Effective Termination Process for Absconding Cases in BPO: HR Policies and Legal Compliance

Dear Friends,

Can someone please guide me on the following policies?

(a) What is the exact law for the termination of absconding cases in BPO? Few companies are following the policy where a warning letter is issued on the fourth day of unauthorized absence, and the person can be terminated on the eighth day of unauthorized absence. However, I have heard from an HR professional from a reputed company that there is an amendment in September (to the Shops and Establishments Act) which states that the company must wait for 3 weeks before terminating an absconding employee. Can someone guide on this issue, please?

(b) Is there a law regarding the provision of CAB facility for employees working in odd shifts? Can someone provide me with the URL to a site where this particular law is available?

Thank you.

Dear Sushil,

To terminate an employee for an absconding case, first of all, you must specify a number of days after which one may be terminated from the services. This should be clearly stated in your HR policy.

Generally, companies send a warning letter three times at regular intervals before initiating the termination process. It is advisable to always send the warning letter via registered post.

The warning letter must clearly state that the employee must return to work within 24 hours of receiving the letter and provide an explanation for their absence.

I hope this information has provided you with some guidance.

Regards,
Amit Seth.

Hi, I am working on a project report about attrition, and I would like to learn more about HR policies related to absconding.