Hello everyone,
One of our employees was granted leave for 15 days, but now he has not returned. It has been almost 45 days, and there has been no contact with him. How should I draft an email to send to him regarding his resignation?
Could someone please help me draft an email or provide me with some ideas?
Thank you,
Akansha
From India, New Delhi
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One of our employees was granted leave for 15 days, but now he has not returned. It has been almost 45 days, and there has been no contact with him. How should I draft an email to send to him regarding his resignation?
Could someone please help me draft an email or provide me with some ideas?
Thank you,
Akansha
From India, New Delhi
Acknowledge(0)Amend(0)
Procedure for Handling Absenteeism/Unauthorized Leaves
The procedure to be adopted in the event of absenteeism or unauthorized leaves must be included in the standing order or HR Manual of the company.
Generally, when an employee is absent without any intimation for more than three days from the office, the employer should take the following actions:
1. First, ensure from the Head of Department (HOD) of the concerned employee whether the employee has given any intimation to their HOD.
2. If the HOD informs that the concerned employee has not given any intimation about their absence, then the HR Department should make an effort to talk with the employee and find out the reason for their absence.
3. If the employee still does not return to duty, the HR department should issue a Notice of Absenteeism to them, advising them to join duties immediately after receiving the notice and to provide an explanation for the absenteeism.
4. If the employee does not respond to the first notice, a "SECOND NOTICE" can be sent for non-compliance with the first notice, stating the employer's right to take disciplinary action against the employee.
5. If the employee does not return despite the issuance of the second notice, a "THIRD NOTICE" can be sent after a week, giving a final opportunity to report for duty within 24 hours of receiving this notice. Failing this, it will be presumed that they have left the job on their own.
All the notices should be kept secured in the employee's personnel file, and their name can be removed from the muster rolls of the company after six months from the date of the first notice issued to them.
From India, Delhi
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The procedure to be adopted in the event of absenteeism or unauthorized leaves must be included in the standing order or HR Manual of the company.
Generally, when an employee is absent without any intimation for more than three days from the office, the employer should take the following actions:
1. First, ensure from the Head of Department (HOD) of the concerned employee whether the employee has given any intimation to their HOD.
2. If the HOD informs that the concerned employee has not given any intimation about their absence, then the HR Department should make an effort to talk with the employee and find out the reason for their absence.
3. If the employee still does not return to duty, the HR department should issue a Notice of Absenteeism to them, advising them to join duties immediately after receiving the notice and to provide an explanation for the absenteeism.
4. If the employee does not respond to the first notice, a "SECOND NOTICE" can be sent for non-compliance with the first notice, stating the employer's right to take disciplinary action against the employee.
5. If the employee does not return despite the issuance of the second notice, a "THIRD NOTICE" can be sent after a week, giving a final opportunity to report for duty within 24 hours of receiving this notice. Failing this, it will be presumed that they have left the job on their own.
All the notices should be kept secured in the employee's personnel file, and their name can be removed from the muster rolls of the company after six months from the date of the first notice issued to them.
From India, Delhi
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Hi All, I think HR should declare him as a Absconder in their records. And it will be automatically marked as Terminated Rgds Villis
From India, New Delhi
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6From India, New Delhi
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Well thought and drafted by Sharma. This is the only way that should be followed, safeguarding the organization's interest, as I perceive. Ideally, send a person to check at the employee's current address and at the disclosed permanent address. Whoever is visiting should make inquiries with the neighbors.
Regards,
BSR
From India, Bangalore
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Regards,
BSR
From India, Bangalore
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How to Handle an Employee Resignation.doc
Overcoming Employee Absenteeism and Tardiness.pdf