Hello All, I work with a small company of size around 20. We have an employee who joined us in Feb 2023. His performance is good on the project. But there are lot of behavioral issues, like taking WFH without informing his senior colleague/manager in the office. Now 10 days before he conveyed through his brother that he met with an accident, and he has gone to his hometown. Post that there is no contact from him/his brothers and they are not even responding to my calls. He just comes online on office laptop tells us that he will join after few days and then goes away. When we asked him to do a video call, there has been no response, so we are unaware of what really has happened to him.
How do we take an action against him?
Thank you,
Kanchan
From India
How do we take an action against him?
Thank you,
Kanchan
From India
Hi,
In such scenario, just message him in the skype ( if you are using ) or any other tool through which he come online. Message him that "as per Organizational requirement long leaves are to be justified with proper proof else the same will not be considered..." Wait for his reply.
In case of no response.. process warning letter letter and follow the disciplinary process.
Also as per employee personal file any alternate emergency contact number is provided try to reach him through the same.
From India, Madras
919In such scenario, just message him in the skype ( if you are using ) or any other tool through which he come online. Message him that "as per Organizational requirement long leaves are to be justified with proper proof else the same will not be considered..." Wait for his reply.
In case of no response.. process warning letter letter and follow the disciplinary process.
Also as per employee personal file any alternate emergency contact number is provided try to reach him through the same.
From India, Madras
As he has joined only in Feb 23 and acted in office the way he wants (according to his
whims and fancies), plz convey to him blatantly that these acts/actions on his part, can not
be accepted by Management and ask him to report forthwith. If he adheres to this, try to counsel/warn him of the consequences if he repeats the same and close the issue.
If he does not adhere to this, start initiate disciplinary proceedings, after sending a memo to him.
From India, Aizawl
whims and fancies), plz convey to him blatantly that these acts/actions on his part, can not
be accepted by Management and ask him to report forthwith. If he adheres to this, try to counsel/warn him of the consequences if he repeats the same and close the issue.
If he does not adhere to this, start initiate disciplinary proceedings, after sending a memo to him.
From India, Aizawl
would suggest writing a formal email about his long absence/Irregularity at work, which is not acceptable as per the company's Policies & guidelines. asking for a valid medical document for his accident. giving him a deadline to revert within 24/48/72 hours as per your choice, and copy him on his personal email too. (before writing an e-mail, you may set up a one-to-one meeting), and try to gage the situation, and write accordingly.
From India, New Delhi
From India, New Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employee Appraisal Form new.doc