B4 concentrating on legal action against "absconding employees", kindly study the reason y r they leaving ur organization. Try and execute various measures to prevent "absconding". PREVENTION IS BETTER THAN CURE. Its nothing but ATTRITION (this is my advice, if u don;t like kindly ignore it)
The Legal remedy is to file a civil suit for damages against the absconding employees. the claim should be restricted to the amount mentioned in the "service agreement" entered with the concerned employee. In the agreement if damages amount is mentioned, the same has to be calculated on the days required to work before getting relieved (notice period).
Filing of civil suit will work out properly provided that if you know exactly where the "absconding employee" is residing and whether court summon could be served on him? and in the event of favorable order from the court of law, you should have details of properties held by the "absconding employee" for the purpoer of recover of damages as ordered by court. If recovery is not possible then the "favorable order" of court will only on paper and of no practical use. Calculate the cost involved initiation of legal action.