Dear Cite HR members,
Greetings to All!! :-)
I work with the HR Team of a Software Development Organization stationed in Delhi.
This pertains to the cases of employees who abscond from the services of the organization and then are not in touch.
Initially we did not have a process to handle these situations and I am currently working on the same. We have drafted a series of letters as soon as an employeess is absent without information. These letters include 1. General letter enquiring about the reason of absence , followed by 2. Show-cause notice, 3. Warning letter and finally a 4. termination letter. SO far so good.
But there have been cases in the past (last several years) where the employees have absconded and no action has been taken by the company so far. They still turn up and ask for their relieving letters. We would prefer to make it difficult for them to get an experience letter even if they clear their dues.
Those cases now cant be sent the above-mentioned series of letters. In such cases, is it appropriate to send a letter saying that you have been terminated because you have not been with us for so and so time... so rather a letter saying that we assume that you have voluntarily abandoned your services etc etc...and please settle your dues... :?
Please advice.
Looking forward to your responses as it is very important and urgent for me.
Thanks in advance!! :)
Warm Regards,
Ag
From India, Delhi
2Greetings to All!! :-)
I work with the HR Team of a Software Development Organization stationed in Delhi.
This pertains to the cases of employees who abscond from the services of the organization and then are not in touch.
Initially we did not have a process to handle these situations and I am currently working on the same. We have drafted a series of letters as soon as an employeess is absent without information. These letters include 1. General letter enquiring about the reason of absence , followed by 2. Show-cause notice, 3. Warning letter and finally a 4. termination letter. SO far so good.
But there have been cases in the past (last several years) where the employees have absconded and no action has been taken by the company so far. They still turn up and ask for their relieving letters. We would prefer to make it difficult for them to get an experience letter even if they clear their dues.
Those cases now cant be sent the above-mentioned series of letters. In such cases, is it appropriate to send a letter saying that you have been terminated because you have not been with us for so and so time... so rather a letter saying that we assume that you have voluntarily abandoned your services etc etc...and please settle your dues... :?
Please advice.
Looking forward to your responses as it is very important and urgent for me.
Thanks in advance!! :)
Warm Regards,
Ag
From India, Delhi
Hi Ag,
You still can send those series of unauthorized absence letters. You cant terminate the absconding employees without giving them an opportunity to defend themselves. So go ahead with all those warning letters and in case you don't receive any response from their side do take action to terminate them.
Amit Goyal
From India, Delhi
You still can send those series of unauthorized absence letters. You cant terminate the absconding employees without giving them an opportunity to defend themselves. So go ahead with all those warning letters and in case you don't receive any response from their side do take action to terminate them.
Amit Goyal
From India, Delhi
Dear Friend,
I would suggest, Once the person has absconded himself from his servises, there is no point Issuing him a relieving letter, because it was his decision. another point, they may be ready to clear the dues because they already have a good offer in there hand, but do you think the purpose of the company is to collect the Notice period amount.
what do they think the company is for ?
From your side take a second opinion from the person who was his or her lead, because it sometimes happens that we HRs would strictly follow the procedures but the other accountable persons would give lineience, make sure if the reason for absconding himself is genuine or can be accepted, then can you continue with your action.
Hope you received the message intended.
Regards
Srilatha
From India, Hyderabad
I would suggest, Once the person has absconded himself from his servises, there is no point Issuing him a relieving letter, because it was his decision. another point, they may be ready to clear the dues because they already have a good offer in there hand, but do you think the purpose of the company is to collect the Notice period amount.
what do they think the company is for ?
From your side take a second opinion from the person who was his or her lead, because it sometimes happens that we HRs would strictly follow the procedures but the other accountable persons would give lineience, make sure if the reason for absconding himself is genuine or can be accepted, then can you continue with your action.
Hope you received the message intended.
Regards
Srilatha
From India, Hyderabad