Good Evening All,
Situation: One of my employees is absconding form the duties from the last two months. I sent 1st warning letter to his temporary address available in records but no response from his side. After few days I received acknowledgement and Registered AD indicating comments “Address Change”. Then I sent my Executive to his temporary address and he found his family at the same place. He (executive) enquired about him (absconding employee). His family members said he went to office. Our Executive told him that he is coming form the office (indicating office name) then they said “No, No, he is not well and went to hometown. I sent 2nd warning letter to his Permanent Address available with us but no response till date. I enquire with the available phone number of his permanent address and got reply that he is also not there and staying with the family in XYZ location (same as temporary address).
This is the clear case of cheating. My question is:-
Sending termination letter by hand is legal?
(Remember the situation once again because he is not yet received any warning letter and we don’t have any kind of receiving that we warn him to resume the duties)
Please suggest – What to do in this situation??
Thanks in Advance
Regards
Pankaj Chandan
From India, New delhi
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13Situation: One of my employees is absconding form the duties from the last two months. I sent 1st warning letter to his temporary address available in records but no response from his side. After few days I received acknowledgement and Registered AD indicating comments “Address Change”. Then I sent my Executive to his temporary address and he found his family at the same place. He (executive) enquired about him (absconding employee). His family members said he went to office. Our Executive told him that he is coming form the office (indicating office name) then they said “No, No, he is not well and went to hometown. I sent 2nd warning letter to his Permanent Address available with us but no response till date. I enquire with the available phone number of his permanent address and got reply that he is also not there and staying with the family in XYZ location (same as temporary address).
This is the clear case of cheating. My question is:-
Sending termination letter by hand is legal?
(Remember the situation once again because he is not yet received any warning letter and we don’t have any kind of receiving that we warn him to resume the duties)
Please suggest – What to do in this situation??
Thanks in Advance
Regards
Pankaj Chandan
From India, New delhi
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Hi!
I think we should always keep his employee verification updated. If not, in the future, he will face problems. Keep your records updated so that the person replying in your absence can update them as well.
Hope this is fine.
Padmashree.
From India, Bangalore
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I think we should always keep his employee verification updated. If not, in the future, he will face problems. Keep your records updated so that the person replying in your absence can update them as well.
Hope this is fine.
Padmashree.
From India, Bangalore
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Chandan,
Do it this way:
1. Check his emplyement forms. Look for addresses he / she has communicated to your organization. Pls note: The document containing the emplyee address should have been signed by the emplyee himself.
2. When you have verified the address, do send him a show cause / warning letters on the adress you have on records. Pls note: Ensure that you send the letter via registered post. Maintain a copy of the registered post in the employees personnel file
3. Send the warning letter twice. And maintain the copy registered post slip for both the occasions.
4. If dont recieve any ackowledgement from the employee, send him a termination letter. again via registered post. and again maintain a copy of the post slip in his employee file.
Other factors you need to take care of:
A) Ensure that the termination is done in accordance to the existing policies in place. Read the emplyee agreement twice along with the policies in force.
B) In case you recive change in address notification from the postal authorities. You still have done the right job by terminating the emplyee. Pls note: You need not go and head hunt for the emplyee. You have to trust your documenting standards and should adhere to the address that is communicated by the emplyee and is present in his personnel file.
Hope this clears and helps you.
Trinity - Morpheus
From United Kingdom, London
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Do it this way:
1. Check his emplyement forms. Look for addresses he / she has communicated to your organization. Pls note: The document containing the emplyee address should have been signed by the emplyee himself.
2. When you have verified the address, do send him a show cause / warning letters on the adress you have on records. Pls note: Ensure that you send the letter via registered post. Maintain a copy of the registered post in the employees personnel file
3. Send the warning letter twice. And maintain the copy registered post slip for both the occasions.
4. If dont recieve any ackowledgement from the employee, send him a termination letter. again via registered post. and again maintain a copy of the post slip in his employee file.
Other factors you need to take care of:
A) Ensure that the termination is done in accordance to the existing policies in place. Read the emplyee agreement twice along with the policies in force.
B) In case you recive change in address notification from the postal authorities. You still have done the right job by terminating the emplyee. Pls note: You need not go and head hunt for the emplyee. You have to trust your documenting standards and should adhere to the address that is communicated by the emplyee and is present in his personnel file.
Hope this clears and helps you.
Trinity - Morpheus
From United Kingdom, London
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