Hi, Can anyone give me a view on employee absconding, like what period and time we need to send the letters?
From India, Bhiwani
From India, Bhiwani
421
Hi,
If employee is not reporting without any prior information for more than 3 days first you need to try to reach him through mobile / emergency contact number /email etc. In case if you were not able to reach the employee then dispatch warning letter through RPAD advising employee to report back to work.
From India, Madras
If employee is not reporting without any prior information for more than 3 days first you need to try to reach him through mobile / emergency contact number /email etc. In case if you were not able to reach the employee then dispatch warning letter through RPAD advising employee to report back to work.
From India, Madras
Hi Bhawana,
When dealing with an employee absconder situation, the timing of sending letters is crucial. Typically, it is recommended to initiate communication promptly after the employee has been absent without authorization for a certain period of time, usually after 2-3 consecutive days. This communicates the seriousness of the situation and allows the company to begin the necessary procedures. Additionally, it's important to ensure that the communication is in compliance with company policies and legal regulations
Thanks
From India, Bangalore
When dealing with an employee absconder situation, the timing of sending letters is crucial. Typically, it is recommended to initiate communication promptly after the employee has been absent without authorization for a certain period of time, usually after 2-3 consecutive days. This communicates the seriousness of the situation and allows the company to begin the necessary procedures. Additionally, it's important to ensure that the communication is in compliance with company policies and legal regulations
Thanks
From India, Bangalore
If an employee is continuously absenting, following procedure can be followed:
a) Try to reach him on his mobile or call his wife / friends etc.
b) Check with his colleagues working in the office who are staying nearby.
c) If possible, visit his house if he is a good guy and find out what is the reason. Sometime, it would be a genuine reason as well. You can also send a union member if he is a workman or a HR guy if he is a staff to his residence.
d) Send out a whatsapp message to the employee to report for duty.
e) Send an advice letter by RPAD after a week's time to report for duty.
f) Send a second letter by RPAD after 10 days to report for duty.
g) Send a show cause notice by RPAD for his unauthorized absence.
h) Conduct enquiry as per procedure and take further action.
i) If none of the above letters / SCN are getting served, then, release a paper publication and proceed with the domestic enquiry.
There could be various reasons why an employee will abscond such as indebtedness, suicide, accident, alcoholic, extra marital affair, love, secondary business, health issue etc. Need to find out what is the real reason and take action accordingly. If it is a genuine reason, then, help the employee to come out of it to the best extent possible.
Regards,
From India, Madras
a) Try to reach him on his mobile or call his wife / friends etc.
b) Check with his colleagues working in the office who are staying nearby.
c) If possible, visit his house if he is a good guy and find out what is the reason. Sometime, it would be a genuine reason as well. You can also send a union member if he is a workman or a HR guy if he is a staff to his residence.
d) Send out a whatsapp message to the employee to report for duty.
e) Send an advice letter by RPAD after a week's time to report for duty.
f) Send a second letter by RPAD after 10 days to report for duty.
g) Send a show cause notice by RPAD for his unauthorized absence.
h) Conduct enquiry as per procedure and take further action.
i) If none of the above letters / SCN are getting served, then, release a paper publication and proceed with the domestic enquiry.
There could be various reasons why an employee will abscond such as indebtedness, suicide, accident, alcoholic, extra marital affair, love, secondary business, health issue etc. Need to find out what is the real reason and take action accordingly. If it is a genuine reason, then, help the employee to come out of it to the best extent possible.
Regards,
From India, Madras
If the employee concerned is absent for 1-2 days, you may neglect the same. However, you need to ask him/her and demand explanation for his/her absence from dutry. If the period is more, you need to initiate disciplinary action against him/her viz. Issuing advice memos, warning letters, SCNs, Charge sheet/Charge sheet-cum-Suspension order, as the case may be. Alternatively you can send your representative to his family or contact his/her relatives (who are declared by the employee as Emergency contact persons).
Remember, .always weigh more, principle of natural justice than legal action/disciplinary action
From India, Aizawl
Remember, .always weigh more, principle of natural justice than legal action/disciplinary action
From India, Aizawl
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.
Employee Appraisal Form new.doc