Dear All,
I'm new as HR and I need some ideas on how to advise an old employee who has been with us. As I monitored over the past 3 months, she has been avoiding her duties by spending almost 20 minutes in the restroom per session, 3 to 4 times a day, basically every working day of the month.
Please help...
From Malaysia
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I'm new as HR and I need some ideas on how to advise an old employee who has been with us. As I monitored over the past 3 months, she has been avoiding her duties by spending almost 20 minutes in the restroom per session, 3 to 4 times a day, basically every working day of the month.
Please help...
From Malaysia
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1. Try to be friendly and start a discussion with her openly.
2. Let her explain the reason why she has been visiting the restroom more frequently.
3. Please observe whether she is telling the truth or not. By doing this, we may discover the exact reason.
a) It could be because she is genuinely experiencing some health issues.
b) It could be due to her desire to avoid work (having a lighter workload).
c) It could be because she is feeling lazy or for any other reason.
4. After that, it is time to either give her a warning or offer advice on changing her behavior.
From India, Hyderabad
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52. Let her explain the reason why she has been visiting the restroom more frequently.
3. Please observe whether she is telling the truth or not. By doing this, we may discover the exact reason.
a) It could be because she is genuinely experiencing some health issues.
b) It could be due to her desire to avoid work (having a lighter workload).
c) It could be because she is feeling lazy or for any other reason.
4. After that, it is time to either give her a warning or offer advice on changing her behavior.
From India, Hyderabad
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Hi,
My suggestion would be to find the reason behind her activity. See if it is due to some medical reason; then, the approach should be different. However, this should not set a wrong role model for others in the office. Please involve a female HR person in this process since the individual under discussion is a female and might feel more comfortable discussing openly with a woman. Based on the outcome of the discussion, you can decide on the next course of action:
1. Medical reasons - Please obtain a certificate from her doctor as she spends approximately 1.30 hours per day away from her seat, totaling 7.30 hours per week (assuming a 5-day workweek, which accounts for nearly a full working day). This step will provide you with support for the record and help in case any queries arise.
2. If there are reasons other than medical, consider providing counseling after confirming with her immediate supervisor.
3. Allow some time for her to adjust her behavior. If there are no improvements, then in consultation with your department, issue a warning letter. If the issue persists, consider deducting salary for the time missed and issue a severe warning letter followed by a final warning.
Please let me know if you need further assistance or clarification.
From India, New Delhi
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My suggestion would be to find the reason behind her activity. See if it is due to some medical reason; then, the approach should be different. However, this should not set a wrong role model for others in the office. Please involve a female HR person in this process since the individual under discussion is a female and might feel more comfortable discussing openly with a woman. Based on the outcome of the discussion, you can decide on the next course of action:
1. Medical reasons - Please obtain a certificate from her doctor as she spends approximately 1.30 hours per day away from her seat, totaling 7.30 hours per week (assuming a 5-day workweek, which accounts for nearly a full working day). This step will provide you with support for the record and help in case any queries arise.
2. If there are reasons other than medical, consider providing counseling after confirming with her immediate supervisor.
3. Allow some time for her to adjust her behavior. If there are no improvements, then in consultation with your department, issue a warning letter. If the issue persists, consider deducting salary for the time missed and issue a severe warning letter followed by a final warning.
Please let me know if you need further assistance or clarification.
From India, New Delhi
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Such cases need to be dealt with properly. First of all, you should determine whether she is acting intentionally or if there is an underlying health problem. If it is a health issue, advise her to take a 1 or 2-month leave and then return to work. If her role is crucial and she excels at her job, you should have a candid conversation with her. Offer her the freedom to take one or two months off for treatment or to address any mental health concerns. Subsequently, you can collectively reach a decision. If her responsibilities can be fulfilled by another individual, you have the option to terminate her employment by providing a valid explanation based on your observations and following the necessary notice period.
D. SUBBA RAO
From India, Visakhapatnam
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D. SUBBA RAO
From India, Visakhapatnam
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