Disciplinary Actions Against Absconded Employees
1. Investigation and Attempted Contact: In the case, an employee disappears without any notice, the company needs to find out what happened, and what are the reasons behind the absence. They can try to find out in various ways, like by communicating with colleagues, observing the previous absence patterns, and past messages. These things will help to find out why the employee left suddenly. After that, the company tries to contact the employee using phone numbers, email, and social media to find the reasons for leaving. This is important to provide the employee with a chance to explain and come back to work.
2. Written Warning: A written warning is sent to the employee stating the consequences of absence without notice. This can be sent through email or mail. This will outline the leave policies that the employee is violating by doing this. A copy of this email will be attached to the employee’s records in the company.
3. Conduct an Inquiry: In the case, that the employee responds to the notice, then the employer should conduct an inquiry to hear the employee’s side of the story to know what were the reasons behind the absence without notice. The employer should examine the evidence of whether the employee is telling the truth or not. In this way, the employer should provide an opportunity for the employee to defend themselves and provide necessary documents and witnesses.
4. Termination Letter: In the case, that the employee does not respond to the notice, then the employer should issue a termination letter stating the reasons for dismissal and the date of termination. This letter should contain information about the employee’s rights, like returning the company property, settling the dues, and collecting the final settlement.
5. Initiate Legal Action: If the employee has committed fraud, theft, or breach of contract, then the employer can take legal action against the employee, which can include going to the police and filing a complaint in court. The employer can ask for compensation for the damage caused by the employee. The employer can also blacklist the employee by giving a negative reference to the future employers.