Till companies all over dont have a standard practice of checking reliving letter or reference check to be done such issues of run away train employee(s) will keep happening and legally one cannot force a person to come back and serve notice or give handover (unless taken costly items like laptop, mobile, etc)
a) Notices to appear on duty has to be sent in 7 days frequency
b) Final notice of taking legal action if not appear in company withing 7 days of notice
c) you one has time visit a good lawyer ask him /her to send legal notice stating due to loss of business occurred by his absence an amount as per law (not very en forcible)
d) an police FIR can also be register if employee missing with expensive equipment's
e) court case can also be registered (but wont help much) if legal advisory finds gainful / win situation (only for proper handover not for joining back)
Going ahead make your company's CTC structure in such manner that some retention amount can be deducted and paid after one year
Such kind of employees are usually 1 year less duration ppl and job hoppers also HR has to be intelligent in checking for pre signs which can lead to "take salary and runaway train"
Remember history can repeat itself in same position and HR's knowledge & skills can be questioned by mgmt!!
Unless you can prove the employee was a born kangaroo and default keeps hopping job
17th October 2018 From India, Mumbai
Till companies all over dont have a standard practice of checking reliving letter or reference check to be done such issues of run away train employee(s) will keep happening and legally one cannot force a person to come back and serve notice or give handover (unless taken costly items like laptop, mobile, etc)
a) Notices to appear on duty has to be sent in 7 days frequency
b) Final notice of taking legal action if not appear in company withing 7 days of notice
c) you one has time visit a good lawyer ask him /her to send legal notice stating due to loss of business occurred by his absence an amount as per law (not very en forcible)
d) an police FIR can also be register if employee missing with expensive equipment's
e) court case can also be registered (but wont help much) if legal advisory finds gainful / win situation (only for proper handover not for joining back)
Going ahead make your company's CTC structure in such manner that some retention amount can be deducted and paid after one year
Such kind of employees are usually 1 year less duration ppl and job hoppers also HR has to be intelligent in checking for pre signs which can lead to "take salary and runaway train"
Remember history can repeat itself in same position and HR's knowledge & skills can be questioned by mgmt!!
Unless you can prove the employee was a born kangaroo and default keeps hopping job
17th October 2018 From India, Mumbai
please help me draft about unplanned leave warning letter
17th November 2018 From India, Mumbai
Hi,
Greetings to everyone !
First of all let me introduce my self I am Zeba and currently working in Brandworks technologies Pvt. Ltd. as Human Resource.
In our company we are also having a policy of notice period after resignation but 1 of our employee have taken 3 to 4 days leave and after that he didn't joined back we have tried all the possibilities to speak to him but unable to get in touch and he has also not submitted office properties as well, Before few days we get to know that he has joined some new organisation kindly let me know the what appropriate action to be taken since he has not submitted company property also which includes 2 phones, 4 Sim cards, Company ID card.
26th February 2019 From India, Mumbai

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