I have an issue regarding an employee absconding for almost a week. She did call me on Feb 2nd, saying there is an emergency and she needs to be in her hometown. She mentioned that she would call me about her return dates once she reached her hometown, but she never did. Later, I contacted her on the 5th of Feb, and she said that she would not be able to come back as her father wants her to take care of their family business. Despite having an argument with her family, they insist that she stays back. She mentioned that she would send an email regarding the same, but I never received it to date.
I have been asked to email her asking for an explanation. Do I need to mention the talks we had or is there a specific format to follow?
From India, Bangalore
4I have been asked to email her asking for an explanation. Do I need to mention the talks we had or is there a specific format to follow?
From India, Bangalore
Sandhya,
If you've been asked for an explanation, explain all that you had communicated with the employee. If you have any emails on it, document them. Based on that, you can send a warning note or final communication.
Thanks,
JB
From India, Ahmadabad
If you've been asked for an explanation, explain all that you had communicated with the employee. If you have any emails on it, document them. Based on that, you can send a warning note or final communication.
Thanks,
JB
From India, Ahmadabad
Dear [Recipient],
In my view, you have received a letter stating that according to the attendance records, you have been absent from so and so date. Please explain why disciplinary action should not be initiated against you. Do not mention any telephonic conversations.
Thank you.
JS Malik
From India, Delhi
In my view, you have received a letter stating that according to the attendance records, you have been absent from so and so date. Please explain why disciplinary action should not be initiated against you. Do not mention any telephonic conversations.
Thank you.
JS Malik
From India, Delhi
Dear Sandhya,
I think you should mention the details of the interaction that you have had with the employee in the email and ask her to confirm the details of the same. Following this, you should send a warning letter informing her that she has been absconding and necessary actions, as per your company policy, will be taken if she does not revert with an explanation regarding her actions.
Thank you.
I think you should mention the details of the interaction that you have had with the employee in the email and ask her to confirm the details of the same. Following this, you should send a warning letter informing her that she has been absconding and necessary actions, as per your company policy, will be taken if she does not revert with an explanation regarding her actions.
Thank you.
Hi,
Keep a record of all written correspondence or emails. If available, send a registered notice via post through your legal department, where the recipient will need to sign upon receipt. Issue a stern warning to prompt a response. It is worth noting that individuals, particularly women, may feel pressured by warnings, which could lead to a response.
Please be aware that telephonic conversations will not be considered in this matter.
Aparna
From India, Salai
Keep a record of all written correspondence or emails. If available, send a registered notice via post through your legal department, where the recipient will need to sign upon receipt. Issue a stern warning to prompt a response. It is worth noting that individuals, particularly women, may feel pressured by warnings, which could lead to a response.
Please be aware that telephonic conversations will not be considered in this matter.
Aparna
From India, Salai
Dear, if you don't have any written intimation about extending leave, then as per the appointment letter, you can issue a show-cause letter to the employee. Send it via registered AD. If there is no response, you can proceed with issuing a termination letter.
From India, Bangalore
From India, Bangalore
Hi,
You should mention all the conversation you had with her. You have waited so many days, which means you have given the person the opportunity to reply. What you can do is: Send her a warning letter mentioning that she should join immediately or she would be terminated. This will help you; I have practiced in my earlier organization, and it works. The employee either returns/calls/replies to the letter.
Regards,
SDB
You should mention all the conversation you had with her. You have waited so many days, which means you have given the person the opportunity to reply. What you can do is: Send her a warning letter mentioning that she should join immediately or she would be terminated. This will help you; I have practiced in my earlier organization, and it works. The employee either returns/calls/replies to the letter.
Regards,
SDB
Hi Sandhya,
Probably, my suggestion here would be to speak with her colleagues if you can get any insights. Maybe she has gone on a personal emergency. To maintain an employer-employee relationship, it will be great if you do this before you proceed.
Many Thanks,
Srini.
From India, Madras
Probably, my suggestion here would be to speak with her colleagues if you can get any insights. Maybe she has gone on a personal emergency. To maintain an employer-employee relationship, it will be great if you do this before you proceed.
Many Thanks,
Srini.
From India, Madras
Hi Sandhya,
In most companies, there is usually a clause in the appointment letter stating that if an employee is absent from work for more than 3 consecutive days without informing management or the Human Resources Department, then management reserves the right to terminate the services of that employee with immediate effect.
If you have such a clause in your appointment/confirmation letter, please quote the same in the email that you will be sending her. In the event that you decide to terminate the services of the employee, also mention that due to her uninformed absence, the business interests of the company have been adversely affected. Therefore, the company has decided to forfeit any pending salary owed and, as a disciplinary action, will not issue a relieving letter or experience certificate.
I hope this makes sense to you.
From India, Pune
In most companies, there is usually a clause in the appointment letter stating that if an employee is absent from work for more than 3 consecutive days without informing management or the Human Resources Department, then management reserves the right to terminate the services of that employee with immediate effect.
If you have such a clause in your appointment/confirmation letter, please quote the same in the email that you will be sending her. In the event that you decide to terminate the services of the employee, also mention that due to her uninformed absence, the business interests of the company have been adversely affected. Therefore, the company has decided to forfeit any pending salary owed and, as a disciplinary action, will not issue a relieving letter or experience certificate.
I hope this makes sense to you.
From India, Pune
Dear Sandhya,
Please send a warning letter giving the employee 5 days to respond. If she responds, then take appropriate action. If she does not, then issue a second warning letter giving her another 5 days to reply, stating that failure to respond will result in termination.
If there is no response to the second letter, proceed with issuing the termination letter.
Swati
From India, Bangalore
Please send a warning letter giving the employee 5 days to respond. If she responds, then take appropriate action. If she does not, then issue a second warning letter giving her another 5 days to reply, stating that failure to respond will result in termination.
If there is no response to the second letter, proceed with issuing the termination letter.
Swati
From India, Bangalore
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