Before you mark him as absconding, you need to check whether he was admitted in hospital, long term sickness where he seriously unable to contact you, than this case cannot treat as absconding unless he started working elsewhere.
Now he has made an effort to contact you and as Mr Nathrao said, you need to work out what needs to be returned to your company and pay whats due to him.
6th October 2015 From Malaysia, Kuala Lumpur
Are you referring to something that happened in 2014 or earlier [17 Oct 2015 is still far away]?
Like Nathrao mentioned, it's an 'absconding case', for all practical purposes.
Could you pl clarify this line "Or Close his case after some time span due to non-communication/non-tracing of employee???".
It's a bit confusing. How can you take the stand of 'non-communication/non-tracing' NOW when he has asked for the F&F?
7th October 2015 From India, Hyderabad
Your query is not clear, whether it is a real case or a hypothetical case and asking just for knowledge sake. If it is a real case, it does not give clear indication whether the case relates to the current month of October 2015 or of any past year, more so when you said, "HAS to serve his notice," "WILL end on 30th Oct," which is yet to happen, "NOW during NOC clearance," "NOW he left the organisation on 17th" (the date which is yet to happen), "AFTER 1 YEAR (an event of the past) he sent us communication" etc. In other words, you have mixed up the present and the past together to make the picture quite hazy.
If it is a past event of one year back, the question arises, have you been dealing with the case informally and did not close his case by taking any final action, i.e., issue of any notice, taking disciplinary action or completing his f&f formalities in time, if no action was desirable? Any reason for not formalising his exit from the organistion and keeping the matter in a dormant state?
Better clear the position, if you want appropriate advice on the issue.
7th October 2015 From India, Delhi