Employee Left Without Resignation & Now Want To Join!

Dear All,
I am not very sure that re joining of such employees are a wise decision for any organization if one has left the company without any intimation or resignation. ..Such act itself shows the lackluster behaviour of an employee and after that expecting a good output / loyality may go in vein..
Though i also agree that HR department should step up and look for the reason behind that act..but company should have a strict policy regarding re joining of employees.

Dear Dinamani,
I am totlaly agree with you,
punishment is not the only solution. apart from that we must go to route cause in the problem being HR person.
But it should be in a right way..it is should be throgh proper chanel and process because sometime by finding the route cause we may reach to another outcome which may not be related to actural reason.
Ashok Pamnani

Hi cg,
The following points can be included in your offer letter.
Your appointment shall be effective from on or before -------------.
The Company shall pay you a consolidated stipend of Rs. ------/- per month.
You will be on training for One year from the date of your joining the Company.If your work is found satisfactory, the Company will confirm your employment.
You will have to execute a service bond with the company, which will be valid for the period of ---- years from the date of joining or payment of
Rs. 1,00,000/- (One Lac Only) (whatever amt your management wish to add) in lieu there of.
The bond can be made separetely on the Rs. 100/- stamp paper.
regards,
nel

Hi cg,
The following points can be included in your offer letter.
Your appointment shall be effective from on or before -------------.
The Company shall pay you a consolidated stipend of Rs. ------/- per month.
You will be on training for One year from the date of your joining the Company.If your work is found satisfactory, the Company will confirm your employment.
You will have to execute a service bond with the company, which will be valid for the period of ---- years from the date of joining or payment of
Rs. 1,00,000/- (One Lac Only) (whatever amt your management wish to add) in lieu there of.
The bond can be made separetely on the Rs. 100/- stamp paper.
regards,
nel

Dear Friend,
You have mentioned here that he left the job without putting his resignation that means he has not left the job, just he was on unauthorised leave or long absent. In that case, you mighyt be taken necessary statutory steps which comes under law and your standing order like sending notices for unauthorised absence etc. Otherwise, you are also wrong and you have not right to blame him alone. If he did not resign and you haven't taken any legal steps, then he has the right to continue his job with the same salary, bonus, leaves etc. etc. and under law you have no right to stop anything.
Even on humanitarian ground, you can find out the reason for all these and get him in writing for his long absent and give him warning in writing and keep him continue his job like before.
But in my opinion withhelding bonus or any other cash part is not a solution which will only demotive him.
thanks
shiv kumar

Hi, All
We are all Human Beings, we learn from mistakes
A individual ha sthe right to look for greener World out side his spere
& we as HR peopele must understand the human aspects of such behevior
If the guy is good it is worth a bargin, he is to understand his mistake
Dont be surprised if he repeates the same in future, it is human tendancy
We only need to understand is he of use to organisation?
Sush cases also teach us a lot, dont call this as learning, it a experience
Regards
Bharat Ketkar

Hi Deenomony,
I agree with Rajpal, issues are,
1. Why such a senior employee left in the first place has to be investigated,
2. If you treat his return benevolently, IT MAY DE-MOTIVATE THE OTHER EMPLOYEES WHO REMAINED LOYAL TO THE COMPANY. This factor should be told to the prodigal son who has returned.
3. So he has to be made to realise his folly and HE SHOULD BE CONVINCED THAT HE HAS BEEN TAKEN BACK FOR HIS COMPETENCY AND GOOD BEHAVIOUR IN THE PAST.
4. The 'punishment' given to him, however small should be made known to all the other employees, because-
'JUSTICE NOT ONLY SHOULD BE DONE BUT IT SHOULD BE SEEN TO BE DONE'

Dear Dinamani,
Chanda already answered your question but here are a few more things to ponder on.
Since you have already re-hired the person, there is not much you can do. As you know, HR experts do behavioural interviews to assess a candidate based on past behaviour to determine what to expect in the future.
You can 'punish' the candidate but he is back in your organization probably because of lack of alternatives. So, if you can figure out what made him leave, you may be able to predict his stability and plan accordingly.

this is not a good practise to join some where without any information & found job not at all good & comes again to continue.
this type of practise should be strictly prohibited in organisation for the postive message for the other teammates.
Regards,
Arun

Dear Deenomony,
Why an employee leavs?

1. Better Money
2. Fed-up with existing company/ practices/ manager/ work profile/ staff etc.

Once an employee makes-up his mind, he convinces himself fully on both the aspects, finding valid and/or assumed reasons. There is no way that he can return/ rejoin and continue working properly. As per an industry research such persons can be admitted only after a gap of 1.5 years.

In my view taking him back is not appropriate and would result in loss to the company as ROI is not expected (below benchmark).

As Umaselva said, a written request for a formal long leave is admissible with valid reasons for the same.

Exclusions:
Case when such rejoining is allowed
1. Call centre: You work on a per call made/ received revenue model and same is what you bill to your client. Value from employee (Manpower ROI) is expected and received in the real time and there is no long term benefit (learning cycle) which you expect from this profile. In such a case, a returning employee may be admitted