First of all in this regards you should have been proactive and taken the action in advance. When ever such cases happen you should take it seriously and suggest the employee to follow the company rules in our company no one is eligible to take PL during notice period. Second thing you should have hold the salary for the month of June looking to scenario, now the only best solution to this problem is to process his Final settlement and adjust his present days against excess leave after processing you have send him recovery letter for rest 02 days.
Yes you are absolutely right. I told my sir about the June's salary but he did not hold it as he was thinking this person at least come for F&F. After calculating all his leaves and present days, company has due on that person of 1.5 day's salary. I have sent him warning mail but still I doubt whether he will give response or not. Can we take legal action against him if he is not coming for F&F??
According to your statement, I believe that you have not given him the experience & relieving letter. Please correct me if I am wrong. Again you have mentioned that this candidate has not turned back after 10th July. That means this is an absconding case. In this case you shall send in a NCNS letter through a registered post and to send a legal notice through an advocate, if possible. What type of organization do you work with? Please let me know.
Thanks for your reply. Yes, you are right I have not given him any experience & relieving letters.
I am working with an IT company. And also if you can help me with any format of sending him warning through registered post than it will be helpful to me.
I have already sent him warning mail though.