Hello Everybody,
I would like to request your views on a scenario where an employee has been working in an organization and then goes absconding. This situation creates a very difficult task for the recruiter to go through the same process :(
Regards,
Rajashri
From India, Mumbai
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11I would like to request your views on a scenario where an employee has been working in an organization and then goes absconding. This situation creates a very difficult task for the recruiter to go through the same process :(
Regards,
Rajashri
From India, Mumbai
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Hi,
You can withhold the salary of an employee if you believe they will not continue with the company.
All new employees should receive proper training, an updated salary, and a healthy work environment. This will help the new employee feel valued, engaged, and appreciated.
Another policy to consider is requesting the original academic certificates to be deposited with the company upon joining. This measure can ensure that the employee fulfills their notice period and properly resigns.
You may also explore the option of holding the Provident Fund (PF).
I hope the information provided above is helpful to you.
Thanks and Regards,
Preethi Aruja
Email: pritiaruja@gmail.com
From India, Pune
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You can withhold the salary of an employee if you believe they will not continue with the company.
All new employees should receive proper training, an updated salary, and a healthy work environment. This will help the new employee feel valued, engaged, and appreciated.
Another policy to consider is requesting the original academic certificates to be deposited with the company upon joining. This measure can ensure that the employee fulfills their notice period and properly resigns.
You may also explore the option of holding the Provident Fund (PF).
I hope the information provided above is helpful to you.
Thanks and Regards,
Preethi Aruja
Email: pritiaruja@gmail.com
From India, Pune
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Rajashri,
Of course, it is a very difficult task for the recruiter to provide the replacement for the absconding employees. They have little option, as it is everywhere in every industry and it cannot be stopped. The only reason is that the employee got an offer from another organization, and that organization doesn't give any time for the candidate to join. They simply put pressure on the candidate to join within a week or ten days, and they are even ready to compensate for the loss to the candidate from the previous organization.
So, who is at fault in this scenario?
It can't be stopped, but definitely, it can be reduced by providing a better working atmosphere.
I have some different views compared to Preethi because you have to build faith in the employee towards the organization. By doing that, you will be losing the faith of the employee at the very initial stage. Also, such practices only work for the short term, not for the long term. For the growth of the company, these kinds of practices should be avoided.
(Vaise, how are you?)
Hello Everybody,
I would like to request your views on a situation where an employee has been working in an organization and then goes absconding. Kindly share your thoughts on the same.
This creates a very difficult task for the recruiter to go through the same process :(
Regards, Rajashri
From India, Delhi
Acknowledge(0)Amend(0)
Of course, it is a very difficult task for the recruiter to provide the replacement for the absconding employees. They have little option, as it is everywhere in every industry and it cannot be stopped. The only reason is that the employee got an offer from another organization, and that organization doesn't give any time for the candidate to join. They simply put pressure on the candidate to join within a week or ten days, and they are even ready to compensate for the loss to the candidate from the previous organization.
So, who is at fault in this scenario?
It can't be stopped, but definitely, it can be reduced by providing a better working atmosphere.
I have some different views compared to Preethi because you have to build faith in the employee towards the organization. By doing that, you will be losing the faith of the employee at the very initial stage. Also, such practices only work for the short term, not for the long term. For the growth of the company, these kinds of practices should be avoided.
(Vaise, how are you?)
Hello Everybody,
I would like to request your views on a situation where an employee has been working in an organization and then goes absconding. Kindly share your thoughts on the same.
This creates a very difficult task for the recruiter to go through the same process :(
Regards, Rajashri
From India, Delhi
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Hi Rajashri,
When an employee absconds, we need to understand the reason for it. If it is because of company-related issues such as lack of proper orientation, uninformed shift plans/extended shifts, or lack of guidance from the manager, the reason must be analyzed and addressed immediately with the concerned managers to prevent the issue from arising again.
If the fault lies with the employee, you can withhold their salary or certificates, which should be a part of your policy.
I have experience as a recruiter in the early stages of my career, and I understand the frustration of having to rework on the same positions. It's important to take it positively as part of our job, as in most cases, we end up replacing employees. Only in a few instances, we may offer candidates a newly designed role or position.
Regards,
GVS
From India, Madras
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When an employee absconds, we need to understand the reason for it. If it is because of company-related issues such as lack of proper orientation, uninformed shift plans/extended shifts, or lack of guidance from the manager, the reason must be analyzed and addressed immediately with the concerned managers to prevent the issue from arising again.
If the fault lies with the employee, you can withhold their salary or certificates, which should be a part of your policy.
I have experience as a recruiter in the early stages of my career, and I understand the frustration of having to rework on the same positions. It's important to take it positively as part of our job, as in most cases, we end up replacing employees. Only in a few instances, we may offer candidates a newly designed role or position.
Regards,
GVS
From India, Madras
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Hi all,
Great comments. A simple question: mostly you will find employees abscond on the first or 2nd of every month. How can you hold salaries for those employees? First, analyze the reason why the employee is absconding. Try to get in touch with them and after you analyze the reason, try to solve the problem. It is not only recruiters but the entire organization that suffers. I understand that recruits suffer the most, but even the cost of replacement for the organization is very high in such cases.
The day an employee joins the organization is very important because the initial process starts from day one, so the impact of day one is very high on the employees. Make employee-centric policies; employee engagement should be on a higher scale. If employee engagement is high and the employee is engaged in their work, the chances of them absconding from their duties become very low.
From India, New Delhi
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Great comments. A simple question: mostly you will find employees abscond on the first or 2nd of every month. How can you hold salaries for those employees? First, analyze the reason why the employee is absconding. Try to get in touch with them and after you analyze the reason, try to solve the problem. It is not only recruiters but the entire organization that suffers. I understand that recruits suffer the most, but even the cost of replacement for the organization is very high in such cases.
The day an employee joins the organization is very important because the initial process starts from day one, so the impact of day one is very high on the employees. Make employee-centric policies; employee engagement should be on a higher scale. If employee engagement is high and the employee is engaged in their work, the chances of them absconding from their duties become very low.
From India, New Delhi
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When a person is recruited in an organization, why is it the responsibility of the recruiter? A good employee, if does not like the atmosphere of the organization, it is the responsibility of the company to the employee. Every employee has the right to get a good salary, good atmosphere, and respect. The organization has to make a rule that an employee, for any reason, absconding from duty, may advise his/her boss within 2 days about his/her whereabouts.
From India, Indore
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From India, Indore
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Raji,
Jaise is duniya mein aaye hue har insan ko ek din jana hota hai, thik wese hi har organization mein aaye hue har employee ko ek din jana hi hota hai. If you are a recruiter, then you will have to do your karma and should not be bothered about the result, as said by Shri Krishna in Bhagavad Gita.
Send a written warning to the absconded employee and start looking for a new one. Rest, you cannot do anything as policies need to be changed at the discretion of the management and cannot be changed by the recruiters.
Enjoy!
From India, Delhi
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Jaise is duniya mein aaye hue har insan ko ek din jana hota hai, thik wese hi har organization mein aaye hue har employee ko ek din jana hi hota hai. If you are a recruiter, then you will have to do your karma and should not be bothered about the result, as said by Shri Krishna in Bhagavad Gita.
Send a written warning to the absconded employee and start looking for a new one. Rest, you cannot do anything as policies need to be changed at the discretion of the management and cannot be changed by the recruiters.
Enjoy!
From India, Delhi
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We forget that change is something inevitable. I was a faithful employee of an Insurance Company for 19 years. However, instead of promoting me, they transferred me to a lower position. I approached the High Court and obtained a stay. Consequently, they have initiated "disciplinary proceedings" and have suspended me because of the so-called "grave" charges of leaving headquarters, etc.
From India, Ajmer
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From India, Ajmer
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Sahi kaha Bhakt....... parivartan sansar ka niyam hai ise bhul kar tumne jo paap kiya us ki saja tumhe mil gai........... be careful from next time.................
From India, Delhi
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From India, Delhi
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Legal Clarification on Absconding Employee, Contract Labour Engagement & Leave Entitlement Ammen.pdf
Employee Engagement Study.doc