Hi
I am Priyanka. i am working as a HR executive in an IT firm and i recently joined the organisation.now, an employee has left the organisation without any prior notice and she called me up for the same that she is resigning from the organisation. now,My boss wants me to draft a letter saying that she needs to serve the notice period and should send a proper resignation letter through mail and as i am new to this field i dont know how to draft this kind of letter. does anybody help me for the same.
Priyanka
From India, Delhi
I am Priyanka. i am working as a HR executive in an IT firm and i recently joined the organisation.now, an employee has left the organisation without any prior notice and she called me up for the same that she is resigning from the organisation. now,My boss wants me to draft a letter saying that she needs to serve the notice period and should send a proper resignation letter through mail and as i am new to this field i dont know how to draft this kind of letter. does anybody help me for the same.
Priyanka
From India, Delhi
Dear Priyanka,
The draft of the letter is given below. Please issue this letter on your company letterhead.
To,
Mr/Ms _________
_______
_______
_______
Ok...
Dinesh Divekar
+919900155394
From India, Bangalore
7879The draft of the letter is given below. Please issue this letter on your company letterhead.
To,
Mr/Ms _________
_______
_______
_______
Unauthorised absence from the Duties
1. It is observed that you have stopped attending to your duties with effect from ______ (date). On _____ (date) you had called Ms Priyanka Kakran and told her that you have resigned from your job and will not attend your duties further.
2. As per the terms of appointment i.e. as per paragraph ____, clause No _____ mentioned in your appointment letter you are required to give _____ days notice before you relinquish your duties.
3. Your absence is unauthorised. You are hereby directed to resume your duties and complete the notice period as per the terms of your employment. If you fail to attend to the duties within 48 hours of receipt of this notice, disciplinary action will be initiated against you.
For ______________
Managing Director
2. As per the terms of appointment i.e. as per paragraph ____, clause No _____ mentioned in your appointment letter you are required to give _____ days notice before you relinquish your duties.
3. Your absence is unauthorised. You are hereby directed to resume your duties and complete the notice period as per the terms of your employment. If you fail to attend to the duties within 48 hours of receipt of this notice, disciplinary action will be initiated against you.
For ______________
Managing Director
Ok...
Dinesh Divekar
+919900155394
From India, Bangalore
Dear This can also be considered as abandonment of service.In such a case it may lead to automatic termination. E-mail : rajanassociates@eth,net, Mobile : 9025792684
From India, Bangalore
From India, Bangalore
Dear Seniors,
This is Rupasree and I checked with your sample draft.May you please guide,that what type of disciplinary action can be taken.One employee in our company has not served the notice period of 2months.He left for UAE.How to resolve the same.
From India, Calcutta
This is Rupasree and I checked with your sample draft.May you please guide,that what type of disciplinary action can be taken.One employee in our company has not served the notice period of 2months.He left for UAE.How to resolve the same.
From India, Calcutta
Hi
I am Preeti Durga working as HR with startup IT company. One of our employee has resigned and gone on the same day when he sent resignation letter thus he has not served notice period of 1 month, now I would like to send him mail about the recovery amount of notice pay, Kindly help with the same.
From India, Vellore
I am Preeti Durga working as HR with startup IT company. One of our employee has resigned and gone on the same day when he sent resignation letter thus he has not served notice period of 1 month, now I would like to send him mail about the recovery amount of notice pay, Kindly help with the same.
From India, Vellore
Sir,
One of our company's staff from marketing department has put the resignation in last week, his resignation is not yet been accepted nor rejected, but he is habit of taking 2-5 leaves in a month . I have informed him regarding leaves which are not entitled during notice period , but still he continues the same.
Management has told me to draft a mail to him, so kindly suggest .
Regards,
Payal Borkar
HR
From India, Thane
One of our company's staff from marketing department has put the resignation in last week, his resignation is not yet been accepted nor rejected, but he is habit of taking 2-5 leaves in a month . I have informed him regarding leaves which are not entitled during notice period , but still he continues the same.
Management has told me to draft a mail to him, so kindly suggest .
Regards,
Payal Borkar
HR
From India, Thane
Dear Payal,
Most of the companies, while designing policy on employee leave include an important statement, i.e. employee leave is a privilege and not entitlement. Any employee must proceed on leave after obtaining approval from the competent authorities. If because of contingencies, the prior approval could not be obtained, then the employee must submit the application for regularisation purposes whenever he/she reports for duties. However, even then also whether to sanction leave or not is the discretion of the HOD or any other approving authority.
Now in your case how come employee has developed "habit of proceeding on unauthorised leave"?
Now whether during notice period or otherwise, if the absence is unauthorised, then you may initiate disciplinary action for the misconduct. To change the wrong habit, it is important to take disciplinary action(s).
Thanks,
Dinesh Divekar
From India, Bangalore
Most of the companies, while designing policy on employee leave include an important statement, i.e. employee leave is a privilege and not entitlement. Any employee must proceed on leave after obtaining approval from the competent authorities. If because of contingencies, the prior approval could not be obtained, then the employee must submit the application for regularisation purposes whenever he/she reports for duties. However, even then also whether to sanction leave or not is the discretion of the HOD or any other approving authority.
Now in your case how come employee has developed "habit of proceeding on unauthorised leave"?
Now whether during notice period or otherwise, if the absence is unauthorised, then you may initiate disciplinary action for the misconduct. To change the wrong habit, it is important to take disciplinary action(s).
Thanks,
Dinesh Divekar
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
WARNING LETTER FOR ABSENCE.doc