We’re getting back at you but will this one stick?

Currently, some outsourcing companies are still clueless as to managing employees who simply abandon-ship for no apparent reasons, not even a resignation letter was submitted for us to find replacements. Whether to instill fear through various policies solidified by a written and singed agreement, still, they don’t give a damn.They even will tell you that they’re not pursuing the offer anymore after the orientation proper – now that’s a typical bullshit – sorry for my French.

So, how can we contain this issue knowing that all outsourcing companies have been experiencing the same? Would a database be fine? So that everyone may know, I am conceptualizing a web-base app wherein all recruiters/employer representatives can add the names of those employees who went on AWOL. I know I’m inviting a potential problem or case in the near future for this intervention but it seems a case, if there is, is still vague, so in turn the initiative is worth the shot. Just like when you’re not paying your debts religiously, down goes your credit score of which employers look at it when considering your credentials for their vacant cubicle.

Anyway, if this data are not posted and just being kept in our respective DA trackers, any employer out there who’s curious of these employees can ask for it – as to the employee’s performance and the reasons why he/she left his/her previous employer. So, in short, the whole data is still public though non-commercial. Now, what difference does it make if we’re to place it online and have it available for us recruiters, HR pros and the like? Please feel free to use the comment section…

Another thing is that some companies are looking at getting even via their COE – certificate of employment, like when you’re one of those undesirable employee who went on AWOL, you go back to your previous employer unashamed to get your COE? They don’t give their COEs. For real? Yes! In fact, I’ve heard a few HR pros that are in no way giving these kind of employees their COEs. They don’t deserve it. Deserving or not we should give them their COEs because it’s a statement of fact, but they also have a point for not giving it.

Now, for those who are more blunt, they give their COEs BUT a certain clause is included that states “his employment was terminated for AWOL reasons.” Now that’s a bit inhuman, but then again they have their point and the approach is more acceptable than the former.

And the cool part? According to one HR pro who’s working for another outsourcing firm and familiar with the process, they don’t give a damn if he  or she went on AWOL or terminated for performance/behavioral reasons. What they’re concerned about is they need the talent with ready skills for them to beat the deadline. So, whether you’re on AWOL or NCNS, they’ll still hire you, and COE is just a plus factor since you’ll be getting a premium if you’ll have one, but who the hell cares, almost anyone can print one if they’re really that desperate to have that premium, but to be safe since they’re already starting a new chapter, they’d rather not.

So to continue, points are taken and this is the reason why I’m trying to get everyone’s consensus if this is a must for us HR pro to connive in telling these yuppies that their days are now numbered if they won’t stick with our simple rules. I know our Philippine Labor Code has certain clause for this one, but heck, only the lawyers are getting richer if we pursue them. They even charge you for a simple demand letter.