Handling Sudden Employee Resignations
When an employee suddenly quits a job without providing any information, a resignation letter, or a notice period, what can we do? Additionally, how can we modify our HR procedures to reduce these types of occurrences?
Thank you.
From India, Ahmedabad
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1When an employee suddenly quits a job without providing any information, a resignation letter, or a notice period, what can we do? Additionally, how can we modify our HR procedures to reduce these types of occurrences?
Thank you.
From India, Ahmedabad
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Dear Colleague,
In the booming employment market, such scenarios are quite common, and most organizations face similar challenges. Unless the talents have some basic ethics, it cannot be addressed. It is quite unfortunate that such talents miss professional ethics and spoil the organization's business.
Strengthening Organizational Culture
- Strengthen the good work atmosphere and work culture in the organization, which the employees may not like to miss by leaving. Try to have strong retention plans.
Early Prediction of Attrition
- Introduce early prediction of such shocking attritions by having systems like the RAG TAG Model (Red Amber Green bucketing of talents based on internal feedback from boss, HR, etc.).
Employment Contract Clauses
- Have a strong clause in the Appointment Order stating that "The job contract can be terminated by either side by giving 3 months' notice or compensating wages for 3 months in lieu of notice period service; however, management reserves the right to terminate the services of any employees for a valid reason without any prior notice but by paying 3 months' wages, etc."
Deferred Performance Pay
- Implement a system of Performance Pay in a deferred manner, where employees receive the performance pay only during the next financial year, subject to the condition that they are in service on the date of declaration of such payment.
Negative Review in BVG Process
- Consider having a negative review in the BVG process when requested by the employee's future employers.
Experience Certificates
- Refrain from providing experience certificates for employees as it is not a legal requirement.
Notice and Settlement Process
- Issue a notice stating that it is not correct for the talent to abruptly leave service. In such a situation, as an employer, process the Full and Final settlement and relieve the employee from services. The Full and Final settlement will be processed upon returning any company properties and submitting a no-dues clearance from the boss. Normally, there will be a low probability of a response back from such employees.
If you have a clause in the employment contract, you may initiate legal action before a Court of Law, but it will be costly and long-term and may affect market information about the employer.
However, in reality, no one can stop such departures of talents. We cannot react so strongly to such situations considering the organization's reputation and to avoid sending a negative signal to other existing talents, and so on.
These are some thoughts on such matters for your further steps for your organization.
From India, Chennai
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In the booming employment market, such scenarios are quite common, and most organizations face similar challenges. Unless the talents have some basic ethics, it cannot be addressed. It is quite unfortunate that such talents miss professional ethics and spoil the organization's business.
Strengthening Organizational Culture
- Strengthen the good work atmosphere and work culture in the organization, which the employees may not like to miss by leaving. Try to have strong retention plans.
Early Prediction of Attrition
- Introduce early prediction of such shocking attritions by having systems like the RAG TAG Model (Red Amber Green bucketing of talents based on internal feedback from boss, HR, etc.).
Employment Contract Clauses
- Have a strong clause in the Appointment Order stating that "The job contract can be terminated by either side by giving 3 months' notice or compensating wages for 3 months in lieu of notice period service; however, management reserves the right to terminate the services of any employees for a valid reason without any prior notice but by paying 3 months' wages, etc."
Deferred Performance Pay
- Implement a system of Performance Pay in a deferred manner, where employees receive the performance pay only during the next financial year, subject to the condition that they are in service on the date of declaration of such payment.
Negative Review in BVG Process
- Consider having a negative review in the BVG process when requested by the employee's future employers.
Experience Certificates
- Refrain from providing experience certificates for employees as it is not a legal requirement.
Notice and Settlement Process
- Issue a notice stating that it is not correct for the talent to abruptly leave service. In such a situation, as an employer, process the Full and Final settlement and relieve the employee from services. The Full and Final settlement will be processed upon returning any company properties and submitting a no-dues clearance from the boss. Normally, there will be a low probability of a response back from such employees.
If you have a clause in the employment contract, you may initiate legal action before a Court of Law, but it will be costly and long-term and may affect market information about the employer.
However, in reality, no one can stop such departures of talents. We cannot react so strongly to such situations considering the organization's reputation and to avoid sending a negative signal to other existing talents, and so on.
These are some thoughts on such matters for your further steps for your organization.
From India, Chennai
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Voluntary Abandonment of Job
It is mentioned that the employee has quit, but is there any rule in your company for presuming voluntary abandonment of the job? If it is not there, then you need to take disciplinary action. Mere absence alone cannot lead to such a presumption. You need to give clear notice, and the employee ought to have received such communication and yet not reported before drawing the presumption of voluntary abandonment. Please come with more details to give a definite opinion.
From India, Mumbai
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It is mentioned that the employee has quit, but is there any rule in your company for presuming voluntary abandonment of the job? If it is not there, then you need to take disciplinary action. Mere absence alone cannot lead to such a presumption. You need to give clear notice, and the employee ought to have received such communication and yet not reported before drawing the presumption of voluntary abandonment. Please come with more details to give a definite opinion.
From India, Mumbai
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