Dear Team, I would like to initiate a discussion regarding a situation that has come up with one of our employees who submitted their resignation and then suddenly stopped attending work without any further communication or clarification.
Absenteeism Notice:
If an employee has submitted their resignation and then fails to report to work without any prior notice or valid reason, can we issue an absenteeism notice immediately? What are the legal implications of doing so in this case?
Termination for Non-Response:
If the employee is unresponsive to multiple attempts of communication (email, phone calls, etc.) after submitting their resignation, can we consider termination of employment for failing to revert or attend their duties? How should we proceed if they do not respond to our notices?
Legal Considerations:
Are there any legal constraints or best practices we should follow in this situation to avoid potential complications down the line?
I would appreciate everyone’s input on how to handle this situation in the most efficient and legally sound manner. Please share your thoughts on the best course of action based on company policy and legal guidelines.
Looking forward to your feedback.
From India, Mumbai
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Absenteeism Notice:
If an employee has submitted their resignation and then fails to report to work without any prior notice or valid reason, can we issue an absenteeism notice immediately? What are the legal implications of doing so in this case?
Termination for Non-Response:
If the employee is unresponsive to multiple attempts of communication (email, phone calls, etc.) after submitting their resignation, can we consider termination of employment for failing to revert or attend their duties? How should we proceed if they do not respond to our notices?
Legal Considerations:
Are there any legal constraints or best practices we should follow in this situation to avoid potential complications down the line?
I would appreciate everyone’s input on how to handle this situation in the most efficient and legally sound manner. Please share your thoughts on the best course of action based on company policy and legal guidelines.
Looking forward to your feedback.
From India, Mumbai
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Dear,
In response to the recent case of an employee resigning and then becoming non-communicative:
Absenteeism Notice
We can issue an absenteeism notice, but we should verify if local labor laws require a specific waiting period post-resignation before marking absenteeism.
Termination for Non-Response
If the employee remains unresponsive, termination can be considered. Ensure attempts to contact are documented, and follow due process as per company policy.
Legal Considerations
Compliance with labor regulations is crucial. We should consult legal guidelines to mitigate risks associated with unilateral termination decisions.
Please share any further insights on this approach to ensure a compliant and efficient resolution.
@snow rider
From United States, Las Vegas
Acknowledge(0)Amend(0)
In response to the recent case of an employee resigning and then becoming non-communicative:
Absenteeism Notice
We can issue an absenteeism notice, but we should verify if local labor laws require a specific waiting period post-resignation before marking absenteeism.
Termination for Non-Response
If the employee remains unresponsive, termination can be considered. Ensure attempts to contact are documented, and follow due process as per company policy.
Legal Considerations
Compliance with labor regulations is crucial. We should consult legal guidelines to mitigate risks associated with unilateral termination decisions.
Please share any further insights on this approach to ensure a compliant and efficient resolution.
@snow rider
From United States, Las Vegas
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