hi!
in this circumstances u should refer the standing order/laws of the company.defntly absconding without intimation for more than 7 days is a misconduct and he is a probationer also.so u can terminate him without intimation.i hope u provided him with employee handbook (where it is clearly mentioned).
secondly there is no need for any humanitarian steps here.Nowadays there are so many means to communicate any accident, death etc.
pragadeesh
8056711888
From India, Madras
in this circumstances u should refer the standing order/laws of the company.defntly absconding without intimation for more than 7 days is a misconduct and he is a probationer also.so u can terminate him without intimation.i hope u provided him with employee handbook (where it is clearly mentioned).
secondly there is no need for any humanitarian steps here.Nowadays there are so many means to communicate any accident, death etc.
pragadeesh
8056711888
From India, Madras
I think deserting the job after single day without any information is a gross misconduct. So, if an Appointment Letter was sent, you simply extend the validity of the Appointment letter by another week and ask the employee to resume duties within that period, otherwise the appointment letter will deemed to have been withdrawn. If he rejoins, well and good. If he does not, well he looses the job. This will meet the end of justice.
No disciolinary action or natural justice is required to be followed for an employee who was just stayed for a single day just to desert the job/company.
From India, Chandigarh
51No disciolinary action or natural justice is required to be followed for an employee who was just stayed for a single day just to desert the job/company.
From India, Chandigarh
A Probationer do not enjoy protection of law of natural justice to hear his point of view for absenteism. I come across a case in this matter. Leave applied by a probationer was turned down by management as the reason mentioned was not accepted by management. But the probationer's priority was leave and he proceeded on leave. Later he was dismissed. My question here is
1. Why he should give reason for leave ? Is it mandatory ?
2. If a probationer applies leave by giving right reason it was not considered.
what is the remedy ?
regards ravi
From India, Selam
1. Why he should give reason for leave ? Is it mandatory ?
2. If a probationer applies leave by giving right reason it was not considered.
what is the remedy ?
regards ravi
From India, Selam
Dear Balaji,
Having been dealing with vigilance and disciplinary cases for about 45 years in the past, I could rather have been expected to be more of a negative attitude, but I find negative attitude more in the HR executives dealing with general administration.
The point has not to be lost sight of that HR does not only literally represent human resources, but also represents human relations in the form of staff relations or employee relations. HR, neither also allows to adopt only negative attitude without going in to detailed analysis. Negative attitude, sometimes, costs very dearly in the life of a person, particularly the HR personnel.
In fact HR is a very important link between the management as a whole and the employees and to keep balance on both the sides is the prime responsibility of the HR. Positive attitude in human relations is a must, unless you are sure that the other side is wrong.
The need is first to analyse the issue keeping an impartial attitude. So, the reasons attributed to the absence of the employee are necessary to be investigated and analysed, before taking any stringent action. Even otherwise also, if the employee is proved to be at fault the management has the discretion to take even more strict action of dismissal due to his unauthorized absence from duty in the organization and taking another employment without formally getting relieved from the present employment, but only if the employee is proved to be at fault for the reasons not beyond his control.
SHORTCUTS IN THE HR PROCESSES CAN PROVE TO BE DANGEROUS NOT ONLY FOR THE EMPLOYEES, BUT ALSO FOR THE REPUTATION AND TRUST OF THE ORGANIZATION, WHICH IT ENJOYS WITH ALL OF ITS EMPLOYEES.
From India, Delhi
Having been dealing with vigilance and disciplinary cases for about 45 years in the past, I could rather have been expected to be more of a negative attitude, but I find negative attitude more in the HR executives dealing with general administration.
The point has not to be lost sight of that HR does not only literally represent human resources, but also represents human relations in the form of staff relations or employee relations. HR, neither also allows to adopt only negative attitude without going in to detailed analysis. Negative attitude, sometimes, costs very dearly in the life of a person, particularly the HR personnel.
In fact HR is a very important link between the management as a whole and the employees and to keep balance on both the sides is the prime responsibility of the HR. Positive attitude in human relations is a must, unless you are sure that the other side is wrong.
The need is first to analyse the issue keeping an impartial attitude. So, the reasons attributed to the absence of the employee are necessary to be investigated and analysed, before taking any stringent action. Even otherwise also, if the employee is proved to be at fault the management has the discretion to take even more strict action of dismissal due to his unauthorized absence from duty in the organization and taking another employment without formally getting relieved from the present employment, but only if the employee is proved to be at fault for the reasons not beyond his control.
SHORTCUTS IN THE HR PROCESSES CAN PROVE TO BE DANGEROUS NOT ONLY FOR THE EMPLOYEES, BUT ALSO FOR THE REPUTATION AND TRUST OF THE ORGANIZATION, WHICH IT ENJOYS WITH ALL OF ITS EMPLOYEES.
From India, Delhi
'Termination' notion is very much anchored in your mind. As you also an employee of x employer, you may aware to adhere the co. policy. If proper policy not in place, then make solid ploicy by hiring good HR consultant. Otherwise each employee will become a experiment tool for HR-team/yourself -On various issues.
From India, Mumbai
From India, Mumbai
I dont think any action should be taken for he has just joined the organisation, and may be he didn't find a friendly atmosphere as he thought or may be the work din't suit him. Or it can be some of his personal problem. I can be regarding salary issue. The best way is to call him up and ask him what is his problem and then decide according to the company policy. Before that there is no need to take any action.
From India, Thana
From India, Thana
Dear Friends,
The actions could be many fold,like
Action to be taken, if no appointment letter has not been issued-no action.
Action to be taken, if appointment letter has not been issued,but the employees has not signed in the attendance register- he is a probationer and action to be taken will be as applicable for employees on probation as suggested by Rhea and others.
Finance action is to credit him with one day salary and allow to to come collect this amount and use that as an opportunity to have a terminal interview with him to find out the reasons for discontinuing the employment after serving for one day.Apart from legal procedures.
In any case such cases generally throw out lot of questions.-1. Are our recruitment methods proper? Did we select the right man?Did we assess the candidate properly.
2. How dose an outsider see us? How are we when compared to other employers?.
We must do self Analysis by answering theses questions and find initate corrective actions in the interest of the organisation and to protect the morale of existing employees.
JR Kumar,
Faculty Director,
FAPCCI , Hyd
From India, Hyderabad
The actions could be many fold,like
Action to be taken, if no appointment letter has not been issued-no action.
Action to be taken, if appointment letter has not been issued,but the employees has not signed in the attendance register- he is a probationer and action to be taken will be as applicable for employees on probation as suggested by Rhea and others.
Finance action is to credit him with one day salary and allow to to come collect this amount and use that as an opportunity to have a terminal interview with him to find out the reasons for discontinuing the employment after serving for one day.Apart from legal procedures.
In any case such cases generally throw out lot of questions.-1. Are our recruitment methods proper? Did we select the right man?Did we assess the candidate properly.
2. How dose an outsider see us? How are we when compared to other employers?.
We must do self Analysis by answering theses questions and find initate corrective actions in the interest of the organisation and to protect the morale of existing employees.
JR Kumar,
Faculty Director,
FAPCCI , Hyd
From India, Hyderabad
I agree with Balji’s view. One day old employee does not require this type of treatment. Simply strike-off his name ....... Nothing is going to happen......
From India, Vadodara
From India, Vadodara
Hi,
First you have to verify the cause. If there are others who have joined with him (group recruitment), then one of them will surely know whats happening. Else contact him at his address. Chances are that either he has met an emergency (in that case he would have left a message with someone) or he has used your orgn as a 'filler' while waiting for another opportunity.
In the latter case, you know he has gone for good. U can ask for an explanation via registered mail (and acknowledgement) and in case you dont get a reply or a suitable reply the concerend disciplinnary authority can take the decision. There will be no use trying to get him to honour the 'bond' if any, (except if u know where he has joined).
After this dust settles down and you know that he has left for a better opportunity, u need to analyse if he has left out of- dis-illusionment or it was planned action (filler concept). Take corrective action.
Regards
From India, Visakhapatnam
First you have to verify the cause. If there are others who have joined with him (group recruitment), then one of them will surely know whats happening. Else contact him at his address. Chances are that either he has met an emergency (in that case he would have left a message with someone) or he has used your orgn as a 'filler' while waiting for another opportunity.
In the latter case, you know he has gone for good. U can ask for an explanation via registered mail (and acknowledgement) and in case you dont get a reply or a suitable reply the concerend disciplinnary authority can take the decision. There will be no use trying to get him to honour the 'bond' if any, (except if u know where he has joined).
After this dust settles down and you know that he has left for a better opportunity, u need to analyse if he has left out of- dis-illusionment or it was planned action (filler concept). Take corrective action.
Regards
From India, Visakhapatnam
Hi,
Greetings for the day. . .
Well if I give insight into the issue there might be major three issues that may have arised.
1. False comminttments / promises given at the time of selection - leter on not seen by a new joinee.
2. Withdrawal of interest from a new assignment - may be because of comfort / interest or any other reason in new job.
3. He/she must have something really very serious and could not get connected (very thin chances), as a benefit of doubt.
Whatever is the situation, you have faced candidate lost after joining. This is now a days getting common issue. Please verify your processes not only at HR level but also at the dept. level. As people generally blame HR only that - there is no "Walk the Talk" approach by HR. Showing big picture and getting penny out of it.
This is a situation that is new joinee has not yet connected you then he will not revert back. Start searching a new candidate.
Atleast you must be thankful that he has gone in one day otherwise this could have happen may be after a week or a month where in he will get a lot of information about your org., get the induction and then gone.
Keep the things moving.
Go ahead and hire a new one.
Maulik
Greetings for the day. . .
Well if I give insight into the issue there might be major three issues that may have arised.
1. False comminttments / promises given at the time of selection - leter on not seen by a new joinee.
2. Withdrawal of interest from a new assignment - may be because of comfort / interest or any other reason in new job.
3. He/she must have something really very serious and could not get connected (very thin chances), as a benefit of doubt.
Whatever is the situation, you have faced candidate lost after joining. This is now a days getting common issue. Please verify your processes not only at HR level but also at the dept. level. As people generally blame HR only that - there is no "Walk the Talk" approach by HR. Showing big picture and getting penny out of it.
This is a situation that is new joinee has not yet connected you then he will not revert back. Start searching a new candidate.
Atleast you must be thankful that he has gone in one day otherwise this could have happen may be after a week or a month where in he will get a lot of information about your org., get the induction and then gone.
Keep the things moving.
Go ahead and hire a new one.
Maulik
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Employee Appraisal Form new.doc