Better you do nothing right now unless s/he claim pay for the worked-days. In that case, s/he should be governed by the terms of letter of appointment regarding payment and notic period.
From Pakistan, Rawalpindi
1From Pakistan, Rawalpindi
Dear Member,
Did he sign any Letter Of Intent or Offer /Appointment Letter at the time of his selection? If not, then since he did not collect his offer letter or give any confirmation, therefore, he doesnt stand liable for any misconduct case in your organization though he had submitted his documents and joined for a week.
You may write an email to make him aware of his gross conduct and that he wont receive his salary for the days he worked in your organization and hence his details will be updated in your company records and he will not be able to apply with your organization in future because of his absconding case.
You shall update your records and be cautious of his application in future and cascade the same thing to the respective teams in your organization.
.Thanks
Neha[/QUOTE]
From India, Delhi
Did he sign any Letter Of Intent or Offer /Appointment Letter at the time of his selection? If not, then since he did not collect his offer letter or give any confirmation, therefore, he doesnt stand liable for any misconduct case in your organization though he had submitted his documents and joined for a week.
You may write an email to make him aware of his gross conduct and that he wont receive his salary for the days he worked in your organization and hence his details will be updated in your company records and he will not be able to apply with your organization in future because of his absconding case.
You shall update your records and be cautious of his application in future and cascade the same thing to the respective teams in your organization.
.Thanks
Neha[/QUOTE]
From India, Delhi
Dear Neelam,
It is usually the practice that whenever someone is looking for a job/change, s/he applies at 'n' places and if got shortlisted at more than 1 place, s/he would weigh all pros and cons of both organization and accordingly accept the one s/he feels better/best compared.
Coming to ur case, the person joined in from 26th, came for 4 days. Absent from 1st and resigned on 3rd - Mon. As is obvious and as s/he stated he has got a better opportunity.
You said s/he has not accepted/taken his/her appointment letter. So there is no clause of absconding. You can just say that you would not be processing his 4day's salary, so that you communicate to others such practice is not entertained. But above that nothing is to be done.
When s/he don't even have a copy of appointment letter, s/he don't even need to give official resignation. But s/he out of good nature has informed you abt his/her future plans.
Each one of us have a right to decide on our better future, aint we? Would we not switch if we get better opportunities - salary/profile/location/work-life balance/future growth what ever it is. Nothing out of the world was performed. So just chill.
And as i said there's no exchange of appointment letter & acceptance of it, there's little you could do to make him/her stay.
Hope it helped.
From India, Mumbai
It is usually the practice that whenever someone is looking for a job/change, s/he applies at 'n' places and if got shortlisted at more than 1 place, s/he would weigh all pros and cons of both organization and accordingly accept the one s/he feels better/best compared.
Coming to ur case, the person joined in from 26th, came for 4 days. Absent from 1st and resigned on 3rd - Mon. As is obvious and as s/he stated he has got a better opportunity.
You said s/he has not accepted/taken his/her appointment letter. So there is no clause of absconding. You can just say that you would not be processing his 4day's salary, so that you communicate to others such practice is not entertained. But above that nothing is to be done.
When s/he don't even have a copy of appointment letter, s/he don't even need to give official resignation. But s/he out of good nature has informed you abt his/her future plans.
Each one of us have a right to decide on our better future, aint we? Would we not switch if we get better opportunities - salary/profile/location/work-life balance/future growth what ever it is. Nothing out of the world was performed. So just chill.
And as i said there's no exchange of appointment letter & acceptance of it, there's little you could do to make him/her stay.
Hope it helped.
From India, Mumbai
Dear Neelam,
As he has not collected the Appointment Letter, there is no point in depending on the Terms & Conditions of Appointment.
That is where, we have to make sure that we have received his acceptance of the Offer before joining or on the day of joining he has acknowledged/accepted the Offer/Appointment Letter and its T&Cs. Once employee accepts/signs on the T&C of the employment, then only we can think of further actions if he absconds/leaves without intimation.
When employee absconds, no need to think of payments as it is a valid/authorized reason to stop payment even for 4 days.
If he has absconded/not reported due to the work environment, that is our responsibility to take care of the working environment.
wherein, in the given situation, no use even if we think of actions, ignore him and plan for further hiring.
It is my practical experience, and we have not seen anyone taking action on 4 days worked employee who have not agreed T&C.
From India, Hyderabad
As he has not collected the Appointment Letter, there is no point in depending on the Terms & Conditions of Appointment.
That is where, we have to make sure that we have received his acceptance of the Offer before joining or on the day of joining he has acknowledged/accepted the Offer/Appointment Letter and its T&Cs. Once employee accepts/signs on the T&C of the employment, then only we can think of further actions if he absconds/leaves without intimation.
When employee absconds, no need to think of payments as it is a valid/authorized reason to stop payment even for 4 days.
If he has absconded/not reported due to the work environment, that is our responsibility to take care of the working environment.
wherein, in the given situation, no use even if we think of actions, ignore him and plan for further hiring.
It is my practical experience, and we have not seen anyone taking action on 4 days worked employee who have not agreed T&C.
From India, Hyderabad
Hi Neelam,
I would like to make a few observations. In my opinion
1) It is a good practice to hand over the appointment letter on the day an employee joins as a part of enhancing "feel good" factor and extending a warm welcome to a new employee coming aboard (specially ones who are getting into employment for the first time). To make this happen within existing processes
(a) documents that need to be collected / verified should be appended as an Annexure to the offer letter
(b) appointment letter may be amended to mention that it is subject to verification of documents and references to accomodate internal procedures.
2) Perhaps it is not right to use the word "absconding" in this situation as you may not have agreed upon the terms/process of separation in the offer letter besides the fact that he (by your own admission) has informed you. The term is perhaps more appropiate when an employee is aware of the process and terms of separation and does not attend office without information to and with consent of employer.
3) While it is true that such things do happen, in case it is more than a one-off situation, there is perhaps reason of looking within to understand the reasons for such action for possibly trying to identify such instances in the selection process itself.
4)Since appointment letter was never signed off by the employee a "withdrawl of offer" is better than a "termination of employment" since the employee-employer relationship does not exist on records.
From India, Bangalore
I would like to make a few observations. In my opinion
1) It is a good practice to hand over the appointment letter on the day an employee joins as a part of enhancing "feel good" factor and extending a warm welcome to a new employee coming aboard (specially ones who are getting into employment for the first time). To make this happen within existing processes
(a) documents that need to be collected / verified should be appended as an Annexure to the offer letter
(b) appointment letter may be amended to mention that it is subject to verification of documents and references to accomodate internal procedures.
2) Perhaps it is not right to use the word "absconding" in this situation as you may not have agreed upon the terms/process of separation in the offer letter besides the fact that he (by your own admission) has informed you. The term is perhaps more appropiate when an employee is aware of the process and terms of separation and does not attend office without information to and with consent of employer.
3) While it is true that such things do happen, in case it is more than a one-off situation, there is perhaps reason of looking within to understand the reasons for such action for possibly trying to identify such instances in the selection process itself.
4)Since appointment letter was never signed off by the employee a "withdrawl of offer" is better than a "termination of employment" since the employee-employer relationship does not exist on records.
From India, Bangalore
Dear Neelamsn,
Now a days it is a fashion for the new joinee especially in IT organisation. They take the offer letter and start bargain with other company. If there is a marginal increase also they left.
Looking forward do not issue any signed offer letter. Just issue soft copy as offer letter.
2ndly issue appointment letter after 07 working days of his joining.
In this case ask the reason to leave the organisation/discontinue. Please inform that during HR ref check the same to conveyed to his new organisation.
warm regards,
Pranab Chakraborty
From India, Mumbai
Now a days it is a fashion for the new joinee especially in IT organisation. They take the offer letter and start bargain with other company. If there is a marginal increase also they left.
Looking forward do not issue any signed offer letter. Just issue soft copy as offer letter.
2ndly issue appointment letter after 07 working days of his joining.
In this case ask the reason to leave the organisation/discontinue. Please inform that during HR ref check the same to conveyed to his new organisation.
warm regards,
Pranab Chakraborty
From India, Mumbai
Frankly, There is not much that you can do.
A letter of appointment has been issued but not collected by him. Therefore the terms and conditions of appointment have not been agreed by him. As an organisation you dont have an accepted copy of his letter of appointment to be able to demonstrate that he has accepted the terms of employment including notice period. Technically speaking, he is not even an employee, so where is the question of accepting his resignation?
At best what can be done is to formally advise him, at his last recorded address on your files, that since he has left without accepting the appointment letter, no salary would be payable to him.
Thereafter, just close the case.
Incidentally, he cannot be termed as absconding either because he never joined your organisation.
From India, Bangalore
A letter of appointment has been issued but not collected by him. Therefore the terms and conditions of appointment have not been agreed by him. As an organisation you dont have an accepted copy of his letter of appointment to be able to demonstrate that he has accepted the terms of employment including notice period. Technically speaking, he is not even an employee, so where is the question of accepting his resignation?
At best what can be done is to formally advise him, at his last recorded address on your files, that since he has left without accepting the appointment letter, no salary would be payable to him.
Thereafter, just close the case.
Incidentally, he cannot be termed as absconding either because he never joined your organisation.
From India, Bangalore
No need to worry about him just closed the file. Dont release his salary, no need to ask reason, dont asking notice period.
From India, Mumbai
From India, Mumbai
Dear Pranab,
It is not exactly bcz of the Fashion, they justify as IT World/Corporate Style..... when employer doesn't have a project, they fire whatsoever the reason.... and hire when there is a demand. Employee also adopting the same culture, playing with Companies and finally the pressure on the Hiring Manager/HR Manager.
As Kalyan said, if everything/process is streamlined prior to his employment/on the DOJ, like referral check, background verification, acceptance/approval for T&C, he wouldn't try to runaway from the company, as all his referrals know his new employment.
And also employee's selection depends on the size of the company and standard of the company in the market, not exactly the High Salary.
From India, Hyderabad
It is not exactly bcz of the Fashion, they justify as IT World/Corporate Style..... when employer doesn't have a project, they fire whatsoever the reason.... and hire when there is a demand. Employee also adopting the same culture, playing with Companies and finally the pressure on the Hiring Manager/HR Manager.
As Kalyan said, if everything/process is streamlined prior to his employment/on the DOJ, like referral check, background verification, acceptance/approval for T&C, he wouldn't try to runaway from the company, as all his referrals know his new employment.
And also employee's selection depends on the size of the company and standard of the company in the market, not exactly the High Salary.
From India, Hyderabad
Dear All,
As Neleem said; the employee did not collect his appointment letter, so the organisation has nothing to do against him. Even the salary payment maynot be the strong tool to bring him back (only two three days).
Neleem: you have to think carefully as each action you will do is representing and refelcting the image of your organisation. I believe, the reference check process should have indicated something to youabout his personality . If he is a jounior staff and can be replaced easily, then let him go and start looking into your list of back-ups. If he is a senior candidate and you need him, then please invite him for a meeting and see what you (as organisation can do in order to get him back). Maybe you should have exited him in the first two days of his induction process. Please look into the induction and possibilities of retaining the person.
good luck
From Egypt, Aswan
As Neleem said; the employee did not collect his appointment letter, so the organisation has nothing to do against him. Even the salary payment maynot be the strong tool to bring him back (only two three days).
Neleem: you have to think carefully as each action you will do is representing and refelcting the image of your organisation. I believe, the reference check process should have indicated something to youabout his personality . If he is a jounior staff and can be replaced easily, then let him go and start looking into your list of back-ups. If he is a senior candidate and you need him, then please invite him for a meeting and see what you (as organisation can do in order to get him back). Maybe you should have exited him in the first two days of his induction process. Please look into the induction and possibilities of retaining the person.
good luck
From Egypt, Aswan
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