Better you do nothing right now unless s/he claim pay for the worked-days. In that case, s/he should be governed by the terms of letter of appointment regarding payment and notic period.
From Pakistan, Rawalpindi
Acknowledge(0)
Amend(0)
1From Pakistan, Rawalpindi
Acknowledge(0)Amend(0)
Dear Member,
Did he sign any Letter of Intent or Offer/Appointment Letter at the time of his selection? If not, then since he did not collect his offer letter or give any confirmation, therefore, he doesn't stand liable for any misconduct case in your organization, even though he had submitted his documents and joined for a week.
You may write an email to make him aware of his gross conduct and that he won't receive his salary for the days he worked in your organization. Hence, his details will be updated in your company records, and he will not be able to apply with your organization in the future because of his absconding case.
You shall update your records and be cautious of his application in the future and cascade the same information to the respective teams in your organization.
Thanks,
Neha
From India, Delhi
Acknowledge(0)Amend(0)
Did he sign any Letter of Intent or Offer/Appointment Letter at the time of his selection? If not, then since he did not collect his offer letter or give any confirmation, therefore, he doesn't stand liable for any misconduct case in your organization, even though he had submitted his documents and joined for a week.
You may write an email to make him aware of his gross conduct and that he won't receive his salary for the days he worked in your organization. Hence, his details will be updated in your company records, and he will not be able to apply with your organization in the future because of his absconding case.
You shall update your records and be cautious of his application in the future and cascade the same information to the respective teams in your organization.
Thanks,
Neha
From India, Delhi
Acknowledge(0)Amend(0)
Dear Neelam,
It is usually the practice that whenever someone is looking for a job/change, they apply at 'n' places. If they get shortlisted at more than one place, they weigh all the pros and cons of both organizations and accordingly accept the one they feel is better or best.
Coming to your case, the person joined on the 26th, worked for 4 days, was absent from the 1st, and resigned on the 3rd - Monday. As is obvious and as they stated, they have got a better opportunity.
You mentioned they have not accepted/taken their appointment letter. So there is no clause of absconding. You can just say that you would not be processing their 4 days' salary to communicate to others that such practices are not entertained. But beyond that, nothing else needs to be done.
Since they don't even have a copy of the appointment letter, they don't even need to give an official resignation. But out of good nature, they have informed you about their future plans.
Each one of us has a right to decide on our better future, don't we? Would we not switch if we get better opportunities - salary, profile, location, work-life balance, future growth, whatever it is. Nothing out of the world was performed. So just chill.
And as I said, there's no exchange of the appointment letter and acceptance of it, there's little you could do to make them stay.
Hope this helps.
From India, Mumbai
Acknowledge(0)Amend(0)
It is usually the practice that whenever someone is looking for a job/change, they apply at 'n' places. If they get shortlisted at more than one place, they weigh all the pros and cons of both organizations and accordingly accept the one they feel is better or best.
Coming to your case, the person joined on the 26th, worked for 4 days, was absent from the 1st, and resigned on the 3rd - Monday. As is obvious and as they stated, they have got a better opportunity.
You mentioned they have not accepted/taken their appointment letter. So there is no clause of absconding. You can just say that you would not be processing their 4 days' salary to communicate to others that such practices are not entertained. But beyond that, nothing else needs to be done.
Since they don't even have a copy of the appointment letter, they don't even need to give an official resignation. But out of good nature, they have informed you about their future plans.
Each one of us has a right to decide on our better future, don't we? Would we not switch if we get better opportunities - salary, profile, location, work-life balance, future growth, whatever it is. Nothing out of the world was performed. So just chill.
And as I said, there's no exchange of the appointment letter and acceptance of it, there's little you could do to make them stay.
Hope this helps.
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Neelam,
As he has not collected the Appointment Letter, there is no point in depending on the Terms & Conditions of Appointment. That is where we have to make sure that we have received his acceptance of the Offer before joining or on the day of joining he has acknowledged/accepted the Offer/Appointment Letter and its Terms & Conditions. Once the employee accepts/signs the Terms & Conditions of employment, then only we can think of further actions if he absconds/leaves without intimation.
When an employee absconds, there is no need to think of payments as it is a valid/authorized reason to stop payment even for 4 days. If he has absconded/not reported due to the work environment, it is our responsibility to take care of the working environment.
In the given situation, it is of no use even if we think of actions, ignore him, and plan for further hiring. It is my practical experience, and we have not seen anyone taking action on a 4-day worked employee who has not agreed to the Terms & Conditions.
From India, Hyderabad
Acknowledge(0)Amend(0)
As he has not collected the Appointment Letter, there is no point in depending on the Terms & Conditions of Appointment. That is where we have to make sure that we have received his acceptance of the Offer before joining or on the day of joining he has acknowledged/accepted the Offer/Appointment Letter and its Terms & Conditions. Once the employee accepts/signs the Terms & Conditions of employment, then only we can think of further actions if he absconds/leaves without intimation.
When an employee absconds, there is no need to think of payments as it is a valid/authorized reason to stop payment even for 4 days. If he has absconded/not reported due to the work environment, it is our responsibility to take care of the working environment.
In the given situation, it is of no use even if we think of actions, ignore him, and plan for further hiring. It is my practical experience, and we have not seen anyone taking action on a 4-day worked employee who has not agreed to the Terms & Conditions.
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Neelam,
I would like to make a few observations. In my opinion:
1) It is a good practice to hand over the appointment letter on the day an employee joins as a part of enhancing the "feel-good" factor and extending a warm welcome to a new employee coming aboard (especially those who are entering employment for the first time). To make this happen within existing processes:
(a) Documents that need to be collected/verified should be appended as an Annexure to the offer letter.
(b) The appointment letter may be amended to mention that it is subject to verification of documents and references to accommodate internal procedures.
2) Perhaps it is not right to use the word "absconding" in this situation as you may not have agreed upon the terms/process of separation in the offer letter, besides the fact that he (by your own admission) has informed you. The term is perhaps more appropriate when an employee is aware of the process and terms of separation and does not attend the office without information to and with the consent of the employer.
3) While it is true that such things do happen, in case it is more than a one-off situation, there is perhaps a reason to look within to understand the reasons for such action and possibly try to identify such instances in the selection process itself.
4) Since the appointment letter was never signed off by the employee, a "withdrawal of the offer" is better than a "termination of employment" since the employee-employer relationship does not exist on records.
I hope these observations are helpful. Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
I would like to make a few observations. In my opinion:
1) It is a good practice to hand over the appointment letter on the day an employee joins as a part of enhancing the "feel-good" factor and extending a warm welcome to a new employee coming aboard (especially those who are entering employment for the first time). To make this happen within existing processes:
(a) Documents that need to be collected/verified should be appended as an Annexure to the offer letter.
(b) The appointment letter may be amended to mention that it is subject to verification of documents and references to accommodate internal procedures.
2) Perhaps it is not right to use the word "absconding" in this situation as you may not have agreed upon the terms/process of separation in the offer letter, besides the fact that he (by your own admission) has informed you. The term is perhaps more appropriate when an employee is aware of the process and terms of separation and does not attend the office without information to and with the consent of the employer.
3) While it is true that such things do happen, in case it is more than a one-off situation, there is perhaps a reason to look within to understand the reasons for such action and possibly try to identify such instances in the selection process itself.
4) Since the appointment letter was never signed off by the employee, a "withdrawal of the offer" is better than a "termination of employment" since the employee-employer relationship does not exist on records.
I hope these observations are helpful. Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Neelamsn,
Nowadays, it is a trend for new joiners, especially in IT organizations, to receive the offer letter and then negotiate with other companies. Even a slight increase in the offer prompts them to leave.
I suggest avoiding the issuance of a signed offer letter. Instead, provide a soft copy as the offer letter. Additionally, issue the appointment letter after 7 working days from the date of joining.
In cases where an employee decides to leave the organization or discontinue their employment, kindly inquire about the reason for their decision. It is important to mention that this information will be communicated to their new organization during the HR reference check.
Warm regards,
Pranab Chakraborty
From India, Mumbai
Acknowledge(0)Amend(0)
Nowadays, it is a trend for new joiners, especially in IT organizations, to receive the offer letter and then negotiate with other companies. Even a slight increase in the offer prompts them to leave.
I suggest avoiding the issuance of a signed offer letter. Instead, provide a soft copy as the offer letter. Additionally, issue the appointment letter after 7 working days from the date of joining.
In cases where an employee decides to leave the organization or discontinue their employment, kindly inquire about the reason for their decision. It is important to mention that this information will be communicated to their new organization during the HR reference check.
Warm regards,
Pranab Chakraborty
From India, Mumbai
Acknowledge(0)Amend(0)
Frankly, there is not much that you can do. A letter of appointment has been issued but not collected by him. Therefore, the terms and conditions of the appointment have not been agreed upon by him. As an organization, you don't have an accepted copy of his letter of appointment to be able to demonstrate that he has accepted the terms of employment, including the notice period. Technically speaking, he is not even an employee, so where is the question of accepting his resignation?
At best, what can be done is to formally advise him, at his last recorded address in your files, that since he has left without accepting the appointment letter, no salary would be payable to him. Thereafter, just close the case. Incidentally, he cannot be termed as absconding either because he never joined your organization.
From India, Bangalore
Acknowledge(0)Amend(0)
At best, what can be done is to formally advise him, at his last recorded address in your files, that since he has left without accepting the appointment letter, no salary would be payable to him. Thereafter, just close the case. Incidentally, he cannot be termed as absconding either because he never joined your organization.
From India, Bangalore
Acknowledge(0)Amend(0)
No need to worry about him just closed the file. Dont release his salary, no need to ask reason, dont asking notice period.
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Pranab,
It is not exactly because of the fashion that they justify it as the IT world/corporate style. When an employer doesn't have a project, they fire employees for whatever reason and hire when there is a demand. Employees also adopt the same culture, playing with companies, and ultimately putting pressure on the hiring manager/HR manager.
As Kalyan said, if everything/process is streamlined prior to his employment/on the date of joining (DOJ), such as referral checks, background verification, and acceptance/approval of terms and conditions, he wouldn't try to run away from the company, as all his referrals know about his new employment.
Moreover, an employee's selection depends on the size of the company and the standard of the company in the market, not necessarily the high salary.
From India, Hyderabad
Acknowledge(0)Amend(0)
It is not exactly because of the fashion that they justify it as the IT world/corporate style. When an employer doesn't have a project, they fire employees for whatever reason and hire when there is a demand. Employees also adopt the same culture, playing with companies, and ultimately putting pressure on the hiring manager/HR manager.
As Kalyan said, if everything/process is streamlined prior to his employment/on the date of joining (DOJ), such as referral checks, background verification, and acceptance/approval of terms and conditions, he wouldn't try to run away from the company, as all his referrals know about his new employment.
Moreover, an employee's selection depends on the size of the company and the standard of the company in the market, not necessarily the high salary.
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear All,
As Neleem said, the employee did not collect his appointment letter, so the organization has nothing to do against him. Even the salary payment may not be a strong tool to bring him back (only two to three days).
Neleem, you have to think carefully as each action you will take represents and reflects the image of your organization. I believe the reference check process should have indicated something to you about his personality. If he is a junior staff and can be easily replaced, then let him go and start looking into your list of backups. If he is a senior candidate and you need him, then please invite him for a meeting and see what you, as an organization, can do in order to get him back. Maybe you should have exited him in the first two days of his induction process. Please look into the induction and possibilities of retaining the person.
Good luck
From Egypt, Aswan
Acknowledge(0)Amend(0)
As Neleem said, the employee did not collect his appointment letter, so the organization has nothing to do against him. Even the salary payment may not be a strong tool to bring him back (only two to three days).
Neleem, you have to think carefully as each action you will take represents and reflects the image of your organization. I believe the reference check process should have indicated something to you about his personality. If he is a junior staff and can be easily replaced, then let him go and start looking into your list of backups. If he is a senior candidate and you need him, then please invite him for a meeting and see what you, as an organization, can do in order to get him back. Maybe you should have exited him in the first two days of his induction process. Please look into the induction and possibilities of retaining the person.
Good luck
From Egypt, Aswan
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.