One of our employee is absconding and has left a very important project in mid-way.later on we came to know that he has joined some other company and has submitted documents with fraudulent signatures on them. how should we take action in suh senario
From India, Chandigarh
From India, Chandigarh
Hi,
If the information is correct & you know the details of the present employer then send a letter to the mailing address of your employee with a copy to the new employer. Basing on the reply from their end you can proceed legally.
Regards - kamesh
From India, Hyderabad
186If the information is correct & you know the details of the present employer then send a letter to the mailing address of your employee with a copy to the new employer. Basing on the reply from their end you can proceed legally.
Regards - kamesh
From India, Hyderabad
Hi Deepika ,
Kamesh is right if you have correct information and details about the absconding employee. you can proceed legally. Before that u must send the letter to that employee and current employer too.
Thanks
Mithlesh Sharma
From India, Delhi
Kamesh is right if you have correct information and details about the absconding employee. you can proceed legally. Before that u must send the letter to that employee and current employer too.
Thanks
Mithlesh Sharma
From India, Delhi
Dear Deepika
I want to suggest on this point little bit different, please issue a letter to him regarding this fraud, then file a complaint against him to the police department and then you issue him a chargesheet, and conduct domestic enquiry in respect of the charges levelled again him and arrange the proof regard the fraud in support of the charges levelled against him.
If you need any other clarification in this regard, you are most welcome.
From India, Gurgaon
I want to suggest on this point little bit different, please issue a letter to him regarding this fraud, then file a complaint against him to the police department and then you issue him a chargesheet, and conduct domestic enquiry in respect of the charges levelled again him and arrange the proof regard the fraud in support of the charges levelled against him.
If you need any other clarification in this regard, you are most welcome.
From India, Gurgaon
Thank you all for your prompt replies. My confusion as of now is what should be the first letter that i should issue him... Absconding letter or show cause notice or chargesheet him. Please help
From India, Chandigarh
From India, Chandigarh
Dear Deepika
First of all you please issue him letter of absentism, then after 10 days issue him another letter with reference to your earlier letter, then issue him third letter with reference to your earlier two letters thereafter wait for atleast a week then issue him chargesheet.
From India, Gurgaon
First of all you please issue him letter of absentism, then after 10 days issue him another letter with reference to your earlier letter, then issue him third letter with reference to your earlier two letters thereafter wait for atleast a week then issue him chargesheet.
From India, Gurgaon
Hi.. you can talk with that employee and then tell him that you have to do payoff resign otherwise company will take action against you for fraud.
From India, Pune
From India, Pune
Dear Deepika,
You can take the following step against a fraudulent employee:
1) Issue Show cause notice at his last known address for absenting unauthorisedly including discontinuation of the important project;
2) If no resaponse, remind him after a gap of about 10-15 days to reply to show cause notice;
3) Issue Charge Sheet;
4) Set up domestic inquiry by appointment of inquiry authority;
5) If he does not attend the inquiry, issue notice through 2-3 national newpapers and one local newspaper, if any, for setting up ogf inquiry and with the intention to hold inquiry ex-parte, if he does not appear for hearing;
6) Get the inquiry held ex-parte, issue orders of his termination, and his termination orders through 2-3 national newspapers.
From India, Delhi
You can take the following step against a fraudulent employee:
1) Issue Show cause notice at his last known address for absenting unauthorisedly including discontinuation of the important project;
2) If no resaponse, remind him after a gap of about 10-15 days to reply to show cause notice;
3) Issue Charge Sheet;
4) Set up domestic inquiry by appointment of inquiry authority;
5) If he does not attend the inquiry, issue notice through 2-3 national newpapers and one local newspaper, if any, for setting up ogf inquiry and with the intention to hold inquiry ex-parte, if he does not appear for hearing;
6) Get the inquiry held ex-parte, issue orders of his termination, and his termination orders through 2-3 national newspapers.
From India, Delhi
[QUOTE=psdhingra;1704262]Dear Deepika,
Dear Shri Punitji,
Sir,As a legal and procidural point of view you are exact but will this serve the ultimate purpose of Deepika ? ,As per my opininon she should refer the appointment letter cluases and initiate a legal notice to the employee and then go as suggested.
Letter of Absenteesim (3),---Fist step
show cause cum charge sheet----Second step
Ex party enquiry --Third step
Legal Notice---Forth Step
sue for damages in the appropriate court--Fift Step
Deepika fist check with your management what they exactly want the result?
If they are in the view of recovering damgages from him or re -employ him or only punish him?---Please confirm.Because this is a question of one's life and career's !
If I am wrong please advice.
Mangesh Wakodkar
From India, Pune
Dear Shri Punitji,
Sir,As a legal and procidural point of view you are exact but will this serve the ultimate purpose of Deepika ? ,As per my opininon she should refer the appointment letter cluases and initiate a legal notice to the employee and then go as suggested.
Letter of Absenteesim (3),---Fist step
show cause cum charge sheet----Second step
Ex party enquiry --Third step
Legal Notice---Forth Step
sue for damages in the appropriate court--Fift Step
Deepika fist check with your management what they exactly want the result?
If they are in the view of recovering damgages from him or re -employ him or only punish him?---Please confirm.Because this is a question of one's life and career's !
If I am wrong please advice.
Mangesh Wakodkar
From India, Pune
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