Hi,
One employee has taken a long leave for more than a month. Initially, he informed us of some reasons for his absence. However, as the days passed, he did not provide any updates. Despite our efforts to reach out through various modes of communication, we were unsuccessful in getting in touch with him. Consequently, we have decided to terminate his employment.
In this situation, you should follow the standard procedure for dismissing or terminating an employee. This typically involves conducting a termination meeting with the employee, outlining the reasons for the termination, and providing any relevant documentation or severance packages.
Kindly revert if you need further guidance or assistance in handling this matter.
Thank you.
From India, Puducherry
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One employee has taken a long leave for more than a month. Initially, he informed us of some reasons for his absence. However, as the days passed, he did not provide any updates. Despite our efforts to reach out through various modes of communication, we were unsuccessful in getting in touch with him. Consequently, we have decided to terminate his employment.
In this situation, you should follow the standard procedure for dismissing or terminating an employee. This typically involves conducting a termination meeting with the employee, outlining the reasons for the termination, and providing any relevant documentation or severance packages.
Kindly revert if you need further guidance or assistance in handling this matter.
Thank you.
From India, Puducherry
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Position and Termination Procedures
Specific mention about the position held by the absenting employee is essential to answer the query. If he is a "workman" as defined under section 2(s) of the Industrial Disputes Act, 1947, you cannot simply terminate his employment by just removing his name from the roll. You have to take disciplinary action following all the procedures for the misconduct of unauthorized absence or abscondence and then only terminate him.
If he is an employee above the cadre of workman, you have to follow your service regulations as applicable.
From India, Salem
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6108Specific mention about the position held by the absenting employee is essential to answer the query. If he is a "workman" as defined under section 2(s) of the Industrial Disputes Act, 1947, you cannot simply terminate his employment by just removing his name from the roll. You have to take disciplinary action following all the procedures for the misconduct of unauthorized absence or abscondence and then only terminate him.
If he is an employee above the cadre of workman, you have to follow your service regulations as applicable.
From India, Salem
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Why did this talented employee leave.doc