Dear All, We have 2 months’ notice period in our organization, but when employees get any other offers, they pressurise us to leave the organization within 10- 20 days Or sometime they are ready to buy their notice period.
Many times they pick the earlier month salary and leave the company without any intimation.
Its effecting our work and projects big time.
Please suggest, what shall we do so at least employees serve their notice period?
Any suggestion would help.
From India, Jaipur
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Many times they pick the earlier month salary and leave the company without any intimation.
Its effecting our work and projects big time.
Please suggest, what shall we do so at least employees serve their notice period?
Any suggestion would help.
From India, Jaipur
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Practically speaking, there is not much you can do in these situations. If an employee is ready to buy back the notice period, it is right and ethical to do so if mentioned in the appointment letter. In the case of absconding employees, you can send a recovery note to the concerned employee, and with your legal team, you can take legal action against those absconding employees.
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Hello, sir,
I want to know what kind of action a company can take in this case. If an employee has left the company just after receiving the previous month's salary, how is it possible to recover from that employee? Please clarify.
Regards,
Simmi
HR Executive
From India, Delhi
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I want to know what kind of action a company can take in this case. If an employee has left the company just after receiving the previous month's salary, how is it possible to recover from that employee? Please clarify.
Regards,
Simmi
HR Executive
From India, Delhi
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The process flow will be as follows:
1. Send 3 show cause letters to the concerned employee, with the 3rd letter requesting an inquiry.
2. Prepare a charge sheet, terminate the employee, and send the termination letter via registered AD.
3. Complete full and final settlement, then send a recovery letter to the employee's registered address.
4. If the employee does not respond after 2 or 3 recovery reminders, explore legal options with the assistance of lawyers.
I hope this meets your requirements.
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1. Send 3 show cause letters to the concerned employee, with the 3rd letter requesting an inquiry.
2. Prepare a charge sheet, terminate the employee, and send the termination letter via registered AD.
3. Complete full and final settlement, then send a recovery letter to the employee's registered address.
4. If the employee does not respond after 2 or 3 recovery reminders, explore legal options with the assistance of lawyers.
I hope this meets your requirements.
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Dear Naina,
If employees are quitting their company without completing their notice period or, worst still, abandoning their employment, then it clearly shows how disengaged they are with their work. I would infer that some are even leaving without bothering to collect their Employment-cum-Service Certificate. This indicates a lack of value for either the certificate or their employment itself. Therefore, this seems more like an organizational culture issue. It is crucial to understand why they are desperate to leave your company.
Earlier, I have responded twice to similar queries. You can refer to the following links:
- https://www.citehr.com/433012-employ...ml#post1959617
- https://www.citehr.com/580636-abscon...ml#post2344994
Part of this problem may arise because your company might not be well-known. Micro and Small Enterprises perennially face this challenge. Thus, the leadership challenge for your company is to establish it as a reputable brand. While branded companies also deal with employee attrition, they find replacements more easily. Non-branded companies face challenges even in that aspect.
Thanks,
Dinesh Divekar
From India, Bangalore
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If employees are quitting their company without completing their notice period or, worst still, abandoning their employment, then it clearly shows how disengaged they are with their work. I would infer that some are even leaving without bothering to collect their Employment-cum-Service Certificate. This indicates a lack of value for either the certificate or their employment itself. Therefore, this seems more like an organizational culture issue. It is crucial to understand why they are desperate to leave your company.
Earlier, I have responded twice to similar queries. You can refer to the following links:
- https://www.citehr.com/433012-employ...ml#post1959617
- https://www.citehr.com/580636-abscon...ml#post2344994
Part of this problem may arise because your company might not be well-known. Micro and Small Enterprises perennially face this challenge. Thus, the leadership challenge for your company is to establish it as a reputable brand. While branded companies also deal with employee attrition, they find replacements more easily. Non-branded companies face challenges even in that aspect.
Thanks,
Dinesh Divekar
From India, Bangalore
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Effective employee retention strategies-BPO. doc
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