Dinesh Divekar
Business Mentor, Consultant And Trainer
Bharat Gera
Principal Hr Consultant
Korgaonkar K A
Srinath Sai Ram
Hr Manager
Jr Executive
Hr Executive / Progressive Info Vision Pvt
+4 Others

Thread Started by #Mian Aamir

I demand explanation from the employee upon his unauthorised absence and give him time for 72 hours, but 4 days had gone but he did not submit his reply
11th September 2017 From United States
Dear Mian,
What is your designation? Are you from HR? When the show cause notice for unauthorised absence was issued to the employee, who had signed this notice?
If you are not the senior authority then approach the senior authority who is empowered to handle matters related to employee discipline, and show him/her the duplicate copy of the show cause notice. Let him/her write his/her remarks and based on the punishment awarded take the appropriate action. Intimate to the employee, what action will be taken.
Dinesh Divekar
11th September 2017 From India, Bangalore
I am manager hr and i have signed the show cause, i did not receive any response from his end. now what is next step, give him another?
11th September 2017 From United States
Dinesh Divekar
I am still waiting for your response. i have joined this forum to enhance my skill, kindly guide me what i write to him again.
12th September 2017 From United States
Dear Aamir ji,
When an employee does not respond to your SC Notice, then you need to issue him a chargesheet and conduct a domestic enquiry in to the charges levelled against him. You can not take any action on his absence unilaterally without conducting a domestic enquiry.
12th September 2017 From India, Mumbai
Dear Mr. Mian Aamir, in my company, we issue second SCN and wait for final reply. Moving on, we issue termination letter and blacklist from our company records.
Please do check with his references given at time of joining like family member/close friend, etc.
Thanks and Regards,
Akash Sharma
12th September 2017 From India, Delhi
Dear Mr.Main,
You will send Chargesheet and wait for response from him for one week to 15 days. after that send Domastic Enquiry letter and proceed Enquiry.
12th September 2017 From India, Karur
Dear Mian,
If your employee done this mistake on first time you may issue a warning letter regarding unauthorized absence and relief him.
But after that he repeat this mistake then you will have to issue a show cause notice for submit his clarification with in 48 hours.
12th September 2017 From India, Sonipat
Mr Aamir
What is your standing orders says on this , If no standing orders existing clause regarding unauthorized absence in the appointment letter given to the employee. If not so, we can serve upto to 3 SC letters to the employee , even after that the employee is not responded Nor attended to the duties we can terminate him from the services , but every time ensure the letter has to be send the enrolled address with register post only with acknowledgement and keep the same for future reference .
If the employee is resumed to the duties we can follow the what Mr Keshav Korgaonkar said .
12th September 2017 From India, Visakhapatnam
Dear Mian Aamir, are you the disciplinary Authority as per your Company Standing Orders/Service Rules? Can we have contents of the Show Cause letter? you should also take in to consideration Past Service record of the Employee before proceeding with the matter
12th September 2017 From India, New Delhi
Dear Aamir,
for unauthorized absence you have to send 3 SCN in register post to his address given by employee while he was joining to the company but it should be at list one week gap, if you not get the replay from employee, as per your company standing order you can terminate him form the service .
Parallel you can send the scan copy of show case notice to his email id also in case he is not received the register post he can give a replay to your email.
13th September 2017 From India, Bangalore
Dear Aamir,
1. The standard is that the appointing authority is the Disciplinary/terminating authority, unless the company authorises some one else by following due process of law e.g. board resolution authorising the person in this behalf.
2. If your company has certified standing orders, please follow that, in case it is not there, follow model standing orders, you will have guidelines for further actions to be taken.
3. Issue of show cause notice is the first step. If the employee responds, you have to evaluate the response, whether it is genuine/not genuine, justified/not justified and accordingly move to next step.
4. If the employee does not respond or communicate in stipulated period, the next step is to issue charge sheet leading to domestic inquiry.
Warm Regards
Bharat Gera
HR Consultant
14th September 2017 From India, Thane
Make termination letter and freeze his/her account.
16th September 2017 From India, Delhi
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