Embodies Passion for writing!: Absconding Policy

Termination_Absconding_Policy

Termination based on Absconding is executed when an employee has failed to inform his / her immediate manager about the absence for a month.

Termination is opted when an employee has failed inspite of defined warnings as per “Termination Policy”.

HR defines the degree’s for all the levels to be practised. - “Termination Policy”.

Before executing the termination letter based on absconding one need to take the following points in consideration as per “Termination Policy”.

An employee is not coming to office for continuous “Three Days” and has not even informed his immediate manager.
Employee informs manager verbally / SMS then he needs to be asked for a rejoining date.
If the employee again sents / informs the manager that he cannot join on the prescribed date and gives a new date, then the manager requires to issue a warning letter in association with the HR representative accordingly.

Manager in association with the HR representative require to issue a first “Show Cause Notice” to the employee to report office within 15 days of timeline.
Notice to be sent via Register AD as well as Courier.
Salary Hold request to be sent to HR representative. – Responsible Holder:- Manager
In case the employee reverts / informs that due to medical reasons is not coming then he / she needs to submit the medical records.
Medical records to be verified by the empanelled doctor within the company.
If Doctor gives a go ahead then HR representative needs to inform the employee and take a rejoining date from him / her.
If the medical documents are found not to be genuine and employee fit to come office then manager needs to issue warning letter in association with HR representative to employee.
In case there is no response from the employee within the prescribed time of 15 days, manager to issue second “Show Cause Notice” to employee with the final time line of 15 days.

On receiving no response from the employee within stipulated timeline manager to initiate his / her termination process request with approval from HOD.
All the required documents to be submitted to HR for further processing.
HR needs to have final go ahead from the HR Head.
HR to send the hard copies of letter to manager for despatching to the employee.

Important Points

Practice of policy as per the guidelines – Responsible Holder :- HOD + HR representative
All the communication with respect to the concern areas of an employee to be documented by respective reporting manager.
Familiarize the Reporting Managers / HODs with the different HR policies – Responsible Holder: - Head HR + HR representative.
As per “Termination Policy” all the documents / process has been executed by the manager – Responisble Holder:- HR representative.
In case of any gap by the manager process need to be initiated again from the skipped level.
Formats to be shared with the Team Managers.- Responsible Holder:- HR representative.
The warning and dismissal process must allow the employee to offer their view of the events concerned. The employee must have every chance to defend himself/herself and has the right to appeal a decision made. If this process is not followed the dismissal may be overturned by an Industrial Relations authority.
Visit the link http://www.citehr.com/484770-hr-correspondance-letters.html for show cause notice format Absconding cases.

Embodies Passion for writing!