First, you must send a primary showcase notice to the employee and provide them with an opportunity to respond to the notice. Following this, you will conduct a departmental inquiry if the employee claims they are being exploited by you or are experiencing stress. In such cases, you cannot take any action against them.
From India, Rajkot
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From India, Rajkot
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Hello Deepak_6,
Your initial postings gave the impression that there were MANY employees who are leaving without fulfilling the Notice Period norm.
This looks more like an HR issue than a general trend.
Coming to the specific issue about your Accountant, has he been taken into confidence about the transfer—or was it a sort of 'you MUST go' Order situation?
Did the Appointment Letter contain clauses about being transferable & if Yes, on what conditions [some Companies have additional allowances when an employee is transferred from the home-base, since Location is usually the First criterion why an individual joins any Company].
Like Nathrao pointed out, legal remedy ought to be the LAST measure—and that too when what's at stake is very critical. This is NOT to justify the situation, but is driven more by the practicalities of the legal processes.
With respect to your line "how can we stop such cases from the legal point of view means what should be clauses or other things which can be treated as valid before the court," please note that incorporating suitable clauses to handle the legal aspects is JUST AN ADDITIONAL measure from the HR perspective—to handle Worst-case-Scenarios.
But what ought to COME BEFORE is the human-to-human contact & smooth interaction with the employees—irrespective of whether they are in single digits OR in thousands. If this aspect is not covered by your HR, then howsoever ironclad your Agreements are, you are bound to fall into such situations.
Suggest using this situation/case to improve your HR practices & policies.
All the Best.
Rgds,
TS
From India, Hyderabad
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1650Your initial postings gave the impression that there were MANY employees who are leaving without fulfilling the Notice Period norm.
This looks more like an HR issue than a general trend.
Coming to the specific issue about your Accountant, has he been taken into confidence about the transfer—or was it a sort of 'you MUST go' Order situation?
Did the Appointment Letter contain clauses about being transferable & if Yes, on what conditions [some Companies have additional allowances when an employee is transferred from the home-base, since Location is usually the First criterion why an individual joins any Company].
Like Nathrao pointed out, legal remedy ought to be the LAST measure—and that too when what's at stake is very critical. This is NOT to justify the situation, but is driven more by the practicalities of the legal processes.
With respect to your line "how can we stop such cases from the legal point of view means what should be clauses or other things which can be treated as valid before the court," please note that incorporating suitable clauses to handle the legal aspects is JUST AN ADDITIONAL measure from the HR perspective—to handle Worst-case-Scenarios.
But what ought to COME BEFORE is the human-to-human contact & smooth interaction with the employees—irrespective of whether they are in single digits OR in thousands. If this aspect is not covered by your HR, then howsoever ironclad your Agreements are, you are bound to fall into such situations.
Suggest using this situation/case to improve your HR practices & policies.
All the Best.
Rgds,
TS
From India, Hyderabad
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