Hello all,
I work with a small company of about 20 employees. We have an employee who joined us in February 2023. His performance on the project is good, but there are a lot of behavioral issues, such as taking work from home without informing his senior colleague/manager in the office. Ten days ago, he conveyed through his brother that he had met with an accident and had gone to his hometown. Since then, there has been no contact from him or his brothers, and they are not responding to my calls. He only comes online on the office laptop, informs us that he will join after a few days, and then disappears again. When we asked him to do a video call, there was no response, so we are unaware of what has really happened to him.
How do we take action against him?
Thank you, Kanchan
From India
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I work with a small company of about 20 employees. We have an employee who joined us in February 2023. His performance on the project is good, but there are a lot of behavioral issues, such as taking work from home without informing his senior colleague/manager in the office. Ten days ago, he conveyed through his brother that he had met with an accident and had gone to his hometown. Since then, there has been no contact from him or his brothers, and they are not responding to my calls. He only comes online on the office laptop, informs us that he will join after a few days, and then disappears again. When we asked him to do a video call, there was no response, so we are unaware of what has really happened to him.
How do we take action against him?
Thank you, Kanchan
From India
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Hi,
In such a scenario, just message him on Skype (if you are using it) or any other tool through which he comes online. Message him that "as per Organizational requirements, long leaves are to be justified with proper proof; otherwise, the same will not be considered..." Wait for his reply.
In case of no response, proceed with the warning letter and follow the disciplinary process.
Also, as per the employee's personal file, if an alternate emergency contact number is provided, try to reach him through the same.
From India, Madras
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1153In such a scenario, just message him on Skype (if you are using it) or any other tool through which he comes online. Message him that "as per Organizational requirements, long leaves are to be justified with proper proof; otherwise, the same will not be considered..." Wait for his reply.
In case of no response, proceed with the warning letter and follow the disciplinary process.
Also, as per the employee's personal file, if an alternate emergency contact number is provided, try to reach him through the same.
From India, Madras
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As he has only joined on Feb 23 and has been acting in the office as he pleases (according to his whims and fancies), please convey to him directly that such actions cannot be accepted by management. Ask him to report immediately. If he complies, consider counseling or warning him about the consequences should he repeat the behavior and close the matter.
If he does not comply, begin disciplinary proceedings after issuing a memo to him.
From India, Aizawl
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If he does not comply, begin disciplinary proceedings after issuing a memo to him.
From India, Aizawl
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I would suggest writing a formal email about his long absence/irregularity at work, which is not acceptable as per the company's policies and guidelines. Ask for a valid medical document for his accident, give him a deadline to revert within 24/48/72 hours as per your choice, and copy him on his personal email too. Before writing an email, you may set up a one-to-one meeting to try to gauge the situation and write accordingly.
From India, New Delhi
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From India, New Delhi
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