Hi,
One of my employees joined on the 30th of June 2014. He took a leave on the 3rd of July, stating that his mom is unwell and he needs to take her to the doctor.
Just after 4 days, on 07.07.2014, he sent an email stating that he is ill and requires a week's leave to recover from a fever.
Again, after 3 days, on 10.07.2014, he sent his resignation email stating that the distance from his house to the office is too much, and hence he finds it difficult to travel (the actual distance is only 35km one way, and we have people traveling more than 50 km one way for work).
I am unsure how to respond to his resignation letter. I also want to tell him that such an attitude towards work will not take him far in the future.
From India, Bangalore
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One of my employees joined on the 30th of June 2014. He took a leave on the 3rd of July, stating that his mom is unwell and he needs to take her to the doctor.
Just after 4 days, on 07.07.2014, he sent an email stating that he is ill and requires a week's leave to recover from a fever.
Again, after 3 days, on 10.07.2014, he sent his resignation email stating that the distance from his house to the office is too much, and hence he finds it difficult to travel (the actual distance is only 35km one way, and we have people traveling more than 50 km one way for work).
I am unsure how to respond to his resignation letter. I also want to tell him that such an attitude towards work will not take him far in the future.
From India, Bangalore
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Hi,
Have you given the appointment to that employee? If so, what are the terms and conditions? During the interview, these matters should have been discussed, and a decision should have been made.
From India, Bangalore
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653Have you given the appointment to that employee? If so, what are the terms and conditions? During the interview, these matters should have been discussed, and a decision should have been made.
From India, Bangalore
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There are three issues involved. If an employee is on training or on probation and if there is a clause of serving a notice period for leaving the service, then the resignation can be rejected for non-fulfillment of the contract of employment. As the concerned employee has worked for a very short time, I suppose that he is not a permanent employee. If at all he is a permanent employee, then you can refuse to accept the resignation by stating that he has not complied with the terms and conditions of the appointment order, that is, serving the notice period.
In any case, it all depends on the policy of the company. If the company does not want him, then you can plainly accept the resignation letter and relieve him from the services of the company. But this might create a bad precedent as there is a likelihood of this kind of tendency being developed in the company. As the HR, you should be the first to set a firm example, as thereafter there are no possible complications like this.
From India, Pune
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In any case, it all depends on the policy of the company. If the company does not want him, then you can plainly accept the resignation letter and relieve him from the services of the company. But this might create a bad precedent as there is a likelihood of this kind of tendency being developed in the company. As the HR, you should be the first to set a firm example, as thereafter there are no possible complications like this.
From India, Pune
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Before taking up the job, the candidate/employee would have certainly known the distance from home to work and vice versa. It is funny to hear the excuse he is giving out now for resignation as long distance! In any case, these days, it has become a standard excuse to quit the job on flimsy grounds. Obviously, he underwent an interview and now got a job hence wanted to quit. I found a similar posting from a guy saying he wanted to quit a job within a week, as he got a better job; wanted to know how to go about it (may be the same guy!) There is no commitment from youngsters these days; they change jobs like changing shirts!
Strike off his name from your rolls, accept his resignation, do not pay any salary for this period and move forward. Find out who was the next wait-listed guy and ask him to join duty. These days don't get emotional or sentimental about guys joining or leaving. Be in tune with the times. Best wishes.
From India, Bengaluru
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Strike off his name from your rolls, accept his resignation, do not pay any salary for this period and move forward. Find out who was the next wait-listed guy and ask him to join duty. These days don't get emotional or sentimental about guys joining or leaving. Be in tune with the times. Best wishes.
From India, Bengaluru
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Dear Samrudhi,
Our learned HR experts have given you sound advice. As a retired academic, I have some observations. Really, the person has worked only 3 days: June 30, July 1 and 2. It is quite possible that his mother fell ill after he took up the job and that the distance is a problem. I am originally from Bangalore, and I find traveling 35 km is a lot of strain these days. Does the company provide transport, or do the workers arrange their own? Even in the UK, where we have excellent roads, traveling 35 km can take well over an hour during peak periods.
As he has attended, you really cannot withhold his pay that is due. Relieve him on compassionate grounds and make sure you conduct a thorough investigation before offering the job in the future.
From United Kingdom
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Our learned HR experts have given you sound advice. As a retired academic, I have some observations. Really, the person has worked only 3 days: June 30, July 1 and 2. It is quite possible that his mother fell ill after he took up the job and that the distance is a problem. I am originally from Bangalore, and I find traveling 35 km is a lot of strain these days. Does the company provide transport, or do the workers arrange their own? Even in the UK, where we have excellent roads, traveling 35 km can take well over an hour during peak periods.
As he has attended, you really cannot withhold his pay that is due. Relieve him on compassionate grounds and make sure you conduct a thorough investigation before offering the job in the future.
From United Kingdom
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As others opined, I don't think it's a fit case to pursue any further. I could only guess he would have got a better appointment elsewhere, or he didn't like the environment, etc. As it happened during the probation period, there's not much you could do. Moreover, such things are common nowadays, and I think you should not waste your time worrying about this anymore and close the file. I don't think you should even issue a relieving letter as he won't dare to come near you for this. Move ahead, try to call the next man on your panel. Who knows, he/she could end up better suited to you than the one who ran away.
From India, Bangalore
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From India, Bangalore
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Dear Madgaonkar,
Actually, this case is not fit for any more discussions. The establishment door is for both entry and exit. Nobody can compel to stick to one job. Don't waste further time. It's better to send your acceptance letter since he has submitted his resignation and relieve him from the services. I presume that he may be a probationer. During the probationary period, either party can give one day's notice as per normal practice. I do not know what you have mentioned in his appointment order.
Please ensure that during the course of the interview, you must focus on the reliability of the candidate and properly evaluate them before you appoint him. This is one of the most important things and challenges for HR executives.
I hope your doubts are now cleared. I presume you are from Margao-Goa.
Adoni Sugursh
Sr. Executive (Pers, Admin & Ind. Rels) Rtd
Labour Laws Consultant
From India, Bidar
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Actually, this case is not fit for any more discussions. The establishment door is for both entry and exit. Nobody can compel to stick to one job. Don't waste further time. It's better to send your acceptance letter since he has submitted his resignation and relieve him from the services. I presume that he may be a probationer. During the probationary period, either party can give one day's notice as per normal practice. I do not know what you have mentioned in his appointment order.
Please ensure that during the course of the interview, you must focus on the reliability of the candidate and properly evaluate them before you appoint him. This is one of the most important things and challenges for HR executives.
I hope your doubts are now cleared. I presume you are from Margao-Goa.
Adoni Sugursh
Sr. Executive (Pers, Admin & Ind. Rels) Rtd
Labour Laws Consultant
From India, Bidar
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Dear Samruddhi,
Upon reviewing your query, it can be inferred that the employee in question is not interested in continuing employment with your company. It appears that they have been providing excuses initially in order to secure an offer from another company. In such a scenario, retaining this employee may not be beneficial for the organization. It would be advisable to request the employee to come to the office to complete the necessary exit formalities. Additionally, you may want to engage in a conversation with the employee to understand the specific reasons for their dissatisfaction. There are instances where new employees do not feel comfortable due to the work environment, and it is important to address such concerns.
Kind regards,
[Your Name]
From India, Kollam
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Upon reviewing your query, it can be inferred that the employee in question is not interested in continuing employment with your company. It appears that they have been providing excuses initially in order to secure an offer from another company. In such a scenario, retaining this employee may not be beneficial for the organization. It would be advisable to request the employee to come to the office to complete the necessary exit formalities. Additionally, you may want to engage in a conversation with the employee to understand the specific reasons for their dissatisfaction. There are instances where new employees do not feel comfortable due to the work environment, and it is important to address such concerns.
Kind regards,
[Your Name]
From India, Kollam
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Dear Samrudhi,
It is purely his discretion whether he wishes to continue in the organization or not. The reason is whatever he is leaving the organization for. As an HR professional, you should check what your company policies state in such cases. The rest is just the story.
Regards,
Abhay
Sr. HR
Mumbai
9969896360
From India, Mumbai
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It is purely his discretion whether he wishes to continue in the organization or not. The reason is whatever he is leaving the organization for. As an HR professional, you should check what your company policies state in such cases. The rest is just the story.
Regards,
Abhay
Sr. HR
Mumbai
9969896360
From India, Mumbai
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Employee Attitude.ppt
How to Handle an Employee Resignation.doc