Dear Kriti,
Please clarify the following:
Need your help!!!!!
There is one of the employee who was terminated because of some mis-communication
What was the mis-communication??
Why was the employee's services terminated and when did this happen?
but however he met with an accident and he has joined back after 1 month and submitted all the medical documents.
Since he was already terminated, what relevance does the accident have?
The employee has submitted "Medical Documents"...in support of what and for period? Does it cover the period during which he was absconding?
What would be the formalities from HR prospective, should I take him as a rejoinee and reissue the documents like offer letter, appointment letter etc.
or should I take back the termination letter or there is any particular format for rejoining.
Please let us have all the relevant facts::
1. Why was the employee's services terminated.
2. When was he terminated and how was he told that his services have been terminated.
3. You say that he has already rejoined. How did that happen? He could not have just walked in and stared working.
4. Did he he make any request/ Of so, was that in writing? What was the management's response to his request?
5. Was the management satisfied about his explanation, if any, with regard to his period of absence?
Summarizing on the basis of assumptions, I would say:
1. The employee absented himself without information for some period of time.
2. The management terminated his services since they felt the employee was absconding.
4. Sometime later, the employee comes over and submits Medical Certificates in support of his absence and tell the management that he had met with an accident and therefore he could not report for work and also could not inform the Co. about his mishap.
5. The management allows him to resume work.
Under these circumstances, continuity of his service is in order and his period of absence may be treated as Leave Without Pay. As a proactive measure, if he has enough leave to his credit, he may be granted leave against such accumulated leave.
6. However, please issue a letter to him cautioning his not to repeat such dis-orderly conduct in future.
Best Wishes,
Vasant Nair
01493-516092
What should be the action from Hr prospective?
Thanks
Kriti Gupta[/QUOTE]