Hi Shekhar,
Legally, employee has to go by the policy. It would completely depend on what the emp is suffering with. The managemet can always take a decision if the reason if serious but if it is only a trick to get out of the company; it would be a problem. The Org can take a legal action or will black list your name which could be problem during ref checks.
JC
From India, Bangalore
Legally, employee has to go by the policy. It would completely depend on what the emp is suffering with. The managemet can always take a decision if the reason if serious but if it is only a trick to get out of the company; it would be a problem. The Org can take a legal action or will black list your name which could be problem during ref checks.
JC
From India, Bangalore
Hi Durga/Menakshi
These days whenever companies are inducting fresh recruits into their rolls they verify cross checks the antecedents of the employee through agencies into referral checks .
you may communicate to him/her that if the outstanding amount is deposited back you will be forced to give negitive/censure to the verifiying agency which may mar their future employability .
This has worked for us , you may try at your end and see the difference .
Regards
Kapill
From India, Delhi
These days whenever companies are inducting fresh recruits into their rolls they verify cross checks the antecedents of the employee through agencies into referral checks .
you may communicate to him/her that if the outstanding amount is deposited back you will be forced to give negitive/censure to the verifiying agency which may mar their future employability .
This has worked for us , you may try at your end and see the difference .
Regards
Kapill
From India, Delhi
Durga,
This is the common problem which we all face in the market. now the question is.........what should we do?? right......Shall we ignore or neglect this type of persons without doing anything or should we take any initiatives........see in this case....... I am quite disagree with my other chr frnds... we must do some legal actions against those persons........."jo samjte he ki co. wale kya karenge......? Notice diya toh diya nahi diya to nahi diya????? so we should make them clear ki......nahi boss co. ke rules follow nahi kiye to problem ho sakti he........Ye sab kis liye karna he toh......ki...kal koi dusra hamari co. me aisa na kare......Right.........
Now what should be the Legal Steps ur co. can take...........
First ur company can file a civil suit to recover access money paid in the form of salary....see here the amt. would be less but our ur co.'s intention would be to set an example ki nahi boss aisa nahi karna chahiye tha...isse future me bhi koi employee aisa karnese do baar sochega.........Yes IT WILL TAKE A LONG TIME.........but Time jyaada jaayega uss hisaab se soch ke toh bethe nahi reh sakte na.......aur joh 10-12 saal ki baat mere ek frnd ne idhar boli........waisa nahi hota he yaaro.........sabhi cases aur sabhi courts me 10-12 saal nahi lagte.......
One more thing here your co. can do is to file a criminal complaints relating to that sim card and all these things against that person.This may not stand legally or we u might not prove ur ligality at the end but ur co.'s intention would clear ki nahi usse sabak sikhana he aur example set karna he.......is case se kya hoga ki usse har taarikh pe court me present rehna padega......apni JOB ME SE CHHUTI LE KE...... ek bhi baar absent raha toh sidha Warrant..........So woh sab kaam kaaz chhod ke aayega......... Now from ur side too...one man should present before the court.......no problem kisi bhi employee ko khada kar do......See kisi bhi org. ke saamne individual ki utni hesiyat nahi hoti ki woh khada rahe sake.......Hope u understand wat i mean to say......
Mana ki Indian Law Procedure time leti he......par result bhi deti he....aur fir DER AAYE DURUST AAYE..........
So I would suggest ur co. to do legal actions against this man......without worring about the expense and time consumtion. (One more thing this will not affect ur business as well coz ur top management does not need to spare time to handle this case while on the other hand that person has to spare his time, money, and kaafi kuchh......)
From India, Bombay
1This is the common problem which we all face in the market. now the question is.........what should we do?? right......Shall we ignore or neglect this type of persons without doing anything or should we take any initiatives........see in this case....... I am quite disagree with my other chr frnds... we must do some legal actions against those persons........."jo samjte he ki co. wale kya karenge......? Notice diya toh diya nahi diya to nahi diya????? so we should make them clear ki......nahi boss co. ke rules follow nahi kiye to problem ho sakti he........Ye sab kis liye karna he toh......ki...kal koi dusra hamari co. me aisa na kare......Right.........
Now what should be the Legal Steps ur co. can take...........
First ur company can file a civil suit to recover access money paid in the form of salary....see here the amt. would be less but our ur co.'s intention would be to set an example ki nahi boss aisa nahi karna chahiye tha...isse future me bhi koi employee aisa karnese do baar sochega.........Yes IT WILL TAKE A LONG TIME.........but Time jyaada jaayega uss hisaab se soch ke toh bethe nahi reh sakte na.......aur joh 10-12 saal ki baat mere ek frnd ne idhar boli........waisa nahi hota he yaaro.........sabhi cases aur sabhi courts me 10-12 saal nahi lagte.......
One more thing here your co. can do is to file a criminal complaints relating to that sim card and all these things against that person.This may not stand legally or we u might not prove ur ligality at the end but ur co.'s intention would clear ki nahi usse sabak sikhana he aur example set karna he.......is case se kya hoga ki usse har taarikh pe court me present rehna padega......apni JOB ME SE CHHUTI LE KE...... ek bhi baar absent raha toh sidha Warrant..........So woh sab kaam kaaz chhod ke aayega......... Now from ur side too...one man should present before the court.......no problem kisi bhi employee ko khada kar do......See kisi bhi org. ke saamne individual ki utni hesiyat nahi hoti ki woh khada rahe sake.......Hope u understand wat i mean to say......
Mana ki Indian Law Procedure time leti he......par result bhi deti he....aur fir DER AAYE DURUST AAYE..........
So I would suggest ur co. to do legal actions against this man......without worring about the expense and time consumtion. (One more thing this will not affect ur business as well coz ur top management does not need to spare time to handle this case while on the other hand that person has to spare his time, money, and kaafi kuchh......)
From India, Bombay
Hello Malikji,
From the thread I understand that you're knowledgeable wrt to F&F.
I need assistance on the following scenario,
I worked with a MNC and during my employment, I developed a serious illness of seizures due to which I took medical leave and when doc's advised me not to work at all I went on loss of pay, eventually I received a letter stating that I'd been separated from my company due to absence from work (though I'd kept my HR posted on the illness). Above all I received the separation/termination letter with a retrospective date(around 7 months) on it.
Now for the F&F the company has sent me a recovery notice (which includes things like-negative salary,salary advance and notice period salary). I want to mention here that my salary was not being paid as I was on leave w/o pay.
Can you please suggest what to do. In case you don't have any reservations you can reply directly to
.
From United States, San Francisco
From the thread I understand that you're knowledgeable wrt to F&F.
I need assistance on the following scenario,
I worked with a MNC and during my employment, I developed a serious illness of seizures due to which I took medical leave and when doc's advised me not to work at all I went on loss of pay, eventually I received a letter stating that I'd been separated from my company due to absence from work (though I'd kept my HR posted on the illness). Above all I received the separation/termination letter with a retrospective date(around 7 months) on it.
Now for the F&F the company has sent me a recovery notice (which includes things like-negative salary,salary advance and notice period salary). I want to mention here that my salary was not being paid as I was on leave w/o pay.
Can you please suggest what to do. In case you don't have any reservations you can reply directly to
From United States, San Francisco
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