hello everyone
One of our employee was granted leave for15 days but now he has not come its almost 45 days now and their is no contact with him so how to draft a mail to sent him regarding his resignation.
Pls anyone can draft a mail and send me ar give me some idea.
Thanks
Akansha
From India, New Delhi
One of our employee was granted leave for15 days but now he has not come its almost 45 days now and their is no contact with him so how to draft a mail to sent him regarding his resignation.
Pls anyone can draft a mail and send me ar give me some idea.
Thanks
Akansha
From India, New Delhi
The procedure to be adopted in the event of absentism/unauothorized leaves must be there in standing order/HR Manual of the company.
Genrally when the employee absents without any intimation at least more then three days from the office, The employer should take following actions:-
1. First of all to ensure from the HOD of the concerned employee whether the concerned employee has given any intimation to his HOD ?
2. If the HOD informs that the employee concerned has not given any intimation about his absence then HR Department should make an effort to have a talk with the concerned employee and to find out the reason of his absence.
3. Despite that if the concered employee did not join the duty then HR department should issue Notice of absentism to him with an advice to join duties immediately after receiving the notice + to give explanation for absentism.
4. If the concerned employee did not respond the first Notice then a "SECOND NOTICE" can be sent to him for non compliance of the first notice and stating employer's right for taking disciplinary action against the employee.
5. If the employee did not turnup despite the issuance of second notice a "THIRD NOTICE" can be sent to him after a week- giving final opportunity to the employee to report for duty within 24 hours from the receipt of this notice failing which it will be presumed that he has left the job on his own.
All the notices should be kept secured in the employee's personnel file and his name can be removed from the muster rolls of the Company after completion of six month's time from the date of first notice issued to him.
From India, Delhi
Genrally when the employee absents without any intimation at least more then three days from the office, The employer should take following actions:-
1. First of all to ensure from the HOD of the concerned employee whether the concerned employee has given any intimation to his HOD ?
2. If the HOD informs that the employee concerned has not given any intimation about his absence then HR Department should make an effort to have a talk with the concerned employee and to find out the reason of his absence.
3. Despite that if the concered employee did not join the duty then HR department should issue Notice of absentism to him with an advice to join duties immediately after receiving the notice + to give explanation for absentism.
4. If the concerned employee did not respond the first Notice then a "SECOND NOTICE" can be sent to him for non compliance of the first notice and stating employer's right for taking disciplinary action against the employee.
5. If the employee did not turnup despite the issuance of second notice a "THIRD NOTICE" can be sent to him after a week- giving final opportunity to the employee to report for duty within 24 hours from the receipt of this notice failing which it will be presumed that he has left the job on his own.
All the notices should be kept secured in the employee's personnel file and his name can be removed from the muster rolls of the Company after completion of six month's time from the date of first notice issued to him.
From India, Delhi
Hi All, I think HR should declare him as a Absconder in their records. And it will be automatically marked as Terminated Rgds Villis
From India, New Delhi
6From India, New Delhi
Well thought and drafted by Sharmam.
This is the only way, which should be followed safeguarding the organisations interest, as I percieve. Ideally send a person to check at the employees current address and in the disclosed permanent address. Whoever is visiting should make enquiries with the neighbours.
BSR
From India, Bangalore
This is the only way, which should be followed safeguarding the organisations interest, as I percieve. Ideally send a person to check at the employees current address and in the disclosed permanent address. Whoever is visiting should make enquiries with the neighbours.
BSR
From India, Bangalore
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