i have come across a situation where an employee abscond without informing us and joined other company overnight. he worked with us nearly 1 and half year. he was very productive, performer and prompt candidate. now he admitted that he came under someone's influence and took such step. after a month's time he is calling back and now saying he wants to rejoin the company.
what should i do in such scenario? should i consider his apology and give him 1 chance???
From India, Mumbai
1what should i do in such scenario? should i consider his apology and give him 1 chance???
From India, Mumbai
No one is indispensable.
What action was taken by your organisation after employee absconded?
Personally if I was in decision making seat, this employee should not be taken back.
However good he may be in work-EQ of employee is poor as evident that he gets influenced to abscond and within a month, finds himself unhappy in new company and wants to come back.
Actions are purely selfish and he keeps self above work interest.This is my reading of the psychology of employee.
Secondly on your query, please understand i is supposed to be capitalised.
Please make it a point to present queries in proper fashion.
Sentences begin with capital letters.
Take due care
From India, Pune
What action was taken by your organisation after employee absconded?
Personally if I was in decision making seat, this employee should not be taken back.
However good he may be in work-EQ of employee is poor as evident that he gets influenced to abscond and within a month, finds himself unhappy in new company and wants to come back.
Actions are purely selfish and he keeps self above work interest.This is my reading of the psychology of employee.
Secondly on your query, please understand i is supposed to be capitalised.
Please make it a point to present queries in proper fashion.
Sentences begin with capital letters.
Take due care
From India, Pune
Thank you sir for your prompt reply on my query. Will take care of such small mistakes while writing...
From India, Mumbai
From India, Mumbai
Dear Sankalp,
This is in addition to what Mr Nathrao has said. In fact, I am going to recommend what he recommended but in different words.
Your company is a business enterprise and not a rehabilitation centre. If some employee abandons the employment then you need to follow procedure for indiscipline. Abandonment of employment is nothing but breaching the trust. Why you would like to reemploy someone who had ditched you?
Maintaining culture of discipline in the company is utmost important. If you reemploy this person, it will send a wrong message to others. Notwithstanding one's stellar performance, one who crosses a line discipline, must be dealt accordingly.
If this person had submitted letter of resignation, completed a notice period and had a smooth separation, then you could have considered his reemployment. But this is not his case. Therefore, I strongly oppose his reinstatement.
Thanks,
Dinesh Divekar
From India, Bangalore
This is in addition to what Mr Nathrao has said. In fact, I am going to recommend what he recommended but in different words.
Your company is a business enterprise and not a rehabilitation centre. If some employee abandons the employment then you need to follow procedure for indiscipline. Abandonment of employment is nothing but breaching the trust. Why you would like to reemploy someone who had ditched you?
Maintaining culture of discipline in the company is utmost important. If you reemploy this person, it will send a wrong message to others. Notwithstanding one's stellar performance, one who crosses a line discipline, must be dealt accordingly.
If this person had submitted letter of resignation, completed a notice period and had a smooth separation, then you could have considered his reemployment. But this is not his case. Therefore, I strongly oppose his reinstatement.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Sankalp,
In the captioned subject both the senior collegues have provided most valued opinion.
The posting reveals the past of the employee has remained satisfactory and was productive,performer and prompt. While a person gives his confesson, admit his mistakes and begs apology is enough to consider for amensty. But..................>
Have you seek the decission of your head of the establishment over the matter? In particular situation the decission of head of the institution is final. The role of HR department is to provide policy related coments to HOE for decission making. [Did the work hamper in absence? Did you fill the vacancy arises out of absence?What you do you do with the additional person on absorption?]
This is a policy matter because the discipline within the establishment is associated with the decission. Many a times decission is being taken seing the gravity of situation which is commonly known as a special case.
Any decission under immotion may spoil the future.
From India, Mumbai
In the captioned subject both the senior collegues have provided most valued opinion.
The posting reveals the past of the employee has remained satisfactory and was productive,performer and prompt. While a person gives his confesson, admit his mistakes and begs apology is enough to consider for amensty. But..................>
Have you seek the decission of your head of the establishment over the matter? In particular situation the decission of head of the institution is final. The role of HR department is to provide policy related coments to HOE for decission making. [Did the work hamper in absence? Did you fill the vacancy arises out of absence?What you do you do with the additional person on absorption?]
This is a policy matter because the discipline within the establishment is associated with the decission. Many a times decission is being taken seing the gravity of situation which is commonly known as a special case.
Any decission under immotion may spoil the future.
From India, Mumbai
Dear Colleague,
I beg to differ with my learned colleagues.
In my view the facts have to be ascertained to enable taking right decision.
Here is a case of an employee who on record appears to have absconded , joined another company without following separation terms, and after a month wants to rejoin because of repentance at wrong decision . The question is what is the right decision, whether to reemploy because of he was productive, performer and prompt employee or deny him that opportunity.
His plus points are his proven good performance during one and half years' service. His negative point is he absconded suddenly and joined another company breaching employment terms which is grave mistake.
Before recommending to higher management, you keep your mind open and in face to face talk with him , ascertain as to the full circumstances which led him to abscond and also whether he is sincerely repenting his decision to leave under some wrong influence.
If your findings reveal that there is strong merit in his say, ask him to put the entire sequence of events leading to what made him to abscond and his sincere apology for the same with a request to reconsider him for reemployment.
At this stage, I would like to take a view that his good performance should weigh more in the context of his acceptance of absconding as grave mistake and his genuine repentance for it.
I think if the above process or for that matter any other way the facts prove that it was a decision on his part taken under misleading influences and he fell prey to it for which he now sincerely repents and he goes on record on it , it amply merits considering him for reemployment.
Anyway , the final call is to be taken by you and your management.
Although I fully accept that the person has indulged in an act of indiscipline and nobody is indispensable , still everything always need not be viewed as black and white situation as there are shades of grey in between.
Vinayak Nagarkar
HR- Consultant.
From India, Mumbai
I beg to differ with my learned colleagues.
In my view the facts have to be ascertained to enable taking right decision.
Here is a case of an employee who on record appears to have absconded , joined another company without following separation terms, and after a month wants to rejoin because of repentance at wrong decision . The question is what is the right decision, whether to reemploy because of he was productive, performer and prompt employee or deny him that opportunity.
His plus points are his proven good performance during one and half years' service. His negative point is he absconded suddenly and joined another company breaching employment terms which is grave mistake.
Before recommending to higher management, you keep your mind open and in face to face talk with him , ascertain as to the full circumstances which led him to abscond and also whether he is sincerely repenting his decision to leave under some wrong influence.
If your findings reveal that there is strong merit in his say, ask him to put the entire sequence of events leading to what made him to abscond and his sincere apology for the same with a request to reconsider him for reemployment.
At this stage, I would like to take a view that his good performance should weigh more in the context of his acceptance of absconding as grave mistake and his genuine repentance for it.
I think if the above process or for that matter any other way the facts prove that it was a decision on his part taken under misleading influences and he fell prey to it for which he now sincerely repents and he goes on record on it , it amply merits considering him for reemployment.
Anyway , the final call is to be taken by you and your management.
Although I fully accept that the person has indulged in an act of indiscipline and nobody is indispensable , still everything always need not be viewed as black and white situation as there are shades of grey in between.
Vinayak Nagarkar
HR- Consultant.
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Legal Clarification on Absconding Employee, Contract Labour Engagement & Leave Entitlement Ammen.pdf
Employee Appraisal Form new.doc