Dear Jayanthi
Whether you are facing a dilemma on accounts of Ethics or Technicalities, its not clear.
But irrespective of the nature, if you are unsure of the proper line of action; then its a good sign, that your thinking is not corrupted as yet.
If a person has left you without notice, he has committed a breach of confidemce. If your company/management wants to pay him back in the same coin, then its fine. Go ahead.
But, I would like to know, by adopting what means - fair or foul; you came to know about his whereabouts ?
Had you not known this, what would you have done?
If you wish to play a fair game, while adopting the stance that he is still your employee (since he has not tendered resignation nor relieved), then take action as you would do with people who have not been attending duty (absent) without prior leave or information. Then follow-up accordingly, including subsequent termination of service etc.
But if you wish to seek vendetta, make it a prestige issue, set a horrifying example for others by teaching him a lesson; then of course, there is no stopping you or your company. Go ahead, "Make Your Day" !!!
Warm regards.
From India, Delhi
1426Whether you are facing a dilemma on accounts of Ethics or Technicalities, its not clear.
But irrespective of the nature, if you are unsure of the proper line of action; then its a good sign, that your thinking is not corrupted as yet.
If a person has left you without notice, he has committed a breach of confidemce. If your company/management wants to pay him back in the same coin, then its fine. Go ahead.
But, I would like to know, by adopting what means - fair or foul; you came to know about his whereabouts ?
Had you not known this, what would you have done?
If you wish to play a fair game, while adopting the stance that he is still your employee (since he has not tendered resignation nor relieved), then take action as you would do with people who have not been attending duty (absent) without prior leave or information. Then follow-up accordingly, including subsequent termination of service etc.
But if you wish to seek vendetta, make it a prestige issue, set a horrifying example for others by teaching him a lesson; then of course, there is no stopping you or your company. Go ahead, "Make Your Day" !!!
Warm regards.
From India, Delhi
hi jayanthi,
you have done your bit and as instructed by your management. now the ball is in the other companies' court - how they go about is their headache. they can have him or release him. withhold his payments till you get a satisfactory response. if he sends his resignation now, accept it and deduct the notice period payment in lieu of notice not served.
also send the letter that his services stand terminated (and not relieved). there's a clear difference.
From India, Madras
you have done your bit and as instructed by your management. now the ball is in the other companies' court - how they go about is their headache. they can have him or release him. withhold his payments till you get a satisfactory response. if he sends his resignation now, accept it and deduct the notice period payment in lieu of notice not served.
also send the letter that his services stand terminated (and not relieved). there's a clear difference.
From India, Madras
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
Enforcement of negative covenants in employment terms.pdf