How to manage absconding employees and reduce such cases?

Hi, Can someone let us know what actions and what can we do against absconding employees so we can reduce such cases in the future within the organization and also take stiff actions against the employees who do so affecting our critical deliverability.

Thanks Vinod

Problem well understood is half solved. Try to understand why people are absconding and eliminate those reasons.

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First, examine why employees are absconding. What is the attrition rate in similarly placed organizations? Is yours above the rate? After how many days of work are they absconding in general? An in-house examination of pay scales and work environment needs to be done before organizational failures in retaining staff can be understood.

Actions as laid down in the offer letter can be taken against absconders. However, given the legal process, one should think twice before getting involved in legal battles. Negative feedback can be provided, and the name can be entered into any common blacklist if your company maintains such a list, along with other similar companies.

The best course of action is to focus on in-house improvements in working conditions and atmosphere rather than tracking down and taking action against an unwilling and absconding employee.

Dear colleague,

You are seeking preventive and corrective actions for 'Absconding' employees. It would have helped a lot if you had given some relevant data, i.e., the number of days absconding, how many employees are involved, habitual or one-off type, and whether the Standing Orders Act applies, etc.

'Absconding' by employees is a common occurrence and involves correcting this behavior by having fair rules in place, communicating them, counseling the truant employee, and even after giving a fair opportunity to improve, if he fails, then proceed to punish him progressively by not paying wages for the period of absence, issuing a written warning, suspension without wages, and finally terminating services after proving charges in the domestic enquiry as a last resort.

What is crucial in dealing with any case of absconding or misbehavior is talking to the employee for each violation of the rules of discipline. The aim is to send a message that his misbehavior is noticed, reasons for it are sought to be known, and while counseling and an opportunity to improve are given, at the same time, the sword of punishment is hanging over his head.

I have experienced that the action of loss of wages, combined with other measures for absence days, is a powerful weapon in curbing attendance-related aberrations such as absenting without permission, missing from the place of work, late-coming, overstaying of leave, and absconding, etc.

In my view, you are perhaps facing this problem of absconding because no action of whatever nature has been taken yet, and there is no fear in their minds. Please check it out.

Regards, Vinayak Nagarkar HR Consultant

The only way that seems feasible to me is to keep their F & F pending if there is a substantial amount payable to the employee. Otherwise, there is precious little you can do about it by way of any administrative action.

I think you need to pursue a holistic approach to the problem. You should analyze the reasons as to why employees are absconding:
1) Is it that you are hiring the wrong candidate? Is he not the right fit for the company?
2) Is the company not able to meet his aspirations?
3) Is there anything wrong with the company's work environment so as not able to retain the candidates?
4) Is your salary structure competitive?
5) How is the manager to whom the candidates report?
6) What kind of growth does the company offer?
7) Are your company policies employee-friendly?

You need to do an analysis to seek answers within the organization.

B. Saikumar HR & Labour Relations Adviser Navi Mumbai