Also refer this discussion thread, will help you a lot.
22nd November 2012 From India, Ahmedabad
22nd November 2012 From India, Indore
I agree with Hiral and Suneeta , that almost all organisations are facing the same issue.
Would like to know as to what action did you take when first such incident happened ?
Did you let them go easily without followup or did you even inform their employers about the same. If you took it lightly the first time, the signal you sent was that such absconding was tolerated by the organisation and therefore now everybody is taking the same road.
All said and done you also need to analyze the root cause of such behavior
22nd November 2012 From India, Mumbai
As we are from a premium category food product and a start up one our management dont want to be face to face with the existing employees and want to relieve them with a good note. The root cause is well known to our management i.e SELLS PRESSURE of a premium product. As the employee was incommunicable after sending his resignation we have marked him as ABSCOND and sent a registered letter with AD with an instruction to reply back within 15 days else we will goahead with the disciplinary action as appripriate. Hope this is OK. Pl let me know what to do next if he does not reply to our letter? We have already pout on hold his F&F. We are also aware where he has joined. Will his new employer take action if we inform them??
8th December 2012 From India, Mumbai