Hi,
I hired an employee in the middle of September. She told me that her reason for changing jobs was due to excessive stress in her previous job, affecting her health. She underwent treatment and is now in good health, taking routine vitamin medication.
She is under a one-year bond with us. However, she only worked for 2 days before going on leave. Sometimes she answers calls, sometimes not. Despite committing to submitting a medical certificate, she has failed to do so. Additionally, she has promised to return to work but fails to provide any intimation. When we try to contact her, there is either no response or someone else answers the call without giving a definitive reply.
Please advise on how to proceed.
Regards,
Deepali
From India, Chandigarh
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13I hired an employee in the middle of September. She told me that her reason for changing jobs was due to excessive stress in her previous job, affecting her health. She underwent treatment and is now in good health, taking routine vitamin medication.
She is under a one-year bond with us. However, she only worked for 2 days before going on leave. Sometimes she answers calls, sometimes not. Despite committing to submitting a medical certificate, she has failed to do so. Additionally, she has promised to return to work but fails to provide any intimation. When we try to contact her, there is either no response or someone else answers the call without giving a definitive reply.
Please advise on how to proceed.
Regards,
Deepali
From India, Chandigarh
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Hi DVD, She fits into the profile and we even planned all the things, then we suffered loss. Deepali
From India, Chandigarh
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From India, Chandigarh
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Dear Deepali,
I would suggest you wait for 15 more days, and after that, send her a show cause notice by registered post asking her for the reasons behind her absence. In the letter, provide her with 24 hours to reply and 48 hours to rejoin. Otherwise, she can choose to resign and face all the terms and conditions mentioned in the appointment letter.
Be strict in this matter and do not entertain any false excuses from her.
Best of luck!
Garima Singhwal
From India, Delhi
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I would suggest you wait for 15 more days, and after that, send her a show cause notice by registered post asking her for the reasons behind her absence. In the letter, provide her with 24 hours to reply and 48 hours to rejoin. Otherwise, she can choose to resign and face all the terms and conditions mentioned in the appointment letter.
Be strict in this matter and do not entertain any false excuses from her.
Best of luck!
Garima Singhwal
From India, Delhi
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Hi Garima, I sent her a show cause notice through mail. She sent me a reply with medical proofs, but all the documents are of August and we hired her in September. Deepali
From India, Chandigarh
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From India, Chandigarh
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Deepali, tell her clearly about the challenges which the organization is facing due to her absenteeism. Provide her with a limited time frame to respond and to rejoin. If you do not set a specific time frame, all communication will be vague and result in nothing.
Hope to hear something positive from your side soon.
Garima Singhwal
From India, Delhi
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Hope to hear something positive from your side soon.
Garima Singhwal
From India, Delhi
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Check the docs of Aug to see if they mention that she has prolonged conditions of disease or sickness. It might be mentioned there. If not, then reply back that these docs are backdated and are null and void if a new document is not furnished. Also, reiterate to her about the clause in the appointment letter and the repercussions she may face if no satisfactory reply is received within 2 days.
From India, Chandigarh
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From India, Chandigarh
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What ever the reason the employee has, they need to inform the employer about it.
As per the above information, it clearly indicates her negligence.
As per your policies, you can send a termination letter to her for the uninformed absence.
In the meantime, try to hire another candidate to replace her to avoid problems.
Thanks & Regards, Vani
From India, Secunderabad
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As per the above information, it clearly indicates her negligence.
As per your policies, you can send a termination letter to her for the uninformed absence.
In the meantime, try to hire another candidate to replace her to avoid problems.
Thanks & Regards, Vani
From India, Secunderabad
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I checked all the documents; nothing serious is mentioned. I talked to our company lawyer as well. She mentioned that legally, the certificates should be from a government hospital. The documents that the employee submitted are from private hospitals.
Regards,
Deepali
From India, Chandigarh
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Regards,
Deepali
From India, Chandigarh
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Hi Vani, I hired a new employee on her place, he is joining with in a week. Hope things goes fine with the project. Deepali
From India, Chandigarh
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From India, Chandigarh
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Hi Deepali,
For next time, I would suggest you to frame a policy and get it documented. For example, send 3 notices spread over a span of 6 months. If an absconder fails to respond to these notices, remove their name from the company's records.
Good luck with the new joiner.
Aman Dudeja
Associate Manager - HR
Vedanta Resources
From United States, Brooklyn
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For next time, I would suggest you to frame a policy and get it documented. For example, send 3 notices spread over a span of 6 months. If an absconder fails to respond to these notices, remove their name from the company's records.
Good luck with the new joiner.
Aman Dudeja
Associate Manager - HR
Vedanta Resources
From United States, Brooklyn
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Hello Deepali,
Going by the responses, it looks like you have already hired another person who should handle your immediate situation. However, there could be 2 lessons for you in the whole experience.
1. Please don't waste your time by going the legal route -- sending her notices, etc. -- unless your company has money to blow on lawyer fees for such cases and/or unless this employee took any company docs and vanished. Put your valuable time into something else that's more worthwhile.
2. Your recruitment process may need some review. Also, please don't rule out the possibility that she could have noticed something in the company's way of working in the 2 days she came -- that put her off. Just try to talk to those she interacted with in the 2 days -- you could get some idea based on her casual comments. Going by the look of it, I feel it's more of an 'attitude issue' than a competency issue. The HR rounds in the interview process are supposed to catch such cases. Have a relook into it, and I am sure you will figure out a way to avoid any repeats in the future.
Regards,
TS
From India, Hyderabad
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Going by the responses, it looks like you have already hired another person who should handle your immediate situation. However, there could be 2 lessons for you in the whole experience.
1. Please don't waste your time by going the legal route -- sending her notices, etc. -- unless your company has money to blow on lawyer fees for such cases and/or unless this employee took any company docs and vanished. Put your valuable time into something else that's more worthwhile.
2. Your recruitment process may need some review. Also, please don't rule out the possibility that she could have noticed something in the company's way of working in the 2 days she came -- that put her off. Just try to talk to those she interacted with in the 2 days -- you could get some idea based on her casual comments. Going by the look of it, I feel it's more of an 'attitude issue' than a competency issue. The HR rounds in the interview process are supposed to catch such cases. Have a relook into it, and I am sure you will figure out a way to avoid any repeats in the future.
Regards,
TS
From India, Hyderabad
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2-RECRUITMENT PROCESS-2.doc