I have been given a task to prepare a new absconding process for our company. The company where I work is very sales-driven. Often, agents take their salary and then go absconding. As such, now we have this absconding policy whereby we get an absconding agents list from the sales manager. Then we call those agents and if they don't answer the call, we send them a SHOW CAUSE NOTICE EMAIL. If they do send a reply saying they cannot join us for reasons mentioned by them OR if they don't reply, we treat them as absconding employees. Thereafter, we deactivate their Official ID. So kindly help me with the new absconding process because according to the NEW HEAD this is not the right practice.
From India, Noida
From India, Noida
Sorry i failed to understand your query. Please elaborate it a bit. As in what company, what product, why is so much employee turnover, what is New Head Proposing, what is the flaw he said in old practice????
From India, Pune
94From India, Pune
Dear Divya,
Termination of absconding employee should be according to the fair labor practice.
First - Send the employee a show cause letter at permanent address through registered post for absconding with timeline of 7 days to join back.
Second - Warning letter at permanent address through registered post to be sent after 7 days if employee is not responding the first letter or joining back.
After this exercise you can send termination letter at permanent address through registered post if employee has not responded or joined back and keep all the communication letters copy wit h POD in the file of employee.
This is the right practice as per my experience.
Regards
Kul Gaurav Verma
HR
Termination of absconding employee should be according to the fair labor practice.
First - Send the employee a show cause letter at permanent address through registered post for absconding with timeline of 7 days to join back.
Second - Warning letter at permanent address through registered post to be sent after 7 days if employee is not responding the first letter or joining back.
After this exercise you can send termination letter at permanent address through registered post if employee has not responded or joined back and keep all the communication letters copy wit h POD in the file of employee.
This is the right practice as per my experience.
Regards
Kul Gaurav Verma
HR
First of all, are these agents, your employees or self employed contractors. As regards self employed contractors that means there is no control and supervision of their work, you pay commission based on the volume of their work, the process you described is OK. But in the case of employees, a more elaborate process is needed. Compliance of the principles of natural justice is needed. You need to send a clear cut notice of presuming abandonment of service before taking action. The important point is that the notice has to be served on the employee and you should have proof of it. Sending registered letter with AD or publishing in newspaper, all could be tried. Next, the abandonment is a presumption you are drawing based on the absence, there is no concrete proof it, nevertheless if the employee produces evidence to show that there are sufficient and plausible reasons for the absence in question, you should provide for a mechanism to review your decision.
From India, Mumbai
From India, Mumbai
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