Cases Of Absconding Employees - Docx Download

Dear All,
I have been going through these posts and got to know different opinions in case an employee is absconding. I would like to put in a similar question to seniors. In our organisation, we do have a department for outsourced employees so it is totally client dependent. In case an employee absconds from his services without prior information or leave approval, we need to give an immediate replacement for that particular position. So, even if the candidate comes back, say after 10-15 days, its not sure that the client needs him again at that point of time. So, in this case it is difficult to either give them notice period or even termination. What do you suggest should be the action taken in such cases?
Regards
Smita

hi smita,
thanks for ur question.since u r telling that its a clint based work it means any new empolyee can be taken the work easily. the same pressure will be put on the new as well as previous employee. so make it clear in orgn that if u are way from the work more than 10 days without due notice your job will be terminated.no sending of register post.no any formalities.

Hi,
I go with Amith Goyal - First of all, your company policy should have clear draft clauses in this relation and the same should have contained in the appointment letter / offer letter issued to all the employees.
Include clauses explaining the causes of such absence without intimation / permission for a prolonged period and the course of actions which will follow after from the company`s end.
And, if all the employers insist strongly on relieving letters / acceptance of resignation from the previous employers (role of HR before offering a post to a candidate) could this issue be addressed well.
A proper background check of the candidate before offering a position would also help tackle these cases
"PREVENTION IS ALWAYS BETTER THAN CURE"
-Saravana Rajan.

Just wanted to know that absconding cases under NASSCOM for IT companies can it be reversed/changed in any case ?
Is there any procedure we need to follow for the same?

thanks for all the info poured in by the HR professsionals. I still have a point to ask. do we need to follow series of letters to terminate a probationer who has not fit into the organisation and had not responded to any of your communication means?

Dear friends
i dnt know why you all learned people are talking about adjusting the salary due to not serving the notice of resignation on employer. Standing orders act clearly states that you cannot deduct the salary of a person the ground that he ha not served the required 30 days notice before leaving. If you do so that even in writing, that would be a unfair labour practice.
You can, of course, sue him in the court for the damages , loss you incurred due to his abruptly quitting the employment.
Vishal

Dear Cite Hr Members,
I was absconded from one of top most MNC due to some issues. It\'s have been 6months,i felt for my mistake do I\'ve any chance to get into the company again?? please help me out, I\'m searching for proper answer but, I\'m receiving improper reply. please help me

Warning letter in absent without prior Permission
Regard
Sarvendra Pandey
Human Resource
Mob-9086881234

Hi amit,
i had a question that if any person who is unwell and informs the company after 2 days via mail that i'm suffering from bla bla disease and doctor prescibe me to take bed rest for 20 days but the company will further treat it as a case of absconding and sent him a termination letter of no dues rest on company account is he be able to get government job even after getting terminated from private company if he doesn't show him that he worked in that company