Hi fellow members,
We have a person who joined us for precisely 27 days and has since not turned up for 4 days straight. From other employees we have heard that he has left and will not be joining, so base on this we are terminating his employment since he has not turned up nor he has resigned.
My confusion is how do we make his F&F? Do we pay him for the 27 days? Or do we deduct it from the fact that he has not turned up and not served any notice time. He is not a confirmed employee and still in his probation.
Please help me clarify this.
Thanks
From India, New Delhi
We have a person who joined us for precisely 27 days and has since not turned up for 4 days straight. From other employees we have heard that he has left and will not be joining, so base on this we are terminating his employment since he has not turned up nor he has resigned.
My confusion is how do we make his F&F? Do we pay him for the 27 days? Or do we deduct it from the fact that he has not turned up and not served any notice time. He is not a confirmed employee and still in his probation.
Please help me clarify this.
Thanks
From India, New Delhi
Hi,
There are two facts to be considered here,
Firstly the employee is on probation you have to pay him for whatever days he worked for ,also 4 days of leave without reason should not result in termination you can give him 6 -10 days max.
Secondly if you wish not to pay him you can raise the training cost incurred since he was in probation( not advisable).
If employees left comes down to Org and gives you valid reason of leaving , then as HR you can evaluate his psychology and settle his earnings.
Hope it was helpful
Thx
Nandita
From India, Bengaluru
1There are two facts to be considered here,
Firstly the employee is on probation you have to pay him for whatever days he worked for ,also 4 days of leave without reason should not result in termination you can give him 6 -10 days max.
Secondly if you wish not to pay him you can raise the training cost incurred since he was in probation( not advisable).
If employees left comes down to Org and gives you valid reason of leaving , then as HR you can evaluate his psychology and settle his earnings.
Hope it was helpful
Thx
Nandita
From India, Bengaluru
Indoscot,
There are a few options to deal with this.
1) You may add a clause in offer letter to terminate employment during probation with one day notice for future use, and if current letter does not have that clause, that will not work out for current case in hand.
2) You can compute F & F and keep it pending till he sends a query
3) You can terminate him and compute F & F and arrange to send cheque to employee's last known address.
4) I know a company that follows the idea at point no 2 above.
5) There are companies who try to collect information about absconding employee from the list of References given by the employee at the time of interview. If no or little information available then they may terminate the employment and compute F & F so that they can get replacement.
6) Send a Notice or warning letter to last known address of employee bringing out details of absenteeism and action being planned.
7) It is better to give a notice before terminating employment to be on safer side.
From India, Mumbai
There are a few options to deal with this.
1) You may add a clause in offer letter to terminate employment during probation with one day notice for future use, and if current letter does not have that clause, that will not work out for current case in hand.
2) You can compute F & F and keep it pending till he sends a query
3) You can terminate him and compute F & F and arrange to send cheque to employee's last known address.
4) I know a company that follows the idea at point no 2 above.
5) There are companies who try to collect information about absconding employee from the list of References given by the employee at the time of interview. If no or little information available then they may terminate the employment and compute F & F so that they can get replacement.
6) Send a Notice or warning letter to last known address of employee bringing out details of absenteeism and action being planned.
7) It is better to give a notice before terminating employment to be on safer side.
From India, Mumbai
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