Dear Seniors,
My company has received a legal notice from one of our ex-employee who was terminated during her probation period due to her ill behavior towards her job. I would like to take some time of yours and will explain the matter in brief.
We are a Pvt. Ltd. company (registered under Shops & Establishments Act) in Bangalore. " Ms. xyz joined us at our Delhi branch on 11th June 2013 (on 3 month probation) and was given some tasks to perform. all of sudden she went missing from office without informing anything to anyone from 8th July. (I would like to tell that I am the only HR in this company and as I was on annual leave so I came to about the matter only when I was back). When I resumed on duty and found her absenteeism, she gave me an excuse that she got some medical problem for which she had to undergo an operation. I told her to apologize for her act (considering a female problem) and told her to provide the original bills and documents to support her sickness (Discharge summary, etc.). She failed to provide a convincing proof. (docs given by her was just a letter from doctor, which I am sure can be produced by any of us). She apologized for her deed and requested to increase the leave. I informed her about the pay cut as she is on probation. Then she kept on postponing her re-joining to work and finally came to work on 8th Aug 2013 without any proper proof of her absenteeism. Upon demanding a valid explanation she resigned and said that she does not want to work.
By this behavior of her's we told her to leave on the same day and provide a handover about the work done for past 2 months. Now we are in receipt of a legal notice from her asking for the salary of July (when she didn't come to work for even a single day) and for 8 days of Aug (wherein she she came only one day i.e. 8th Aug).
I need you valuable inputs on the matter mentioned above.
My company has received a legal notice from one of our ex-employee who was terminated during her probation period due to her ill behavior towards her job. I would like to take some time of yours and will explain the matter in brief.
We are a Pvt. Ltd. company (registered under Shops & Establishments Act) in Bangalore. " Ms. xyz joined us at our Delhi branch on 11th June 2013 (on 3 month probation) and was given some tasks to perform. all of sudden she went missing from office without informing anything to anyone from 8th July. (I would like to tell that I am the only HR in this company and as I was on annual leave so I came to about the matter only when I was back). When I resumed on duty and found her absenteeism, she gave me an excuse that she got some medical problem for which she had to undergo an operation. I told her to apologize for her act (considering a female problem) and told her to provide the original bills and documents to support her sickness (Discharge summary, etc.). She failed to provide a convincing proof. (docs given by her was just a letter from doctor, which I am sure can be produced by any of us). She apologized for her deed and requested to increase the leave. I informed her about the pay cut as she is on probation. Then she kept on postponing her re-joining to work and finally came to work on 8th Aug 2013 without any proper proof of her absenteeism. Upon demanding a valid explanation she resigned and said that she does not want to work.
By this behavior of her's we told her to leave on the same day and provide a handover about the work done for past 2 months. Now we are in receipt of a legal notice from her asking for the salary of July (when she didn't come to work for even a single day) and for 8 days of Aug (wherein she she came only one day i.e. 8th Aug).
I need you valuable inputs on the matter mentioned above.