Dear All,
Thank you for your valuable feedback.Please find my comments below.
Dear Mr.Mahesh,
By registered post we have sent letter asking for explanation.
Also, we have specified in the letter saying termination without notice will be considered as disciplinary action and terminated without notice.
Dear Chonds/Mr.Dheeraj,
I accept your suggestion and as you siad we had a personal discussion with the concerned workmen and found to know that he is denying the true reason of his absence unaware that we have the proof.
Dear ommygautam,
We do not have a standing order since we are lees than 50 in strength.
Dear Mr.Tarte,
I agree to your point.
Dear Saswata Bannerjee,
We are sure about the fact he has lied to us and still continue to do. we have evidence as well.
Thank you all for your valuable views. Appreciate your responses. It was of great help.
Thanks...
From India, Madras
2Thank you for your valuable feedback.Please find my comments below.
Dear Mr.Mahesh,
By registered post we have sent letter asking for explanation.
Also, we have specified in the letter saying termination without notice will be considered as disciplinary action and terminated without notice.
Dear Chonds/Mr.Dheeraj,
I accept your suggestion and as you siad we had a personal discussion with the concerned workmen and found to know that he is denying the true reason of his absence unaware that we have the proof.
Dear ommygautam,
We do not have a standing order since we are lees than 50 in strength.
Dear Mr.Tarte,
I agree to your point.
Dear Saswata Bannerjee,
We are sure about the fact he has lied to us and still continue to do. we have evidence as well.
Thank you all for your valuable views. Appreciate your responses. It was of great help.
Thanks...
From India, Madras
then you have to follow Model Standing order; and as i told you for issuing him notice. pl. issue him notice again and again. after 05 or 06 notice you can take decision for termination.
langauage are -
Dear Mr. X
pl. find the reference of your letter no. A, B, C, & D on dated you are informed for stoping your absent from duty without any information. but till today you do not have any change of your habit for absent. according to this i think you are not intrested to do the work with company and you have no any attachment with the peoduction. so as per your activity managment has decieded to take the stickt action agaist you and you are terminated from -------------( dated). your total amount of Full & Fianl is ---------( amount of f&f) via cheque no.---------------is attached with letter.
thanks & regards,
for ---------- ( Company Name)
Authiorised Signatory
CC to-
DLC
ALC
Labour Inspector.
( pl. not that all notice which was given to employee is send to Above offices also.)
From India, Rudarpur
langauage are -
Dear Mr. X
pl. find the reference of your letter no. A, B, C, & D on dated you are informed for stoping your absent from duty without any information. but till today you do not have any change of your habit for absent. according to this i think you are not intrested to do the work with company and you have no any attachment with the peoduction. so as per your activity managment has decieded to take the stickt action agaist you and you are terminated from -------------( dated). your total amount of Full & Fianl is ---------( amount of f&f) via cheque no.---------------is attached with letter.
thanks & regards,
for ---------- ( Company Name)
Authiorised Signatory
CC to-
DLC
ALC
Labour Inspector.
( pl. not that all notice which was given to employee is send to Above offices also.)
From India, Rudarpur
Dear RA778
As being the HR of a company by my self, you must have a company policy in stand which should clear all these things, for e.g in my company's policy i have clearly defined
ABSENCE WITHOUT PRIOR APPROVAL
Absence without Prior Approval
In the event, any employee absents himself/herself from the service beyond 5 working days without any prior approval from the immediate Supervisor; it will be the responsibility of the immediate Supervisor to intimate the HR Department besides the concerned department Head in writing.
The HR Department will send a Letter (Registered AD) at employee’s residence asking him/her to state the reasons of absence and resume services with in a maximum of 5 working.
If the employee does not join with in 5 working days from the receipt of notice, the HR department will initiate the exit procedure by sending a Letter of Abandonment to the concerned employee (Regd. AD). The Separation Note and other steps follow thereafter.
From India, Delhi
As being the HR of a company by my self, you must have a company policy in stand which should clear all these things, for e.g in my company's policy i have clearly defined
ABSENCE WITHOUT PRIOR APPROVAL
Absence without Prior Approval
In the event, any employee absents himself/herself from the service beyond 5 working days without any prior approval from the immediate Supervisor; it will be the responsibility of the immediate Supervisor to intimate the HR Department besides the concerned department Head in writing.
The HR Department will send a Letter (Registered AD) at employee’s residence asking him/her to state the reasons of absence and resume services with in a maximum of 5 working.
If the employee does not join with in 5 working days from the receipt of notice, the HR department will initiate the exit procedure by sending a Letter of Abandonment to the concerned employee (Regd. AD). The Separation Note and other steps follow thereafter.
From India, Delhi
Hi,
I do agree with few of my friends who have said that termination is not the solution. Being as a H.R person first dig out the history of that employee why is he doing so and what is forcing him to do rather directly checking out ur standing orders and all. As it can be major IR issue if u terminate any employee without mentioned in ur standing orders. Then u have to give warning letters to the employee keeping govt. officials as CC so that it becomes easier to terminate.
Hope it would help u to know how sensitive the matter is , when it comes to termination..................
Regards
Sandeep
From United States, Cambridge
I do agree with few of my friends who have said that termination is not the solution. Being as a H.R person first dig out the history of that employee why is he doing so and what is forcing him to do rather directly checking out ur standing orders and all. As it can be major IR issue if u terminate any employee without mentioned in ur standing orders. Then u have to give warning letters to the employee keeping govt. officials as CC so that it becomes easier to terminate.
Hope it would help u to know how sensitive the matter is , when it comes to termination..................
Regards
Sandeep
From United States, Cambridge
Make attempts to get hold of him prior to hastly taking any decision to terminate his service. Send him a telegram which must read as follows:
According to our records you have been absent from work without authorisation as of _______ to date (Total number of days absent= ). Please note that that you are in breach of your contract of employment and of your duty as an employee to provide your services. This situation is unacceptable.
You are requested to report to work immediately on receipt of this communication, failing which your continued absence will be regarded as desertion and will be dealt with in terms of XYZ Ltd Disciplinary Code. Please note that should you fail to report to work within 24 hours of receipt of this letter, you will be dismissed for desertion and said dismissal will be confirmed in writing.
From Germany
According to our records you have been absent from work without authorisation as of _______ to date (Total number of days absent= ). Please note that that you are in breach of your contract of employment and of your duty as an employee to provide your services. This situation is unacceptable.
You are requested to report to work immediately on receipt of this communication, failing which your continued absence will be regarded as desertion and will be dealt with in terms of XYZ Ltd Disciplinary Code. Please note that should you fail to report to work within 24 hours of receipt of this letter, you will be dismissed for desertion and said dismissal will be confirmed in writing.
From Germany
Hi, I am abirami.MBA graduate . i have 7 yrs work experience in marketing & admin line. so, i want HR related work details.
From India, Bangalore
From India, Bangalore
Make your bigger and bigger
1. By issuing Show cause notice
2. By issuing warning warning letter keeping the L.O in CC
3. By making a disciplinary comittie
Hope this would help u a lot .
Regards
Sandeep Thakur
From United States, Cambridge
1. By issuing Show cause notice
2. By issuing warning warning letter keeping the L.O in CC
3. By making a disciplinary comittie
Hope this would help u a lot .
Regards
Sandeep Thakur
From United States, Cambridge
Replies in this thread seem to miss some vital points the original post makes.
1. It's not a question of habitual absence. Its a question of absence without approval and lying as to the reason for absence.
2. The company has less than 50 employees and standing orders (model or certified) does not apply
3. The person has already joined back. Ther is no question of sending a telegram asking him to join in 5 days, etc
What is in question here now, is that whether his lying about his wife's illness is a valid ground for termination. I do not think it is a problem. But ofcourse, I have limited experiance in this matter
From India, Mumbai
1. It's not a question of habitual absence. Its a question of absence without approval and lying as to the reason for absence.
2. The company has less than 50 employees and standing orders (model or certified) does not apply
3. The person has already joined back. Ther is no question of sending a telegram asking him to join in 5 days, etc
What is in question here now, is that whether his lying about his wife's illness is a valid ground for termination. I do not think it is a problem. But ofcourse, I have limited experiance in this matter
From India, Mumbai
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No Due Certificate.doc
Termination-emp loyment_563.pdf