How Should We Handle an Employee Who Disappeared for a Job Interview? Seeking Advice

One girl joined as a Digital Marketing Executive in our organization. She worked for two days. After that, she went on leave, saying that her cousin had passed away. She neither answered calls nor showed up at the office. Through an unknown source, we heard that she is attending an interview in another organization.

Seeking Guidance on Disciplinary Action

Can anyone guide me on what type of action to take against her so that this behavior is not repeated by anyone in the future?

I am assuming you don't want her anymore. If she is on probation, you can terminate her without reason.

If she is permanent, you need to send her a notice asking her to rejoin, and you can conduct a domestic inquiry to verify the allegation. If she is attending interviews by giving a false reason for leave, it is misconduct, and you can have her employment terminated.

As she worked only for 2 days and is now absconding, it can be inferred that she has voluntarily abandoned her employment.

You can simply inform her, if you desire, that her name is removed from the muster roll of the company.

Abandonment of Employment

It is expected of every employee that they either report for duty or apply for leave as eligible. A situation where they neither report for duty nor apply for leave amounts to abandonment of employment. The situation is further aggravated when the employee ignores notices from the company. In such cases of willful abandonment of employment, services could be terminated without too many hassles.

Sending a Legal Notice

Send a legal notice to rejoin the company. If she rejects or ignores the message, she will be fired from the job based on the clause mentioned in the appointment letter. There is no need for her to devote valuable time, but at least three legal notices should be sent for internal records to avoid legal liability in the future.

Thanks

I feel something went wrong in your sourcing/selection/induction process. During the interview, she must have been subjected to tremendous pressure to accept your offer by the interviewing committee. She worked only two days and is still searching for placement, which suggests there might be some hidden truth in it.

No legal notice or termination order will serve any useful purpose. Please try to understand what probable negative impact/impression she got during the two days of induction/work.

Candidates today are looking to join a company with an authentic culture and values. Whether or not the candidate interviewed is selected for the position, he or she must leave your offices with a positive experience. You invest a lot of effort in promoting your company’s culture, so make sure that the candidates you meet leave with a fair impression of it.