Dear Seniors, One of our employee has been working for five year in our organisation and in last week, we found him on the grounds of left from the organisation without informing to the concern HODs then we have issued disciplinary letter to him.He rejected the same.
Now what we have to do in this case. This is the second time he has done like this.
From India, Delhi
3Now what we have to do in this case. This is the second time he has done like this.
From India, Delhi
dear pavani,
talk to him one last time. send him a registered post with ack due regarding unauthorised absence of leave and direct him to reply within some short period.
if there's no reply or unsatisfactory response, take the legal course. find out where he's joined and send a letter to his present employers explaining his joining them without intimating or being relieving from your company.
you will find lots of these cases in this forum (talk to seniors - search and you will find so many responses)
From India, Madras
talk to him one last time. send him a registered post with ack due regarding unauthorised absence of leave and direct him to reply within some short period.
if there's no reply or unsatisfactory response, take the legal course. find out where he's joined and send a letter to his present employers explaining his joining them without intimating or being relieving from your company.
you will find lots of these cases in this forum (talk to seniors - search and you will find so many responses)
From India, Madras
As you said this is second time, this employee is an habitual abscondee.
A notice (local language and English) be served on him seeking reasonable cause for his absence with in a date(say 10-15days).
If no reply received, you must another notice communicate in notice that he had left the organisation on his own and contact for final settlement dues in absence any service agreement or bond as one of the terms of employment.
This notice can stuck to company entrance gate and his card be barred from swiping.
From India, Hyderabad
A notice (local language and English) be served on him seeking reasonable cause for his absence with in a date(say 10-15days).
If no reply received, you must another notice communicate in notice that he had left the organisation on his own and contact for final settlement dues in absence any service agreement or bond as one of the terms of employment.
This notice can stuck to company entrance gate and his card be barred from swiping.
From India, Hyderabad
sorry.............
he left from the work place without obtaining permission from the concer HODs then we have issued disciplinary letter to him.He rejected the same.Now what we have to do in this case.
This is the second time he has done like this. Always he rejects any letter from the management in this situation what can i do.
pllllllllllllllllllllllllll tell me
From India, Delhi
he left from the work place without obtaining permission from the concer HODs then we have issued disciplinary letter to him.He rejected the same.Now what we have to do in this case.
This is the second time he has done like this. Always he rejects any letter from the management in this situation what can i do.
pllllllllllllllllllllllllll tell me
From India, Delhi
if you have issued him disciplinary letter (charge sheet) & if u wud have called for his explanation and if no explanation had received, it is advisable to constitute an enquiry. Send him the enquiry date, ask him to appear. If he fails, the enquiry may b proceeded ex-parte and closed accorlding and appropriate order may be passed. All the communication should be sent by Registered post for record purpose.
I partly agree with lakshmi87 view
From India, Tiruchchirappalli
I partly agree with lakshmi87 view
From India, Tiruchchirappalli
Talk to him First. If you want to retain this employee, don't be hasty to issue written show cause notice. If the employee is arrogant ask him to resign and help for a graceful exit.
We don't want to create a lot of disgruntled employees out there who can be a real threat to people & society. Address this issue with compassion and fairness rather than highhandedness and prejudice, try to convince him how it is bad and can't be entertained. The normal course (show cause, powerplay)can be done by any layman- that is not what is expected from HR, where they are trained & qualified for it.
Unfortunately the human aspect is often being dismissed by HR actions in 40% of the cases at least as this report says.
Staff of IT companies cry foul over work environment | Business Line
From India, Bengaluru
We don't want to create a lot of disgruntled employees out there who can be a real threat to people & society. Address this issue with compassion and fairness rather than highhandedness and prejudice, try to convince him how it is bad and can't be entertained. The normal course (show cause, powerplay)can be done by any layman- that is not what is expected from HR, where they are trained & qualified for it.
Unfortunately the human aspect is often being dismissed by HR actions in 40% of the cases at least as this report says.
Staff of IT companies cry foul over work environment | Business Line
From India, Bengaluru
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc