How to Handle Asset Recovery and Misconduct When an Employee Leaves Abruptly?

Handling Employee Asset Recovery and Misconduct

Our employee left the job due to an argument with the MD. He has not yet returned the company laptop. His position was Technical HOD/Director, aged 56. I did not provide him with any appointment letter as all discussions between him and the MD were verbal, including salary.

Now, the MD has instructed me to take any necessary action to retrieve the company asset, specifically the laptop containing company secrets. In the past six days, he has been sending WhatsApp messages to the MD and is attempting to blackmail. He is exhibiting rude and arrogant behavior towards all staff members.

Please advise on how to handle this situation and suggest a suitable email response. Your prompt guidance is appreciated.

Regards

Dear Leelab,

Has your organization signed agreements with all employees to whom the company's assets have been entrusted? Are there any written documents available? Typically, is there a Confidentiality Clause mentioned in the appointment letter regarding the unauthorized disclosure of company information?

Please check.

Regards

Before contemplating any action, please find out if there is any document that states he has taken the laptop. Have you recorded this in any register where he has signed? Is there any email evidence? Can an offer letter be produced? Take a photo of his WhatsApp message along with his mobile number display. It will show the message and his mobile number. This way, you can document his intentions.

Regards, V. Raghunathan

No, we don't have any proof. What to do?

Total 11 months of working days. Now, a new rumor is that he is opening his own business in the same industry, and he is trying to contact our client.