send the termination letter through registered post, under certificate of posting. Sree
From India, Madras
From India, Madras
Hi Priyanka
We follow the following process while an employee is absconding...
After 3 days of employee not reporting to work, a letter will be sent to his address thru reg post asking him to report back to work
After 6 days of employee not reporting to work, giving the reference first letter, will be sending second letter asking him/her to report on immediate basis, otherwise action will be initiated
After 10 days of employee not reporting to work, giving the reference of first & second letter, final termination letter will be sent..
The employee may come with first / second letter which can be considered on case to case basis.
Regards
From India, Bangalore
We follow the following process while an employee is absconding...
After 3 days of employee not reporting to work, a letter will be sent to his address thru reg post asking him to report back to work
After 6 days of employee not reporting to work, giving the reference first letter, will be sending second letter asking him/her to report on immediate basis, otherwise action will be initiated
After 10 days of employee not reporting to work, giving the reference of first & second letter, final termination letter will be sent..
The employee may come with first / second letter which can be considered on case to case basis.
Regards
From India, Bangalore
Dear Priyanka,
Absconding from duty is an act of misconduct and should be treated as such.
The advice given by Mr. Sita Prakash is quite right.
1. Send a letter by Registered AD Post and UPC at the address furnished by him and available on his personal file. You will advise him that he has been absenting himself from duty without prior information or permission of his superiors from......(date) and that he continues to do so till date....(date of sending the letter)
Advise him that in case he perisists in hisunalwful absence from duty it would be inferred that he is no longer interested in continuing in his employment with the Co. and that he has abandoned his position of his own free will.
After three such letters ( wording is important) send him a final letter treating it as abandonemnt of duty and remove his name from the rolls of the Co.
Vasant Nair
From India, Mumbai
Absconding from duty is an act of misconduct and should be treated as such.
The advice given by Mr. Sita Prakash is quite right.
1. Send a letter by Registered AD Post and UPC at the address furnished by him and available on his personal file. You will advise him that he has been absenting himself from duty without prior information or permission of his superiors from......(date) and that he continues to do so till date....(date of sending the letter)
Advise him that in case he perisists in hisunalwful absence from duty it would be inferred that he is no longer interested in continuing in his employment with the Co. and that he has abandoned his position of his own free will.
After three such letters ( wording is important) send him a final letter treating it as abandonemnt of duty and remove his name from the rolls of the Co.
Vasant Nair
From India, Mumbai
Dear Sir,
If the employees refused to receive the termination letter which is sent to him at his residence,and it to come back to the sender company address. In this situation what we can do?
AMAR THAKUR
From India, Kannur
If the employees refused to receive the termination letter which is sent to him at his residence,and it to come back to the sender company address. In this situation what we can do?
AMAR THAKUR
From India, Kannur
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Employee reference policy.doc