Handling Employee Departure Without Notice
What if an employee leaves the organization without any prior intimation to the company or gives a notice period of 30 days but still leaves without completing the notice period? What necessary actions should be taken against them?
Thank you.
From India, Pune
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What if an employee leaves the organization without any prior intimation to the company or gives a notice period of 30 days but still leaves without completing the notice period? What necessary actions should be taken against them?
Thank you.
From India, Pune
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Firstly, try contacting him and understand from him why he has left without prior intimation. If you feel he has not justified his actions, you can withhold his Full and Final settlement process and not provide him with a relieving letter. Please inform him of these actions being taken against him by the company. He should be aware of the consequences of such unprofessional behavior.
Good luck.
From India, Delhi
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Good luck.
From India, Delhi
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Can you kindly provide more information on the following:
1. What was the tenure of the employee who resigned?
2. What was the reason for leaving the company?
3. When did he submit his resignation, and how many days did he serve post-resignation?
Thank you.
From India, Mumbai
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7421. What was the tenure of the employee who resigned?
2. What was the reason for leaving the company?
3. When did he submit his resignation, and how many days did he serve post-resignation?
Thank you.
From India, Mumbai
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What if an employee who is on probation resigns as soon as she receives her salary without serving the 15-day notice period, as per the employment letter? What action can the employer take in this situation to deter others from following the same path?
Thanks for an urgent reply, please.
Regards,
Janet
From India, Mumbai
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Thanks for an urgent reply, please.
Regards,
Janet
From India, Mumbai
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Dealing with Employee Exit Without Notice
Your plan of action will depend on how your organization would like to handle such situations.
To begin with, you could send a letter advising the employee of their "Exit" obligations as per the terms outlined in their Appointment Letter. Request them to comply with these terms, or they may face legal action.
From India, Mumbai
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Your plan of action will depend on how your organization would like to handle such situations.
To begin with, you could send a letter advising the employee of their "Exit" obligations as per the terms outlined in their Appointment Letter. Request them to comply with these terms, or they may face legal action.
From India, Mumbai
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Please note that action can be taken against such employees based on the terms provided in the appointment letter/policy of your company. If there are no specific details mentioned, you can send a notice to him to report to work within a stipulated time. If there is no reply, a second letter can be sent in a week stating that his name has been removed from the roll. The employee cannot avail of any statutory benefits, and settlement shall be given within the next 48 hours. The relieving letter/experience certificate can be held until he comes and hands over pending responsibilities and any other employment-related matters to the company.
Thanks,
Sandhra
From India, Coimbatore
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Thanks,
Sandhra
From India, Coimbatore
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Withdrawl of Resignation and Notice period.doc
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