Hi All, Can we send direct termination letter to an absconding employee if we have failed to send show cause notice or any prior warning letter? Regards, Navina
From India
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1From India
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Hi,
In our organization, before terminating any employee who is on unauthorized leave or absconding, we send them a UAL letter through registered post. If there is no response, we proceed with terminating their services.
Regards,
David
From India, Bangalore
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In our organization, before terminating any employee who is on unauthorized leave or absconding, we send them a UAL letter through registered post. If there is no response, we proceed with terminating their services.
Regards,
David
From India, Bangalore
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If an employee is on probation (meaning they have not completed 240 days), you can terminate them without notice. However, you must mention in the termination letter that being absent from duty has become a habit, leading the management to decide to terminate their services.
Ensure there is a single line break between paragraphs.
From India, Rudarpur
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Ensure there is a single line break between paragraphs.
From India, Rudarpur
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Appropriate Terminology for Absenteeism
Is it appropriate to use the word "Absconded," or should we opt for a longer and more formal term like "uninformed absenteeism," if you all agree?
Procedure for Termination
It is appropriate to send a warning letter, a show-cause notice, and then proceed with termination if the earlier notices/letters were not responded to.
Compassionate Approach in Wording
Incorrect wording could be challenged by the employee as well. Therefore, keeping a compassionate approach and at the discretion of the HR Department, after completing the full and final settlement with the employee, a letter may be issued in the employee's best interest.
Termination During Probation
We also concur with Om that "if an employee is on probation (meaning they have not completed 240 days), then you can terminate them without notice," however, a note mentioning the absence from duty is still required in the termination letter.
Relieving Process and Language
An employee can be relieved after completing the full and final settlement. The language used is at the discretion of the issuing authority, but the wording must accurately reflect the circumstances of the relieving process. Additionally, the employee may politely request the HR Manager to issue the letter in their career interest.
Thank you.
From India, Jaipur
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Is it appropriate to use the word "Absconded," or should we opt for a longer and more formal term like "uninformed absenteeism," if you all agree?
Procedure for Termination
It is appropriate to send a warning letter, a show-cause notice, and then proceed with termination if the earlier notices/letters were not responded to.
Compassionate Approach in Wording
Incorrect wording could be challenged by the employee as well. Therefore, keeping a compassionate approach and at the discretion of the HR Department, after completing the full and final settlement with the employee, a letter may be issued in the employee's best interest.
Termination During Probation
We also concur with Om that "if an employee is on probation (meaning they have not completed 240 days), then you can terminate them without notice," however, a note mentioning the absence from duty is still required in the termination letter.
Relieving Process and Language
An employee can be relieved after completing the full and final settlement. The language used is at the discretion of the issuing authority, but the wording must accurately reflect the circumstances of the relieving process. Additionally, the employee may politely request the HR Manager to issue the letter in their career interest.
Thank you.
From India, Jaipur
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HR Manual (Employee Hand Book).doc