Your predecessor (HR) should have followed the proper disciplinary process for unauthorized absence and for missing IT material which was in his custody. Though two months had gone now better you start the process of serving warning letter through RPAD referring the previous email correspondences. Ask him for explanation for prolonged absence without proper justification and also regarding missing IT material. Advise him to report to office to fulfill exit process. Now that months had gone and IT materials were also missing it may not be prudent to allow him inside the office. If he returns back check about the whereabouts of missing materials.. inform him that if he is not able justify the presence of the IT materials then the cost of same will be recovered from his FFS. Collect self declaration from him for the same and then either he can be relieved or terminated as per your Company norms. Leaving this case open ended will not be good.
22nd August 2019 From India, Madras
Thanks for your inputs and i really appreciate to what you said,
I have few question:
1) Can we issue him warning cum show cause notice altogether to what he did.
2) The employee said he was not well (no medical certificates shared by him) that why he was unable to tender the notice period, In case if he managed to get the medical certificate for the medical illness which he said was at the time when he was supposed to serve the notice period.
can he escape himself as per the employment act on the above assumption (point no 2) from not serving the notice period.
Waiting for the Reply
Thanks in advance
22nd August 2019 From United States
Please process warning letter first as stated in my previous post. Draft it professionally and include about the missing articles which was in his custody and present that Company reserves the right to lodge police complaint if he fail to revert back about the missing articles.
With regard to Medical certificate for illness, mere certificate from Doctor will not be sufficient. Gravity of illness needs to be ascertained. Unless otherwise he is totally bedridden /paralyzed always he can serve notice period after sickness. If he communicate that he is sick tell him that Company will Appoint Panel Doctor for examination and he should appear before the Panel Doctor ( though you are not going to do so actually - this is to bring out the truth out of him.)
23rd August 2019 From India, Madras