5
ok......have gone through all the replies posted..thanks !!
First of all, we just had a case where an employee just mailed a resignation letter and left without serving notice period.
We have tried contacting him, but of no use.
Now , management will never want something like this to be repeated by this female.
Moreover, soon after she was hired, mgmt dint really find her to be the correct choice for this role , probably ceratainly not worth the money offered.
Feedback from her previous organisation has not been too encouraging as well.
She has joined us from a much reputed organisation where she was a not so good performer.
So our company just looks like a stop gap arrangement to her where she could get the desired hike and move out asap.
Now since, we have caught her looking for a change already , we would not like to take the same risk as the previous guy and look for a replacement asap.
Infact, we already have much better candidates in mind to replace her.
So, should'nt we find a better employee and let her find a better job ?
From India, Mumbai
First of all, we just had a case where an employee just mailed a resignation letter and left without serving notice period.
We have tried contacting him, but of no use.
Now , management will never want something like this to be repeated by this female.
Moreover, soon after she was hired, mgmt dint really find her to be the correct choice for this role , probably ceratainly not worth the money offered.
Feedback from her previous organisation has not been too encouraging as well.
She has joined us from a much reputed organisation where she was a not so good performer.
So our company just looks like a stop gap arrangement to her where she could get the desired hike and move out asap.
Now since, we have caught her looking for a change already , we would not like to take the same risk as the previous guy and look for a replacement asap.
Infact, we already have much better candidates in mind to replace her.
So, should'nt we find a better employee and let her find a better job ?
From India, Mumbai
You just need to review your recruitment policy and revise your HR and staff manuals, besides the terms & conditions included in contract or offer cum appointment letter. Nothing more.
Based on my practical experience of last more than 49 years, if your orgnization wish to hire our services to take appropriate consultancy or to revise such documents, you are welcome to contact at: [dcgroup1962@gmail.com]
From India, Delhi
Based on my practical experience of last more than 49 years, if your orgnization wish to hire our services to take appropriate consultancy or to revise such documents, you are welcome to contact at: [dcgroup1962@gmail.com]
From India, Delhi
As your management feels proper to do. It is a matter between the management and the employee. You desired our opinion. So we tried to bring to your knowledge about the legality of the proposed action. Nothing personal to any one of the members who tried to render you their advice to you.
From India, Delhi
From India, Delhi
My Dear Friend,
From what you have stated in your first post and what you are stating now, and the gap that is so visible, it is important that you word your post carefully so that it actually conveys what you intend to convey.
You post below gives the siiue a new dimension.
Please consider my observations in RED:
If you want to let her find a better job, then why terminate her services. Resgnation would lend grace to the occassion.[/COLOR]
Best Wishes,
Vasant Nair
From India, Mumbai
From what you have stated in your first post and what you are stating now, and the gap that is so visible, it is important that you word your post carefully so that it actually conveys what you intend to convey.
You post below gives the siiue a new dimension.
Please consider my observations in RED:
If you want to let her find a better job, then why terminate her services. Resgnation would lend grace to the occassion.[/COLOR]
Best Wishes,
Vasant Nair
From India, Mumbai
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