Hi,
Can someone guide us on what actions we can take against the present employer who hires our absconding employees without completing the proper transition, notice period, or fulfilling the training bond signed with the company?
Regards,
Vinod
From India, Chennai
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Can someone guide us on what actions we can take against the present employer who hires our absconding employees without completing the proper transition, notice period, or fulfilling the training bond signed with the company?
Regards,
Vinod
From India, Chennai
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There is no legal action possible. Unless you can prove that they lured employees and made them breach contracts.
From India, Pune
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3251From India, Pune
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That's true, Vinod.
You cannot sue the employer, but if you have valid grounds of the employee's absconding having caused genuine losses for the company, then you can proceed legally against the employee.
From India, Bengaluru
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You cannot sue the employer, but if you have valid grounds of the employee's absconding having caused genuine losses for the company, then you can proceed legally against the employee.
From India, Bengaluru
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You can sue such ex-employees for breach of employment contract. Further, rather than ruing such exits, move forward exercising due discretion and caution when you hire next by considering not only minimum education qualifications and hands-on previous work experience but also, and most importantly, "other suitability."
Harsh K Sharan, Kritarth Team
5.5.2020
From India, Delhi
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Harsh K Sharan, Kritarth Team
5.5.2020
From India, Delhi
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Offering service is one's right. It is for the employee to decide to whom should he offer it. Employment contract ends with termination of the same by either party. An agreement which extends beyond that is illegal and unenforceable. You may have valid reasons to say that the employee has absconded, and that is unfair. At the same time, the employee may have reasons to say that you, as an employer, had not kept the promises offered at the time of his joining. Very common, it happens when the expectations go wrong. Therefore, it is good if you don't go behind such employee.
From India, Kannur
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From India, Kannur
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Hi Vinod,
Instead of thinking of suing the employer of your absconded employee, it would be better to sue the employee for violating the terms of the appointment. You may send a lawyer's notice to the employee claiming compensation, with a copy marked to his employer, and can lodge an FIR based on the conditions of the terms of appointment.
From India, Mumbai
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Instead of thinking of suing the employer of your absconded employee, it would be better to sue the employee for violating the terms of the appointment. You may send a lawyer's notice to the employee claiming compensation, with a copy marked to his employer, and can lodge an FIR based on the conditions of the terms of appointment.
From India, Mumbai
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