Thread Started by #Aparajita Hiring Team

Hi, Can someone let us know what actions and what can we do against absconding employees so we can reduce such cases in future within the organisation and also take stiff actions against the employees who do so affecting our critical deliverability.
Thanks
Vinod
22nd December 2017 From India, Chennai
problem well understood is half solved.
try to understand why people are absconding and eliminate those reasons.
22nd December 2017 From India, Pune
First examine why employees are absconding?
What is the attrition rate in similarly placed organisations?
Is yours above the rate?
After how many days of work are they absconding in general?
Then an in house examination of pay scales, work environment needs to be done before organisational failures in retaining staff can be understood.
Action as laid down in offer letter can be taken against absconders.
But legal process being what it is one should think twice before getting involved in legal battles.
You can give negative feedback and even enter the name in any common blacklist if your company is having such list along with other similar companies.
Best action is to do inhouse improvement in working conditions,atmosphere,rather than tracking down and taking action against an unwilling and absconding employee.
22nd December 2017 From India, Pune
Dear colleague,
You are seeking preventive and corrective actions for 'Absconding' employees.
It would have helpd a lot if you had given some relevant data ie. No.of days absconding, how many employees, habitual or one off type, whether Standing Orders Act applies etc.
'Absconding' by employees is common occurrence and involves correcting this behaviour by having fair rules in place, communicating them, counseling the truant employee, and even after giving fair opportunity to improve, if fails , then proceed to to punish him progressively by not paying wages for the period of absence and written warning, suspension without wages and finally terminating services after proving charges in the domestic enquiry as a last resort.
What is crucial in dealing with any case of absconding or misbehavior is talking to the employee for each occurrence of violation of rules of discipline, with a view to give message that his misbehaviour is noticed and as well as reasons for it are sought to be known, and while counselling and opportunity to improve is given at the same time sword of punishment is hanging on his head.
I have experienced that the action of loss of wages, combined with other measures for absence days is powerful weapon in curbing attendence related aberrations such as absenting without permission, missing from place of work, late-coming , overstaying of leave and absconding etc.
In my view you are perhaps facing this problem of absconding beacause no action of whatever nature is yet taken and there no fear in their mind. Pl check out.
Regards
Vinayak Nagarkar
HR-Consultant
23rd December 2017 From India, Mumbai
The only way seems to me is to keep their F & F pending if there is substantial amount payable to the employee.Otherwise, there is precious little you can do about it by way of any administrative action.
I think you need to pursue a holistic approach to the problem. You should analyse the reasons as to why employees are absconding.
1)is it that you are hiring wrong candidate? Is he not the right fit for the company?
2) is the company not able to meet his aspirations?
3) is there anything wrong with the company's work environment so as not able to retain the candidates?
4) Is your salary structure competitive?
5) How is the manager to whom the candidates report?
6) what kind of growth the company offers?
7) Are your company policies employee friendly?
You need to do an analysis to seek answers within the organisation.
B.Saikumar
HR & Labour Relations Adviser
Navi Mumbai
24th December 2017 From India, Mumbai
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