person who has resigned not yet relieved from his services but he is irregular to the company what is letter to give him?
From India, Hyderabad
From India, Hyderabad
Dear Lavanya,
Recently there was similar post. Please click the following link to know my views:
https://www.citehr.com/215466-employ...tml#post969278
Thanks,
Dinesh V Divekar
From India, Bangalore
7879Recently there was similar post. Please click the following link to know my views:
https://www.citehr.com/215466-employ...tml#post969278
Thanks,
Dinesh V Divekar
From India, Bangalore
Hi Lavanya
1. you immediately issue him a charges, stipulating charges such as a) indiscipline, b) negligence, c) recklessness, and ask him for explanation with in 48 Hrs from the date of receipt of the charge sheet, for his irregularities during his notice period, which a most crucial period for the management, where he have hand over his total responsibilities to a newly appointed employee in his place of work.
2. Wait for his explanation and if he fail to do so, teach him a lesson, by issuing him a legal notice stating, to explain why the management should not take action against him.
3. If fail to submit his explanation even then, you stop issuing him re leaving letter and experience certificate and also with hold his full and final payment.
4. You also advertise in leading News papers citing his irregularities so that, the other employer would come to know his character and conduct. If you know his new employer, you write a letter to him too, stating about his above charges.
A employee can resign and leave his present service, but he ought to move with smiling face, and giving no trouble to the employer, and behave with moral. We do not know what is tomorrow, we may have to take the same employer help some day or other, this is life, hence we have leave the service with out pinching the employer.
Mohan Rao
Manager HR
From India, Visakhapatnam
1. you immediately issue him a charges, stipulating charges such as a) indiscipline, b) negligence, c) recklessness, and ask him for explanation with in 48 Hrs from the date of receipt of the charge sheet, for his irregularities during his notice period, which a most crucial period for the management, where he have hand over his total responsibilities to a newly appointed employee in his place of work.
2. Wait for his explanation and if he fail to do so, teach him a lesson, by issuing him a legal notice stating, to explain why the management should not take action against him.
3. If fail to submit his explanation even then, you stop issuing him re leaving letter and experience certificate and also with hold his full and final payment.
4. You also advertise in leading News papers citing his irregularities so that, the other employer would come to know his character and conduct. If you know his new employer, you write a letter to him too, stating about his above charges.
A employee can resign and leave his present service, but he ought to move with smiling face, and giving no trouble to the employer, and behave with moral. We do not know what is tomorrow, we may have to take the same employer help some day or other, this is life, hence we have leave the service with out pinching the employer.
Mohan Rao
Manager HR
From India, Visakhapatnam
Dear Mohan Rao,
There might be legitimate reason why an employee is irregular to office. In my case, I had resigned and now I am in a situtation where I have strained my back because of a freak accident. Doctor has adviced me to take up complete and continous pelvic traction. But, since I have duties to complete before i get released, I requested the doctor an alernative. He suggested heatwave, exercise and wearing the back support belt.
I requested the HR to release in 40/45 days so that I can start with the treatment for me to be fit once again. My senior manager is fine to release me, but the HR says! no matter what happens to me, I would need to come to office.
My back pains every time I sit in once place. It is sometimes even irritating. I am just lost as no one is willing to help me just because I have put my papers.
From India
There might be legitimate reason why an employee is irregular to office. In my case, I had resigned and now I am in a situtation where I have strained my back because of a freak accident. Doctor has adviced me to take up complete and continous pelvic traction. But, since I have duties to complete before i get released, I requested the doctor an alernative. He suggested heatwave, exercise and wearing the back support belt.
I requested the HR to release in 40/45 days so that I can start with the treatment for me to be fit once again. My senior manager is fine to release me, but the HR says! no matter what happens to me, I would need to come to office.
My back pains every time I sit in once place. It is sometimes even irritating. I am just lost as no one is willing to help me just because I have put my papers.
From India
Hello,
You may first ask him why he is irregular. There is a tendency for people to not be serious once they have put the papers, becuase of the thought that they are anyway going to wuit, so why would they be so regular about work.
Hold all your rights as an HR (if you are an HR) and question him about why he is not been able to meet maintain the company standards. Clearly tell the person that until he has served his notice period properly, he is still an employee of the company and is responsible to meet up with what is expected out of him.
Also hint him - today he may be leaving and joining another company, but there are chances that in future he may have a better opportunity with the current company - or even have the chance of meeting his current seniors in another organization when he prefers to join them. He should not leave an impression that he is a real jerk.
Be stern while replying. If you issue a chargesheet and take severe disciplinary action, he might make other people think that "This is how the company treats people who want to leave"
From India, Madras
You may first ask him why he is irregular. There is a tendency for people to not be serious once they have put the papers, becuase of the thought that they are anyway going to wuit, so why would they be so regular about work.
Hold all your rights as an HR (if you are an HR) and question him about why he is not been able to meet maintain the company standards. Clearly tell the person that until he has served his notice period properly, he is still an employee of the company and is responsible to meet up with what is expected out of him.
Also hint him - today he may be leaving and joining another company, but there are chances that in future he may have a better opportunity with the current company - or even have the chance of meeting his current seniors in another organization when he prefers to join them. He should not leave an impression that he is a real jerk.
Be stern while replying. If you issue a chargesheet and take severe disciplinary action, he might make other people think that "This is how the company treats people who want to leave"
From India, Madras
Well I would suggest that no matter whatever are the expectations of the HR from the employee who is leaving, the fact remains that all of us loose our interest once we tender a resignation. Issuing a Memorandum, asking for the explanation will all imprint a very bad impression on the employee who is already leaving. The role of HR is not of that of a personnel police rather, HR is heading towards the role of Strategic Partner.
We beind professionals should try to influence management to formulate a policy of resignation with a notice period of not more than a 1 month.
Secondly, such an employee should be asked for the reason of irregularity and final settlement should be made with the consent of the Supervisor immediately. It is better to cut the cutters because the notice period serves no good and rather employees mostly use reasources of the company for their personal benfit. I hope you understand my point.
From Pakistan, Islamabad
We beind professionals should try to influence management to formulate a policy of resignation with a notice period of not more than a 1 month.
Secondly, such an employee should be asked for the reason of irregularity and final settlement should be made with the consent of the Supervisor immediately. It is better to cut the cutters because the notice period serves no good and rather employees mostly use reasources of the company for their personal benfit. I hope you understand my point.
From Pakistan, Islamabad
Hi Asha Mathew
If the employee who had tendered his resignation with one month notice, this one month notice period is very crucial to the employer management, as they have replace a new employee in his place and get him be trained by the leaving employee and the new employee take some time for settling him self at a new place of work.
More over an employee who had tendered his resignation and irregularly attending to his duties, with out informing the management for what reasons he is not attending regularly to his duties, stands a defaulter completely as per the rules of any organisation, such employee who play games with the employer had to be punished severely, such punishments shall remain an example to the other employees who are working in the same organisation and they take care while submitting their resignation and behave well during their notice periods.
The employees are not children to teach them the minimum behavior science, they are educates and grown up to sufficient stage that, they much not give any trouble to the employer while they are leaving the job.
Mohan Rao
Manager HR
From India, Visakhapatnam
If the employee who had tendered his resignation with one month notice, this one month notice period is very crucial to the employer management, as they have replace a new employee in his place and get him be trained by the leaving employee and the new employee take some time for settling him self at a new place of work.
More over an employee who had tendered his resignation and irregularly attending to his duties, with out informing the management for what reasons he is not attending regularly to his duties, stands a defaulter completely as per the rules of any organisation, such employee who play games with the employer had to be punished severely, such punishments shall remain an example to the other employees who are working in the same organisation and they take care while submitting their resignation and behave well during their notice periods.
The employees are not children to teach them the minimum behavior science, they are educates and grown up to sufficient stage that, they much not give any trouble to the employer while they are leaving the job.
Mohan Rao
Manager HR
From India, Visakhapatnam
Dear Mohan Rao,
Its understood and not necessary to re-iterate why a person should stay there during his notice period. Its a "known" factor. My point is - the person is already not intersted in the job, on top of that if you issue a charge sheet - ask for explanation - etc etc, he would rather leave and never return.
And - never ever assume that people know everything. Even if they know, its important that the HR - first politely request for to know the reason for such deviations, advice, and then go for stern warnings.
Punishments are all fine - but at a stage when things go out of way inspite of being warned. Sometimes its necessary to think - talk and then use the stick!
From India, Madras
Its understood and not necessary to re-iterate why a person should stay there during his notice period. Its a "known" factor. My point is - the person is already not intersted in the job, on top of that if you issue a charge sheet - ask for explanation - etc etc, he would rather leave and never return.
And - never ever assume that people know everything. Even if they know, its important that the HR - first politely request for to know the reason for such deviations, advice, and then go for stern warnings.
Punishments are all fine - but at a stage when things go out of way inspite of being warned. Sometimes its necessary to think - talk and then use the stick!
From India, Madras
Hi Lavnaya,
It is one of the common problem most of the companies may be facing. The moment employee submits the resignation, he/she feels that they are now free from all the company restrictions and nobody will question them as they are leaving. This may not be the case with all the leaving employees, but few are there who are careless and sometimes absconding.I have even seen people who work till the last moment of the last day whatever may be the case and sometimes support afterwards also. I feel dealing with the people who are irregular during notice period needs counselling.Issuing charge sheet, show cause notice, warning them etc are all things which one should be careful before practicing. The reason being it may spread bad word of mouth about the company stating various reasons which may not be true also.My personal experiance is that i have also come across such situations wherein i have personally contacted these people and counseled them to depart in a happy way. One of the important factor nowadays is employee reference check and employment verification. If you tell them about this they will think thrice before acting funny. Even after trying all the things if person do not listen then i feel instead of going into disciplinary measures we can issue termination notice to the person stating all the correspondence made with him.
Disciplinary actions are OK for the employee who are on role with you and they are scared for their increments, promotions, Job security etc. but for leaving employee has no value.
Hope this is in order.
Santosh
From India, Mumbai
It is one of the common problem most of the companies may be facing. The moment employee submits the resignation, he/she feels that they are now free from all the company restrictions and nobody will question them as they are leaving. This may not be the case with all the leaving employees, but few are there who are careless and sometimes absconding.I have even seen people who work till the last moment of the last day whatever may be the case and sometimes support afterwards also. I feel dealing with the people who are irregular during notice period needs counselling.Issuing charge sheet, show cause notice, warning them etc are all things which one should be careful before practicing. The reason being it may spread bad word of mouth about the company stating various reasons which may not be true also.My personal experiance is that i have also come across such situations wherein i have personally contacted these people and counseled them to depart in a happy way. One of the important factor nowadays is employee reference check and employment verification. If you tell them about this they will think thrice before acting funny. Even after trying all the things if person do not listen then i feel instead of going into disciplinary measures we can issue termination notice to the person stating all the correspondence made with him.
Disciplinary actions are OK for the employee who are on role with you and they are scared for their increments, promotions, Job security etc. but for leaving employee has no value.
Hope this is in order.
Santosh
From India, Mumbai
I am suprised by the Reponse of fellow HR Professionals..
Every Member has given paras of Feedback for only a Single Line Posting..
Did anyone of us asked or try to ask the entire issue..
Why everyone jump inot conculsion & blame the employee straight Away.
did anyone of us ask, why that employee has come irregularly,,,,,
We all are HUMAN RESOURCE Professional Pls,,,,
From India, Coimbatore
Every Member has given paras of Feedback for only a Single Line Posting..
Did anyone of us asked or try to ask the entire issue..
Why everyone jump inot conculsion & blame the employee straight Away.
did anyone of us ask, why that employee has come irregularly,,,,,
We all are HUMAN RESOURCE Professional Pls,,,,
From India, Coimbatore
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