Priyanka1601
1

Hi, Please let me know the standard process along with timelines for HR’s action for absconding employee. I am making a policy for our company.
From India, Delhi
Prasannasundhar N
3

Hi Priyanka,

Any ways an employee who has absconded will not be putting his 100% effort even you find him out and file a suit against him and ask him to work. So better leave him as he wishes. Lets come to the point.

For retention, HR while appointing an employee in the appointment letter itself can included some special clauses. For example,

"You are liable to properly inform the HR or your reporting authority when decided to resign and quit the services. Uninformed absence from work will be considered as abscondism. So that no relieving letter will be issued if you fail to properly resign and serve the notice period".

"The company is liable to pay 9000 Indian Rupees on completion of every six months of your tenure. If you happened to get relieved with in the duration of six months the company shall not be liable to pay Rs 9000"

The first one is a way to make the employee serve the notice period and get relieved. The second option is to make him stay back with the company by giving a retention bonus to him/ her as per the cadre and designation. Here it is implied that Rs. 1500 will be retained as the retention bonus every month and end of every six months it will be given as a total sum of Rs.9000.

You also can find a way like this and get it approved by your boss and implement the same.

Thanks and Regards,

Prasannasundhar N

From India, Madras
Priyanka1601
1

Thanks Prasanna.... In case we need to take an action like sending an e-mail on his personal id or issuing a warning letter, are there any standard timelines defined for it?
From India, Delhi
Prasannasundhar N
3

Hi,
Just an intimation letter followed by a termination letter can be sent to his residential address through courier or speed post. That too an employee who is not reporting to work consequetively exceeding the casual leave limits should be intimated through telephonic calls, messages, mails etc., If no response is recieived then you can send an intimation letter. After a week's time you can send him a termination letter.
It is again up to a company as the time limits may vary. But sending a warning letter or termination after one year will not leave sensibility. So take action immediately once the absence exceeds the casual leave limits for the month.
All the Best,
Prasannasundhar N

From India, Madras
Sreeee_HR
Hi Priyanka, Send the termination letter through registered post, under certificate of posting. Sree
From India, Madras
sitaprakashy
2

Hi Priyanka
We follow the following process while an employee is absconding...
After 3 days of employee not reporting to work, a letter will be sent to his address thru reg post asking him to report back to work
After 6 days of employee not reporting to work, giving the reference first letter, will be sending second letter asking him/her to report on immediate basis, otherwise action will be initiated
After 10 days of employee not reporting to work, giving the reference of first & second letter, final termination letter will be sent..
The employee may come with first / second letter which can be considered on case to case basis.
Regards

From India, Bangalore
Vasant Nair
90

Dear Priyanka,
Absconding from duty is an act of misconduct and should be treated as such.
The advice given by Mr. Sita Prakash is quite right.
1. Send a letter by Registered AD Post and UPC at the address furnished by him and available on his personal file. You will advise him that he has been absenting himself from duty without prior information or permission of his superiors from......(date) and that he continues to do so till date....(date of sending the letter)
Advise him that in case he perisists in hisunalwful absence from duty it would be inferred that he is no longer interested in continuing in his employment with the Co. and that he has abandoned his position of his own free will.
After three such letters ( wording is important) send him a final letter treating it as abandonemnt of duty and remove his name from the rolls of the Co.
Vasant Nair

From India, Mumbai
amarsinghh
Dear Sir,
If the employees refused to receive the termination letter which is sent to him at his residence,and it to come back to the sender company address. In this situation what we can do?
AMAR THAKUR

From India, Kannur
sitaprakashy
2

Amar Hi Plz tell him that as per the company policy you can not revoke the letter issued. If it is a genuine case, you can think of it...
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.





Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.