Hi All,
One of the candidates who joined our company worked for 15 days. Since there has been no response from the employee, how should we issue/provide the employee's salary? (manufacturing industry)
Regards,
Subrahmanya
From India, Bengaluru
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One of the candidates who joined our company worked for 15 days. Since there has been no response from the employee, how should we issue/provide the employee's salary? (manufacturing industry)
Regards,
Subrahmanya
From India, Bengaluru
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Hi,
I hope you mean that the employee left the company after serving 15 days without any information. If so, please hold the salary. Please try to reach him through available contact numbers or send a communication to his present and permanent address advising him to report. In case of no response, follow the disciplinary process.
From India, Madras
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1015I hope you mean that the employee left the company after serving 15 days without any information. If so, please hold the salary. Please try to reach him through available contact numbers or send a communication to his present and permanent address advising him to report. In case of no response, follow the disciplinary process.
From India, Madras
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Presumably, he is a probationer. As he left the services after 15 days from the date of joining, it could be inferred that he has voluntarily abandoned his employment. You can send a letter to him intimating this and issue a cheque for the services he rendered to your company.
From India, Aizawl
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From India, Aizawl
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sir, we have sent a communication to his present and permanent address and no response But there is no Due from the employee. shall I follow the disciplinary process?
From India, Bengaluru
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From India, Bengaluru
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If you had issued him the appointment order, please check if there is a clause on unauthorized absence. For instance, if any employee is absent for more than 7 days or so, his employment will stand terminated automatically. As such, no disciplinary action will be necessary.
However, to be on the safer side, please also communicate about such a termination to his communication/permanent address through registered post with acknowledgment due. You may release the salary if he claims it, based on your company's policy on the matter.
From India, Chennai
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However, to be on the safer side, please also communicate about such a termination to his communication/permanent address through registered post with acknowledgment due. You may release the salary if he claims it, based on your company's policy on the matter.
From India, Chennai
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