nazeer.pasha

 Profile Answers by nazeer.pasha 

• Dec 1st, 2007

 

As per me i believe all the companies have a policy of waiting for an employee for no later than  days and if is found not in touch should close there file as absconding and in your case if you donot have such rule/policy than you being a TL need to consult manager and make sure that if he/she is just showing fake details than should take action or else if the case was very critical wherein the employee could not even call than based on severity should decide the scenario

Thanks
Nazeer
9901111300

durgesh_mishra_10

 Profile Answers by durgesh_mishra_10 

• Dec 10th, 2008

 

i talk with him try to understand his problem
if i found truth then  its ok otherwise  i will give another chance to him.
  

mansi1512g

 Profile Answers by mansi1512g 

• Mar 28th, 2009

 

Will take meeting and ask what was the reason and why he didnt inform and sent only text. Also if required will give him verbal warning latter.

datta_winner

 Profile Answers by datta_winner 

• Sep 9th, 2010

 

The for most thing is the project should not be affected. When the resource
is absconding I would have already used an alternative resource.

Also as per the company policy I would intimate my Manager and Asset Protection
team about this. When the resource returns back with medical certificate I need
to proceed as per company policy by involving HR representative who would
initiate required process.

AA

• May 9th, 2012

 

This kind of a situation seems to be more likely in case of a new company where the process and guidelines have not been set-up. For large companies and old companies, generally it is a part of the employee agreement to follow company policy.

There are couple of ways to handle this. Setting up a process to trigger the attendance of the employee and approving of the location he would be tied to. Asking team member to report at least once on a weekly basis on the status of the project. Following strict policies on absence from work and deduction of pay.

Towards the employee, TL should be strict towards adherence to policy and presence at work.

mkkkks

 Profile Answers by mkkkks 

• Jul 10th, 2012

 

Generally most organizations have a Absconding on duty (AOD)policy which should be initiated for this employee. The 11th day if it falls after the AOD, the employee is referred to the HR... In most cases, unless extenuating circumstances exist, such an employee would be asked to leave.

KSR Murthy

• Oct 22nd, 2012

 

First of all, I will not allow this connect in my team.If Someone is not well or not coming to office, i will not wait for 10 days.I will 100% get the information about my office mates. If someone is doing intentionally i will throw him away (integrity is Need ) from team. If he is really having problem, we will shoulder it and shape him well...

Reema Chanda

• Jun 7th, 2013

 

If I was the team lead then I would have dealt with it a little differently. I always prefer keeping a friction with every agents family members. This allows me to contact their parents/wife/husband, to know the reason of his/her absence and if in case family is also involved in this absence plan, then I will visit his/her place(home) 2nd day itself or will send one of my team member to his place who stays near by, to find out if everything is fine. This will awaken all my team members and they will certainly think twice before commiting such mistake.

According to the company policy I will send his report to my ops manager 1st day itself and keep him posted about it till 3rd day and then forward it to the HR department. After which his salary deduction would start taking place and if in case his salary date falls in between I will also request for stop of Salary. This will get him straight to his actions.

Then once he/she returns back the 11th day I will call for the HR manager and 3 of us will sit and discuss about this issue. So that the team member starts taking it seriously and others also learn lessons from his deeds.

sudhakargobbu

 Profile Answers by sudhakargobbu 

• Aug 29th, 2013

 

Its the primary concern for any peer to inform TL about his whereabouts. In this scenario, TL first would need to cross verify the employee with his Manager. According to the company Absenteeism Policy the executive details would go to ABSCONDING already.

Hence with proper One-on-One with HR and Reporting Manager, the genuinity of the scenario with executive would be judged and he again would be referred his employment for Start from the Scratch. He cannot be allowed to direct productive team as he has not informed and he would lack the process updates. This would be the best suggestion.

Ramzan

 Profile Answers by Ramzan 

• Oct 3rd, 2013

 

Its a situation where i would think in the favor of the company, And depends on the executives overall tenuity with the company if it would have been impossible for the executive to call then too he could have drop in a message through his colleagues or else through his family members. Would check and ask the HR to verify the medical certificate and then decide if the documents are to be true then he can join back , till then the employee is absconding for me and hence leaves wouldnt be marked.

Ram

• Mar 10th, 2015

 

HI
The first and most important thing as someone has already highlighted that earlier , Every company has some sort of policy if anyone did not inform to his / her tm regarding the situation than issue should be forwarded to HR to let her team know this is the situation and we are not getting any update regarding why is she/he is not coming to office ,and HR people will try to contact to particular adviser and they will take the further steps as per company policy ,

js2905

• May 13th, 2015

 

There must be some company policy and HR process before an absconding person is allowed to join back office. If that process is clear,ed by the employee, I will set up a discussion with the person and try to understand the reason for being unreachable. I will analyse past behaviour and performance of that person.
I will also be a little inquisitive about his aspirations and try to ascertain if the reason to abscond is genuine or not. It will be wise to not align such a person in any high priority task, if possible.

Priyanka

• Jun 7th, 2015

 

After two days since he is absconded. His case should be bought in notice of Manager and HR so that appropraite action could be taken as per company policy

Jimish Shah

• Jan 18th, 2016

 

As per my opinion, Each resource of this organization is very important asset. We should first understand the problem of that resource. If their problem is genuine than we have to give the genuine suggestions for next time it should not be happen...
If their problem is not genuine than strictly give one and last warning to the employee.

If till employee is not bother about that warning, than we have to start the taking action step by step... such as... HR warning... after that termination...

All the actions are also depends on the types of resource... if the resources are critical in their skills, than we have to accept wait & watch policy... till we get the similar resource of that skill.

Resources behavior is also depends on their seniors behavior...
If their senior act like only senior than don't expect that resources are behave like team members.

It is very important that fruit-full relationship between employees and your PM/RM is very important.

They should realize the things.... not follow the things.. if they are realize, automatically they follow...

Pramod

• Jun 21st, 2016

 

If I were his TL I would see his past records including performance, behavior, tendency to take leaves and if I find it satisfactory then only I would try to understand his problem/issues. And if he has genuine problem I would help him to save his job.

Prathap

• Jun 26th, 2016

 

I will release him from project as it is no need of having resources without any seriousness.If project is critical and need to mode the code into production and this guy is not responding for even support then it is very risky to have him.If the resource is not upto the mark then we can train and give support as and when required.

Ravishankar

• Jul 30th, 2016

 

TL is not having good relationship with that team member unless or other wise this wont happen. More than TL or Manager we should behave with basic humanity with all team members. This may be reason of TL torture, no meaning in finding fault with team member.

Dilip

• Aug 8th, 2016

 

It doesnt matter how serious was the scenario for him, This is his job to intimate about the seriousness to his current Manager or TL. It shows that the person is not at all bother about his job and seriousness.
No Matter what kind of relation he has with his Team member or super wiser, He breaks the rule and should be punished without any verbal or written warning. We are working in the industry where each of us are equally responsible of the worst conditions like this, where employee leave the office without any intimation and come back with their personal reason. He should get fired immediately and it should be a lesson for others too. No matter what happened with him, in a current scenario he just needed to call and inform the manager about situation and could take leaves for that or he can inform to any team member about that if he is not comfortable with manager.
Such kind of behaviours should not be acceptable in any industry.

Sachin Karche

• Jul 22nd, 2017

 

First Rule is there should be one more team substitute member who handle the task, in case of absense of one of them. In case of critical situation 2-3 team members should work together to solve it.
Also need to inform Manager about this critical situation.
HR need to take care of member behavior as per HR policy.

Nandu

• Oct 16th, 2017

 

The answer here is so simple... We have the obligation to hear his side but only upon HRs presence. Absconding is a very serious violation of company policy and there should not be any personal talks required unless there is some tragedies (like demise of family member, major accidents etc) happened to his/her life.
HR involvement is 100% required if the employee failed to report to immediate supervisor or Manager with 48 hours of his/her absence.
Nandu Appukuttan