Good Morning, One girl joined as a Digital Marketing Executive in our organization. She worked for 2 days. After that, she went on leave saying that her cousin expired. She was neither answering the call nor turned up to the office. Through an unknown source, we heard that she is attending the interview in some other organization. Can anyone guide me on what type of action to be taken against her? So that this type of behavior is not repeated further anymore by anybody.
From India, Hyderabad
From India, Hyderabad
I am assuming you don't want her any more.
If she is on probation, you can terminate her without reason.
If she is permanent, you need to send her a notice asking for her to rejoin, and you can conduct a domestic enquiry to verify the allegation. If she is attending interviews by giving a false reason for leave, it is a misconduct and you can have her employment terminated.
From India, Mumbai
2393If she is on probation, you can terminate her without reason.
If she is permanent, you need to send her a notice asking for her to rejoin, and you can conduct a domestic enquiry to verify the allegation. If she is attending interviews by giving a false reason for leave, it is a misconduct and you can have her employment terminated.
From India, Mumbai
As she worked only for 2 days and absconding, since then, it can be
inferred that she has voluntarily abandoned employment.
You can simply inform her, if you desire so, that her name
is removed from the muster roll of the company.
From India, Aizawl
inferred that she has voluntarily abandoned employment.
You can simply inform her, if you desire so, that her name
is removed from the muster roll of the company.
From India, Aizawl
It is expected of every employee that they either report for duty or apply for leave as eligible. The case where they neither report for duty nor apply for leave, amounts to abandonment of employment. The situation is further aggravated when the employee ignores notices from the company. In such cases of willful abandonment of employment, services could be terminated without too many a hassle.
From India, Kochi
From India, Kochi
Send a legal notice to re-join the company and if she rejects or ignores the message, get fired from the job based on the clause mentioned in the appointment letter, there is no need for her to devote valuable time, but send at least three legal notices for internal records, in order to avoid legal liability in future.
Thanks
From India, Gurgaon
Thanks
From India, Gurgaon
I feel something went wrong in your sourcing / selection / induction process. During the interview she must have been subjected to tremendous pressure in accepting your offer, by the interviewing committee. She worked only two days and still she is searching for placement, speaks some hiding truth in it.
No legal notice or termination order, will serve any useful purpose. Please try to understand what are the probable negative impact / impression she got it during the two days induction / work?
Candidates today are looking to join a company with an authentic culture and values. Whether or not the candidate interviewed is selected for the position, he or she must leave your offices with a positive experience. You invest a lot of effort in promoting your company’s culture, so make sure that the candidates you meet leave with a fair impression of it.
From India, Madras
No legal notice or termination order, will serve any useful purpose. Please try to understand what are the probable negative impact / impression she got it during the two days induction / work?
Candidates today are looking to join a company with an authentic culture and values. Whether or not the candidate interviewed is selected for the position, he or she must leave your offices with a positive experience. You invest a lot of effort in promoting your company’s culture, so make sure that the candidates you meet leave with a fair impression of it.
From India, Madras
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.
Part I Employee Action Analyse.doc
Employee Action Form -- DEMO.xls
Legal Clarification on Absconding Employee, Contract Labour Engagement & Leave Entitlement Ammen.pdf