Hello,
I Have Came Across With A Situation Where We Selected One Candidate And he has joined the company. But he has not yet taken the appointment letter and has been absence to work from past 25 Days. He has taken the leave permission for 15 days and being informed via SMS that he is not feeling weell and extending the leaves. We have provided him Laptop and phone. We need to terminate him from the services legally. So, Can We Take Any Legal Actions Against That Candidate In This Case?
Experts Please Give Your Views.
From India, Bangalore
I Have Came Across With A Situation Where We Selected One Candidate And he has joined the company. But he has not yet taken the appointment letter and has been absence to work from past 25 Days. He has taken the leave permission for 15 days and being informed via SMS that he is not feeling weell and extending the leaves. We have provided him Laptop and phone. We need to terminate him from the services legally. So, Can We Take Any Legal Actions Against That Candidate In This Case?
Experts Please Give Your Views.
From India, Bangalore
Greetings,
You have offered him the Laptop and the cell phone , which means you had legally completed the induction process and the employee had wilfully signed in. Assuming that there is enough signing-off that had happened, please be prepared with those documents as proof to claim the equipments back.
Please act as early as possible. You have to send him three letters, first being the notification of him not reporting and consequences of it. Clearly mention the time within which he needs to respond, such 24 hours to 3 days.
If no intimation is received, please initiate the next level, notifying him that no intimation from him will lead to a temporary pause in his employment.
The third would be sent to him at the end of 21 days, notifying him that his employment would be terminated and if he doesn't handover the office equipment including the Laptop and the phone , an FIR would be lodged.
On the contrary , have you checked his conditions in person? Would anyone from your team or his team, check what is he going through? Please investigate well to ensure a just procedure with him. It shouldn't be the case that , he is going though real trouble and gets axed from his job too.
Wish you all the best !
From India, Mumbai
1859You have offered him the Laptop and the cell phone , which means you had legally completed the induction process and the employee had wilfully signed in. Assuming that there is enough signing-off that had happened, please be prepared with those documents as proof to claim the equipments back.
Please act as early as possible. You have to send him three letters, first being the notification of him not reporting and consequences of it. Clearly mention the time within which he needs to respond, such 24 hours to 3 days.
If no intimation is received, please initiate the next level, notifying him that no intimation from him will lead to a temporary pause in his employment.
The third would be sent to him at the end of 21 days, notifying him that his employment would be terminated and if he doesn't handover the office equipment including the Laptop and the phone , an FIR would be lodged.
On the contrary , have you checked his conditions in person? Would anyone from your team or his team, check what is he going through? Please investigate well to ensure a just procedure with him. It shouldn't be the case that , he is going though real trouble and gets axed from his job too.
Wish you all the best !
From India, Mumbai
Dear Swamy,
This is in addition to what (Cite Contribution) has said.
You have issued to the employee few company assets. Do you have proper records of the transfer of assets? This is something important.
Second thing is about procedural flaw in your company. Appointment letter is a contract between employer and employee. Your company has allotted assets to the employee even before the establishment of proper employer-employee relationship. What was the hurry to do that?
Third thing is about making personal visit to employee's home or last known address. Has anyone visited? Is he really sick or he has joined some other employment? If he has changed his address or joined somewhere else then it could pose huge problem to you.
Thanks,
Dinesh Divekar
From India, Bangalore
This is in addition to what (Cite Contribution) has said.
You have issued to the employee few company assets. Do you have proper records of the transfer of assets? This is something important.
Second thing is about procedural flaw in your company. Appointment letter is a contract between employer and employee. Your company has allotted assets to the employee even before the establishment of proper employer-employee relationship. What was the hurry to do that?
Third thing is about making personal visit to employee's home or last known address. Has anyone visited? Is he really sick or he has joined some other employment? If he has changed his address or joined somewhere else then it could pose huge problem to you.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Friend
You should follow the below mentioned procedure :-
Issue Show Cause Notice and advice him to return back on duty without any delay.
Since the management has issued some assets and he taking plea to be sick , immediately
send / rush an admin personnel to check his status either temp address / or permanent address
If any thing objectionable check the references which he had made in resume or joining details, he will definitely come and join or submit company assets.
If yet not, be alert in future to issue such assets only after after completion of all relevant formalities even BG verification.
it is not necessary that all fishes are black in ponds.
Thanks
From India
You should follow the below mentioned procedure :-
Issue Show Cause Notice and advice him to return back on duty without any delay.
Since the management has issued some assets and he taking plea to be sick , immediately
send / rush an admin personnel to check his status either temp address / or permanent address
If any thing objectionable check the references which he had made in resume or joining details, he will definitely come and join or submit company assets.
If yet not, be alert in future to issue such assets only after after completion of all relevant formalities even BG verification.
it is not necessary that all fishes are black in ponds.
Thanks
From India
I wonder to know that a candidate was allowed to join without delivery of appointment letter! Not only that he was issued with some of the assets of the company to keep in possession without completion of proper formalities of joining as an employee!! Still another strange thing is that he was sanctioned leave also for 15 days ar the very start of his service, when he would not have been entitled to that!!!
How and in what circumstances that was allowed to happen, can you please clarify. I am of the view that you have not provided the very essential bare facts of the case to help the members to arrive at some appropriate opinion.
From India, Delhi
How and in what circumstances that was allowed to happen, can you please clarify. I am of the view that you have not provided the very essential bare facts of the case to help the members to arrive at some appropriate opinion.
From India, Delhi
"" But he has not yet taken the appointment letter and has been absence to work from past 25 Days. ""
The first thing would have been on joining to take a copy of appointment order duly signed as accepting all terms and conditions.This has been overlooked.
What type of leave has he been granted?
15 days of paid/unpaid leave??
I do hope he has signed and received company property.
Now to terminate him you will have to follow full procedure of show cause notice,domestic enquiry etc.
Meantime ask him to return company property immediately.
What is evident is that proper HR procedures do not exist and if they exist have been overlooked.
This has caused a situation where your equipment has been handed over and employee has not been coming to office or intimating any problem which he might have been facing.
From India, Pune
The first thing would have been on joining to take a copy of appointment order duly signed as accepting all terms and conditions.This has been overlooked.
What type of leave has he been granted?
15 days of paid/unpaid leave??
I do hope he has signed and received company property.
Now to terminate him you will have to follow full procedure of show cause notice,domestic enquiry etc.
Meantime ask him to return company property immediately.
What is evident is that proper HR procedures do not exist and if they exist have been overlooked.
This has caused a situation where your equipment has been handed over and employee has not been coming to office or intimating any problem which he might have been facing.
From India, Pune
I think you are making out a case out of nothing. However answer is nothing can be done. Please look in to your own system and pose problems. Dr Aloke Chakravartty MD, Disha Education ltd
From India, Raipur
From India, Raipur
Dear Members All of u have discussed the matter on above issue But what can we understand with response by honorable Mr AK Chakrvarti
From India
From India
Mr. Chakravartty seems to be 100% right. The querist has also not responded to my question. No response fro the querist, itself is a proof that he posted just a hypothetical query.
From India, Delhi
From India, Delhi
Dear
Please give the background of the Case.
Without those information, prima-facie, it appears to be a case of neglegience by the HR deptt. in making undue haste without completing the essential formalities.
This might sound harsh, but Show-Cause Notice must also be issued to the HR concerned.
Those who would differ with this opinion, may kindly answer whether they would like to have such HR executives in their team ??
Warm regards.
From India, Delhi
Please give the background of the Case.
Without those information, prima-facie, it appears to be a case of neglegience by the HR deptt. in making undue haste without completing the essential formalities.
This might sound harsh, but Show-Cause Notice must also be issued to the HR concerned.
Those who would differ with this opinion, may kindly answer whether they would like to have such HR executives in their team ??
Warm regards.
From India, Delhi
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