Head - Human Resources
Consultancy_hr & Ir
And when someone resigns, there is some reason behind it. You cannot force someone to stay with your company. And dont represent your company to the employees, and take these things to heart. Let it go as it is. Anyways there is nothing much to do in this case, as far as your profile is concerned. Better let your senior handle this. Put this question before your senior, and let them handle it. Dont think that going legal is a simple and better option. It is more of headache than releif. Because in any such case, it will be the HR who would be fighting for the company.
18th September 2007 From India, Pune
According to me u cant not take any legal action against such employees..rather u should try to find out the reason as to why employees are behaving in such manner..what is the problem..why they are getting demotivated and doing all this..talk to the employees..ask for there problem..as an HR u have to understand your employees to the best level...try to be friendly with them so that they can share their problem with you...if you will talk in harsh manner then they will never come up with the difficulties what they are facing and will choose the simple option of leaving the company.And also remember one thing employees dont leave the company they leave their Bosses.
18th September 2007 From India, Mumbai
Actually i was working in a software company for 3 months and i was in training , during which i got admission in a good college and was forced to join the college very soon , But according company rules i should serve for atleast 2 months after keeping paper , so i just sent a mail of my medical certificate saying i am not well and will not b able to come to work for next 6 months. And then quit t job without informing anyone.
Now my ques is the same company is coming for campus placement in my college , am i eligible to sit in the companys recruitment , if not is there any other way to get permission to work in the same company again bez when i was working i wasnt in any project it was just training ????
22nd February 2010 From India, Madras
Do check with the below link. Hope that would be of little use..
22nd February 2010 From India, Bangalore
If he doesnt respond, you can send him upto 3 Show Cause Notices, then later a notice asking him to pay the amount in lieu of the notice period.
All this has to be on behalf of the company. (on the letter head) signed by the authorised signatories.
22nd February 2010 From India
I understand your concern. You may definetely this this forward to legal cell of your organisation or any advocate who has been dealing similar issues with corporates.
In my opinion I think it is a time consuming process with meager result.
Posting this in humour section is concern, I am sure it would have happened by mistake from you, which is okay (you may have to be little careful in posting! :) in respective section)
As we all know this forum is to help others and ourselves about the things which we dont know and required to know.
Thanks & Regards,
22nd February 2010 From India, Bangalore
22nd February 2010 From India, Pune
Abscontrack is a cloud based industry-wide database for tracking and profiling of absconding employees; at the same time allowing the employers to do the verification of on-boarding employees. The platform is simple, user-friendly and offers complete transparency.
30th April 2015 From India, Mumbai
Am I right in understanding that an employee with just 2 or 3 months service is obliged to serve 45 days notice if he wishes to leave? Normally employees while on probation are not forced to give any notice of separation but if in the case on hand the contract of employment provides such a stipulation, then the concerned employee is bound to serve the notice period, if he has accepted the contract of employment with all terms & conditions of employment.
I am afraid that the company has no recourse to enter into any litigation except under civil law for breach of contract which by itself is painfully known to be time consuming and costly. Normally I would not advice employers to apply resources for such a case.
Suggest you accept reality and let him go. But do please consider if you need to rethink your approach of asking for 45 days notice as bondage even while on probation. The general practice is to ease separation of an employee on probation as neither party has invested substantial resources. It is more advisable to device ways to RETAIN an employee who you had found suitable for your organization.
That's all I would say at this stage. If you need to raise more questions or to share more information that might justify a different view, I would be glad to assist!
April 30, 2015
30th April 2015 From India, Pune
When the employee absconds from the company the whole pressure comes on the HR, so the HR should consult with the director of the company and appoint a private attorney for the company to handle there all type of litigation.
Moreover, regarding this issue the only solution to this is that to send a legal notice to the absconded employee stating whole of the scenario and ask for the compensation within a specific time span. If not replied go for the civil suit for the damages. It will surely help you out.
Lovedeep S. Sodhi
Pb. & Haryana High Court
28th July 2015 From India, Chandigarh