Raj Kumar Hansdah
Shrm, Od, Hrd, Pms
U can take him in company but keep monitoring his activities if , any suspicious report to police
and also if his service important to u then take it but know his intentions
22nd December 2012 From India, Hyderabad
I think we would expect any employee to back to work after a run in with the law to be defensive
If there are performance issues that need to be addressed they will be addressed. If there are no performance issues on the job, the employee will be placed on notice that the company is aware of their problem and will take the action against him or terminate him if they find him guilty.
24th December 2012 From India, Indore
What action have you taken for his absence. You can issue chargesheet and conduct enquiry for absence. If his past record is otherwise clean and he is a good employee, you cannot take disciplinary action for anything occuring outside the premises of the co.
25th December 2012 From India, Pune
So the person should not mix his pers and prof life in office and other colleagues should behave normally with him then only he can work in peace and both employer an demployee can benefit from this .
25th December 2012 From India, Madras
1. You can proceed with the disciplinary enquiry for absenteeism which I am sure should not go against the employee as he had a very genuine reason for his unauthorised absenteeism and sufficient document to prove the same.
2. The employee in question is an accused and not a convict and there is no labour law which allows to combine act performed in the private life that do not harm the company to be the grounds of dismissal.
It is best to take back the employee. Request , not to mix professional and personal life till it is not interfering in the company matters.
Further more if at a later date it is found that the employee is not guilty then would you take him back in the organisation.
26th December 2012 From India, Mumbai