Hi
My name is Sudha. I am working in an organization in Kolkata as Sr. HR Executive and currently i am the only HR so i have no one to guide me and i am a fresher.
Recently 4 of our experienced employees have left the organization without giving any notice.Maybe they have got better opportunity. They were suppose to give a month's notice. But after getting their salary for the month of April, they are not responding anymore.
Can we take any legal action against them?
And more importantly, how can i stop rest of the employees from doing the same?
Please suggest me a solution asap.
Regards,
Sudha
From India, Calcutta
1My name is Sudha. I am working in an organization in Kolkata as Sr. HR Executive and currently i am the only HR so i have no one to guide me and i am a fresher.
Recently 4 of our experienced employees have left the organization without giving any notice.Maybe they have got better opportunity. They were suppose to give a month's notice. But after getting their salary for the month of April, they are not responding anymore.
Can we take any legal action against them?
And more importantly, how can i stop rest of the employees from doing the same?
Please suggest me a solution asap.
Regards,
Sudha
From India, Calcutta
Hi,
Ya you can stop rest of employees for doing the same.
You can to make feedback form for employees. In that form you can put objective type of question ( Yes / NO) regarding company policy, culture, Hr Policy. which is fill by individual employee and give a feedback about that. It should be very confidential. after doing that process, you can analysis about that feedback. you can find out what are the major problems so employees are leaving the organization.
This type of process you will get result about employee thought about company. you should discuss that problem with management. Try to short out with benefit for both side.
Regards,
Hardik
From India, Ahmadabad
Ya you can stop rest of employees for doing the same.
You can to make feedback form for employees. In that form you can put objective type of question ( Yes / NO) regarding company policy, culture, Hr Policy. which is fill by individual employee and give a feedback about that. It should be very confidential. after doing that process, you can analysis about that feedback. you can find out what are the major problems so employees are leaving the organization.
This type of process you will get result about employee thought about company. you should discuss that problem with management. Try to short out with benefit for both side.
Regards,
Hardik
From India, Ahmadabad
Hi
Even i hav efaced this problem in my Previous Organization.
Try Blocking the salary of Employee who have put up their papers,in this way atleast you can compel them to serve their Notice period,which can be adjusted in their Full & Final Settlements
You cannot take any legal action against them,but can let them wait till they complete their Notice period by holding on their relieveing letters.
Regards,
Monika
From India, Mumbai
Even i hav efaced this problem in my Previous Organization.
Try Blocking the salary of Employee who have put up their papers,in this way atleast you can compel them to serve their Notice period,which can be adjusted in their Full & Final Settlements
You cannot take any legal action against them,but can let them wait till they complete their Notice period by holding on their relieveing letters.
Regards,
Monika
From India, Mumbai
Appointment Letter itself is a service contract. Signing the same both the employer and the employee has to abide the terms and conditions of the said document. If the notice period clause is there, you can take a legal action against the employee under ground of beach of contract according to the provisions of "Indian Contract Act 1872". There are some other remedies also.
Sutanu Maulik
9832281818
Durgapur
From India, Bolpur
Sutanu Maulik
9832281818
Durgapur
From India, Bolpur
Though you can take legal action for breach of contract, it is not worth pursuing looking to the time and civil litigation costs to the company. You can try the methods suggested by Monika.
B.Saikumar
HR &Labour Law advisor
Mumbai
From India, Mumbai
B.Saikumar
HR &Labour Law advisor
Mumbai
From India, Mumbai
Sudha
There are so many reasons for this and it happens across India I am listing some of the reasons
1. Salary and benefits
2. Location of the work place
3. Working atmosphere
4. Management culture( High pressure, organisation not growing,etc)
5. Indutrial Relation situation
6. Canteen
7. Supervisors and Managers attitude
8. Nature of Industry ( It happens in Hotel Industry )
9. Employee age group
10 Company policies ob Leave
11. Growth opportunities for the employee
Analyse, work out an action plan and then act.
Best wishes
Sivasankaran
From India, Chennai
There are so many reasons for this and it happens across India I am listing some of the reasons
1. Salary and benefits
2. Location of the work place
3. Working atmosphere
4. Management culture( High pressure, organisation not growing,etc)
5. Indutrial Relation situation
6. Canteen
7. Supervisors and Managers attitude
8. Nature of Industry ( It happens in Hotel Industry )
9. Employee age group
10 Company policies ob Leave
11. Growth opportunities for the employee
Analyse, work out an action plan and then act.
Best wishes
Sivasankaran
From India, Chennai
if people are leaving the company without informing this clearly implies you have a sizeable "fence sitter" population.
adopt good talent development practices
build JDs on "must haves" not "good to haves"... this single step will help in reducing attrition in most companies as the ideal candidates will be difficult to motivate and will have short stays.
we started toastmaster's club specifically as our employees lacked good communication skills in english.
we also extended loans to staff to pay for their further education
some of our employees were so poor we even gave loans to buy computers for kids back home/ bikes etc..
( we dont have a single default on loan till date)
introduce KPIs so that appraisals are transparent and objective.
targets should be mutually acceptable so that unreasonable expectations are curtailed on day one.
do you give appointment letter in your company ?
i have worked with a company "name withheld" wherein barring 10-15 people, entire staff right from dept heads to interns numbering >500 people were hired on contract.
the arrangement was a sham.
adopt deterrent steps. follow the procedure and release a advert in paper declaring the employee "absconding".. it reflects poorly on a person.
conduct world class exit interviews: hire a 3rd party to meet your ex-employees 2-3 months after they have left and are firmly settled elswehere. remember the focus is only organisational learning.
From India, Delhi
adopt good talent development practices
build JDs on "must haves" not "good to haves"... this single step will help in reducing attrition in most companies as the ideal candidates will be difficult to motivate and will have short stays.
we started toastmaster's club specifically as our employees lacked good communication skills in english.
we also extended loans to staff to pay for their further education
some of our employees were so poor we even gave loans to buy computers for kids back home/ bikes etc..
( we dont have a single default on loan till date)
introduce KPIs so that appraisals are transparent and objective.
targets should be mutually acceptable so that unreasonable expectations are curtailed on day one.
do you give appointment letter in your company ?
i have worked with a company "name withheld" wherein barring 10-15 people, entire staff right from dept heads to interns numbering >500 people were hired on contract.
the arrangement was a sham.
adopt deterrent steps. follow the procedure and release a advert in paper declaring the employee "absconding".. it reflects poorly on a person.
conduct world class exit interviews: hire a 3rd party to meet your ex-employees 2-3 months after they have left and are firmly settled elswehere. remember the focus is only organisational learning.
From India, Delhi
Prevention is better than cure, that is what pointed out by Mr Rana, but I don't understand one thing how the employees working in your organisation for a sufficient period of time can abruptly left and join another without completing any exit formalities, particularly in my organisation without submitting reliving and experience letter from previous employer, we are not issuing appointment letter or making payment of his salary to the employee and I think this is followed everywhere in Mumbai.
Regards
Rajesh Rane
Manager - HR
From India, Mumbai
Regards
Rajesh Rane
Manager - HR
From India, Mumbai
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