Dear All, We have 2 months’ notice period in our organization, but when employees get any other offers, they pressurise us to leave the organization within 10- 20 days Or sometime they are ready to buy their notice period.
Many times they pick the earlier month salary and leave the company without any intimation.
Its effecting our work and projects big time.
Please suggest, what shall we do so at least employees serve their notice period?
Any suggestion would help.
From India, Jaipur
Many times they pick the earlier month salary and leave the company without any intimation.
Its effecting our work and projects big time.
Please suggest, what shall we do so at least employees serve their notice period?
Any suggestion would help.
From India, Jaipur
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Practically speaking there is not much you can do in these situations. As employee is ready to buy back the notice period it is right and ethical to do so if mentioned in the appointment letter. In case of absconding employees you can send recovery note to concerned employee and with your legal team you can take a legal action against those absconding employees.
377
Hello sir , I want know what kind of action company can take in this case . and if employee is left the company after just after taking previous month salary then how is possible to recover from that employee. pls clear .
Regards ,
Simmi
HR EXECUTIVE
From India, Delhi
Regards ,
Simmi
HR EXECUTIVE
From India, Delhi
The process flow will be as below :
1- Send 03nos of show cause letters to the concerned employee while the 3rd letter should be asking for inquiry.
2 - Prepare an charge sheet and after it terminate the employee and send termination letter through registered AD.
3- Do full and final settlement and after that send recovery letter to the employee's registered address.
4- Even after 2 or 3 recovery reminders if employee does not respond then you can explore legal ways with the help of lawyers.
Hope this will meet your requirements.
1- Send 03nos of show cause letters to the concerned employee while the 3rd letter should be asking for inquiry.
2 - Prepare an charge sheet and after it terminate the employee and send termination letter through registered AD.
3- Do full and final settlement and after that send recovery letter to the employee's registered address.
4- Even after 2 or 3 recovery reminders if employee does not respond then you can explore legal ways with the help of lawyers.
Hope this will meet your requirements.
Dear Naina,
If employees are quitting their company without completing their notice period or worst still abandoning their employment then it clearly show how they are disengaged with their employment. Let me infer and say that few are quitting even without bothering to collect their Employment-cum-Service Certificate. This manifests that they have no value for this certificate or no value for their employment itself. Therefore, this is more of a organisation's culture issue. You need to understand why they are desperate to quit your company.
Earlier, I have replied twice on similar threads. Click the following links to refer these:
https://www.citehr.com/433012-employ...ml#post1959617
and
https://www.citehr.com/580636-abscon...ml#post2344994
Partially this problem arises because your company could be non-branded one. Micro and Small Enterprises face this challenge perennially. Therefore, challenge to your company's leadership is how to make it a branded company. While branded companies also have challenge of employee attrition, but then at least they get replacement easily. Non-branded companies have challenge even on that count too.
Thanks,
Dinesh Divekar
From India, Bangalore
If employees are quitting their company without completing their notice period or worst still abandoning their employment then it clearly show how they are disengaged with their employment. Let me infer and say that few are quitting even without bothering to collect their Employment-cum-Service Certificate. This manifests that they have no value for this certificate or no value for their employment itself. Therefore, this is more of a organisation's culture issue. You need to understand why they are desperate to quit your company.
Earlier, I have replied twice on similar threads. Click the following links to refer these:
https://www.citehr.com/433012-employ...ml#post1959617
and
https://www.citehr.com/580636-abscon...ml#post2344994
Partially this problem arises because your company could be non-branded one. Micro and Small Enterprises face this challenge perennially. Therefore, challenge to your company's leadership is how to make it a branded company. While branded companies also have challenge of employee attrition, but then at least they get replacement easily. Non-branded companies have challenge even on that count too.
Thanks,
Dinesh Divekar
From India, Bangalore
Five Ways To..Serve Your Notice Period Responsibly.pdf
Notice period.jpg
Notice Period Extension Letter Format.doc