When employee suddenly quits job also without any information or a resignation letter and without a notice period. so what can we do ? and also help for what I can add in our HR procedure to decrease that types of flaws?
From India, Ahmedabad
1From India, Ahmedabad
Dear Colleague,
In the booming employment market, such scenario is quite common and most of the organizations face similar challenges. Unless the Talents have some basic ethics, it can not be addressed. It is quite unfortunate that such talents miss professional ethics and they spoil the organization's business.
Generally :
- Strengthen the good work atmosphere and work culture in the organization which the employees may not like to miss by leaving / try to have strong retention plans
- Introduce early prediction of such shocking attritions by having systems like RAG TAG Model ( Red Amber Green bucketing of talents based on internal feel from boss, hr etc)
- Have strong clause in the Appointment Order saying that " The job contract can be terminated either side by giving 3 months notice either side or compensating wages for 3 months in lieu of notice period service; however management reserves the right to terminate the services of any employees for a valid reason without any prior notice but by paying 3 months' wages etc........."
- Have a system of Performance Pay system in a deferred manner that they get the performance pay only during next financial year subject to the condition that they are on service on the date of declaration of such payment
- You can have a negative review in the BVG process as and when called by the employee's future employers
- You may hold giving experience certificate for such employees as it is not a legal requirement
- You may send notice stating that it is not correct on the part of the talent abruptly leaving service and in such situation as an employer process the F&F and relieve the employee from services. F&F will be processed upon returning company properties if any and submitting no dues clearance from the boss. Normally there will be change of less probability of response back from such employees.
If you have clause on employment contract you may take it to legal action before Court of Law but it will be cost involving and long term as well as affect market information about the employer.
But in reality no one can stop such leaving of talents. We can not react so strongly to such situations considering Organization's reputation and not to give a negative signal to other existing talents and so on.
These are some thoughts on such matters for your further own steps for your organization
From India, Chennai
In the booming employment market, such scenario is quite common and most of the organizations face similar challenges. Unless the Talents have some basic ethics, it can not be addressed. It is quite unfortunate that such talents miss professional ethics and they spoil the organization's business.
Generally :
- Strengthen the good work atmosphere and work culture in the organization which the employees may not like to miss by leaving / try to have strong retention plans
- Introduce early prediction of such shocking attritions by having systems like RAG TAG Model ( Red Amber Green bucketing of talents based on internal feel from boss, hr etc)
- Have strong clause in the Appointment Order saying that " The job contract can be terminated either side by giving 3 months notice either side or compensating wages for 3 months in lieu of notice period service; however management reserves the right to terminate the services of any employees for a valid reason without any prior notice but by paying 3 months' wages etc........."
- Have a system of Performance Pay system in a deferred manner that they get the performance pay only during next financial year subject to the condition that they are on service on the date of declaration of such payment
- You can have a negative review in the BVG process as and when called by the employee's future employers
- You may hold giving experience certificate for such employees as it is not a legal requirement
- You may send notice stating that it is not correct on the part of the talent abruptly leaving service and in such situation as an employer process the F&F and relieve the employee from services. F&F will be processed upon returning company properties if any and submitting no dues clearance from the boss. Normally there will be change of less probability of response back from such employees.
If you have clause on employment contract you may take it to legal action before Court of Law but it will be cost involving and long term as well as affect market information about the employer.
But in reality no one can stop such leaving of talents. We can not react so strongly to such situations considering Organization's reputation and not to give a negative signal to other existing talents and so on.
These are some thoughts on such matters for your further own steps for your organization
From India, Chennai
It is mentioned that the employee has quit , but is there any rule in your company for presuming voluntary abandonment of the job? If it is not there then you need to take disciplinary action. M ere absence alone cannot lead to such a presumption. You need to give clear notice and the employee ought to have received such communication and yet not reported before drawing the presumption of voluntary abandonment. Pl come with more details to give a definite opinion
From India, Mumbai
From India, Mumbai
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