Hi
One of my employee joined on 30th of june 2014. He took a leave on the 3rd july stating that his mom is not keeping well n need to take her to the doctor.
Just after 4 days ie. on 07.07.2014 he sent a Mail Stating that he is not keeping well n needs 1 week leave to recover from fever.
Again after 3 days on 10.07.2014 he sent his resignation mail stating that the distance from his house to the office is too much and hence he finds it difficult to travel (Actual travel is only 35km one way. n we have peolpe travelling for more then 50 km one way for work.)
I really don't know how to now reply to his resignation letter.
I even want to tel him that such attitude towards work will take him nowhere in near future.
From India, Bangalore
One of my employee joined on 30th of june 2014. He took a leave on the 3rd july stating that his mom is not keeping well n need to take her to the doctor.
Just after 4 days ie. on 07.07.2014 he sent a Mail Stating that he is not keeping well n needs 1 week leave to recover from fever.
Again after 3 days on 10.07.2014 he sent his resignation mail stating that the distance from his house to the office is too much and hence he finds it difficult to travel (Actual travel is only 35km one way. n we have peolpe travelling for more then 50 km one way for work.)
I really don't know how to now reply to his resignation letter.
I even want to tel him that such attitude towards work will take him nowhere in near future.
From India, Bangalore
Hi
Have you given the appointment to that employee? In that case what is the terms and conditions? At the time of interview you should have discussed about these things and should have taken the decision.
From India, Bangalore
639Have you given the appointment to that employee? In that case what is the terms and conditions? At the time of interview you should have discussed about these things and should have taken the decision.
From India, Bangalore
I believe he has than practically worked only for 30-1-2-4-5 (assuming you work on sat) 5 days for a week.
He went on leave on 7th on account of fever for a week.
He informed on 10th about his resignation due to travelling inconvenience.
If you have handed him over his appointment letter, it becomes necessary to give him his relieving letter else just keep the record in the system.
In his relieving letter, mention the following:
To whomsoever this may concern:
Mr/Ms XYZ has been associated with us from 30th June 2014. Since travelling is an issue for him, his/her resignation dated 10th July 2014 has been accepted and he/she has been relieved from his/her duties from the said day itself.
Since the person has been associated with us only for a short tenure of a week's time, we are unable to comment on his working behaviour.
HR
==================
Seniors please advice.
From India, Mumbai
He went on leave on 7th on account of fever for a week.
He informed on 10th about his resignation due to travelling inconvenience.
If you have handed him over his appointment letter, it becomes necessary to give him his relieving letter else just keep the record in the system.
In his relieving letter, mention the following:
To whomsoever this may concern:
Mr/Ms XYZ has been associated with us from 30th June 2014. Since travelling is an issue for him, his/her resignation dated 10th July 2014 has been accepted and he/she has been relieved from his/her duties from the said day itself.
Since the person has been associated with us only for a short tenure of a week's time, we are unable to comment on his working behaviour.
HR
==================
Seniors please advice.
From India, Mumbai
There are three issues involved. If an employee is on training or on probation and if there is a clause of serving of a notice period for leaving the service, then the resignation can be rejecting for non fulfillment of the contract of employment. As the concerned employee has worked for a very short time, I suppose that he is not a permanent employee. If at all he is a permanent employee, then you can refuse to accept the resignation by stating that he has not complied with the terms and conditions of the appointment order that is serving of the notice period.
In any case, it all depends on the policy of the Company. If the company does not want him, then you can plainly accept the resignation letter and relieve him from the services of the Company. But this might create a bad precedent as there is likelihood of this kind of tendency being developed in the Company. As the HR you should be the first to set a firm example as thereafter there are no possible complication like this.
From India, Pune
In any case, it all depends on the policy of the Company. If the company does not want him, then you can plainly accept the resignation letter and relieve him from the services of the Company. But this might create a bad precedent as there is likelihood of this kind of tendency being developed in the Company. As the HR you should be the first to set a firm example as thereafter there are no possible complication like this.
From India, Pune
Before taking up the job, the candidate / employee would have certainly known the distance from home to work and vice versa. It is funny to hear the excuse he is giving out now for resignation as long distance !. In any case, these days, it has become a standard excuse to quit the job on flimsy grounds. Obviously, he underwent an interview and now got a jobhence wanted to quit. I found a similar posting from a guy saying he wanted to quit a job within a week, as he got a better job; wanted to know how to go about it (may be the same guy !) There is no commitment from youngsterss these days;, they change jobs like changing shirts !
Strike off his name from your rolls, accept his resignation, do not pay any salary for this period and move forward. Find out who was the next wait-listed guy and ask him to join duty. These days dont get emotional or sentimental about guys joining or leaving.... Be in tune with the times...
Best wishes
From India
Strike off his name from your rolls, accept his resignation, do not pay any salary for this period and move forward. Find out who was the next wait-listed guy and ask him to join duty. These days dont get emotional or sentimental about guys joining or leaving.... Be in tune with the times...
Best wishes
From India
Dear Samrudhi,
Our learned HR experts have given you sound advice. As a retired academic, I have some observations. Really, the person has worked only 3 days: June 30, July 1 and 2. It is quite possible that his mother fell ill after he took up the job.and that the distance is a problem. I am originally from Bangalore and I find travelling 35 km is a lot of strain these days. Does the company provide transport or do the workers arrange their own? Even in the UK, where we have excellent roads, travelling 35 km can take well over an hour during peak periods.
As he has attended you really cannot withhold his pay that is due. Relieve him on compassionate grounds and make sure you conduct a thorough investigation before offering the job, in the future.
From United Kingdom
Our learned HR experts have given you sound advice. As a retired academic, I have some observations. Really, the person has worked only 3 days: June 30, July 1 and 2. It is quite possible that his mother fell ill after he took up the job.and that the distance is a problem. I am originally from Bangalore and I find travelling 35 km is a lot of strain these days. Does the company provide transport or do the workers arrange their own? Even in the UK, where we have excellent roads, travelling 35 km can take well over an hour during peak periods.
As he has attended you really cannot withhold his pay that is due. Relieve him on compassionate grounds and make sure you conduct a thorough investigation before offering the job, in the future.
From United Kingdom
As others opined, I don't think it's not a fit case to pursue any further. I could only guess he would have got better apptt. elsewhere or he didn't like the environment etc. As it happened during probation period nothing much you could do. Moreover such things are many now a days and I think you should not waste your time worrying on this anymore and close the file. I don't think you should even issue a relieving letter as he won't dare to come near you for this and move ahead, try to call the next man on your panel. Who know he/she could end up better suited to you than one who ran away.
From India, Bangalore
From India, Bangalore
Dear Madgaonkar,
Actually this case is not fit for any more discussions. The establishment door is for both for entry and exit. Nobody can compel to stick on one job. Dont waste further time. Better to send your acceptance letter since he has submitted his resignation and relieve him from the services. I presume that he may be probationer. During the probationery period either party can give one day notice as per normal practice. I do not know what you have mentioned in his appointment order.
Please see that during the course of interview you must constrain on the reliability of the candidate and proper evaluation of the before you appoint him. This is one of the most important thing and challenges to the HR executives.
Hope that your doubt is stands cleared. I presume are you from Margao-Goa.
Adoni Sugursh
Sr.Executive (Pers, Admin & Ind.Rels) Rtd
Labour Laws Consultant
From India, Bidar
Actually this case is not fit for any more discussions. The establishment door is for both for entry and exit. Nobody can compel to stick on one job. Dont waste further time. Better to send your acceptance letter since he has submitted his resignation and relieve him from the services. I presume that he may be probationer. During the probationery period either party can give one day notice as per normal practice. I do not know what you have mentioned in his appointment order.
Please see that during the course of interview you must constrain on the reliability of the candidate and proper evaluation of the before you appoint him. This is one of the most important thing and challenges to the HR executives.
Hope that your doubt is stands cleared. I presume are you from Margao-Goa.
Adoni Sugursh
Sr.Executive (Pers, Admin & Ind.Rels) Rtd
Labour Laws Consultant
From India, Bidar
Dear Samruddhi,
Having a look on your query, prima facie it can be concluded that the said employee is not interested to work for your company, and has initially given excuses so as to get an offer from some other company. Now I dont think retaining such employee is fruitful for any organisation, so better to ask him to come to the office and get his exit formalities done, you may also interact with him to know the exact reason of his dissatisfaction, as there are some circumstances wherein in the new joinee dont feel comfortable because of work environment.
From India, Kollam
Having a look on your query, prima facie it can be concluded that the said employee is not interested to work for your company, and has initially given excuses so as to get an offer from some other company. Now I dont think retaining such employee is fruitful for any organisation, so better to ask him to come to the office and get his exit formalities done, you may also interact with him to know the exact reason of his dissatisfaction, as there are some circumstances wherein in the new joinee dont feel comfortable because of work environment.
From India, Kollam
Dear Samrudhi,
its is purely his descretion that he wish to continue in the organization or not...the reason is whatever he is leaving the organization....
Being an HR u just check that what your company policies is stateing in such case.
Rest is story only.
Rgds
Abhay
Sr. HR
Mumbai
9969896360
From India, Mumbai
its is purely his descretion that he wish to continue in the organization or not...the reason is whatever he is leaving the organization....
Being an HR u just check that what your company policies is stateing in such case.
Rest is story only.
Rgds
Abhay
Sr. HR
Mumbai
9969896360
From India, Mumbai
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