Revealing Employee Details on LinkedIn: Is It Fair to Share When Someone Absconds?

Revealing Employee Details on LinkedIn for Absconding

Can we reveal someone's details on LinkedIn for absconding from work within 2 days after joining? Later, she stated that she feels she has been offered a lower salary. Was it her decision to negotiate the salary?

Dear Pinkish B,

Hiring for the company and separation from the company are two private matters between a company and an individual. Whether quitting employment just after two days of joining was appropriate or not is something that the members of social media cannot decide. Therefore, it is better if public broadcasts are not made on the internal matters of the company.

If you were to publish the details of the absconded employee on LinkedIn, what would you achieve? The registered members of LinkedIn who have followed you may come to know about it. However, what would be the end result?

Yes, if someone quits the company just two days after joining, it can disrupt the company's operations. However, there could be compelling reasons for the selected candidate to do so. Otherwise, the entire episode could be a reflection of a wrong hiring decision. Therefore, improve your recruitment practices, assess the seriousness of the candidate, and then issue an offer letter.

Lastly, a few words about your post. While writing a post, a checklist appears on how to write a post. It seems that you have ignored the post. You could have provided proper background information in sequence. Therefore, the feedback to you is to please learn how to raise queries on a public forum like this. Though interpretations have been made, they could also be incorrect. Therefore, please be descriptive and not cryptic!

Thanks,

Dinesh Divekar

I don't think she is absconding. She explained the reason. In the probation period, an employee can leave without any notice, and the employer can terminate them without providing a reason.

Thank you.

Dear Divya, your observation about the alleged abscondence is correct. However, the point about the probationer's right to leave the job without notice or intimation is not correct. Regardless of the employee's status as a probationer or a formally confirmed employee, one must resign only after submitting a written resignation and having it accepted by the employer. The period of notice or lack of notice is a condition that should be specified in the exit clause of the employment contract. In any case, resignation cannot be implied. Instantaneously relinquishing the job without any intimation would thus amount to unauthorized absence, the consequence of which may be dismissal by the employer, as you mentioned lastly.