Thanks Harish I just mail him for the in house doctor check up ,and if he will not able to come , i will terminate him
From India, Delhi
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Dear Ms. Priyanka,

In this case, the company has the right to take disciplinary action against the employee until he justifies his state with an approved doctor. However, as an HR professional, I suggest you take the employee for counseling and try to understand what is causing the absenteeism. In a service industry like yours, creativity is essential, and it is not merely a mechanical job. It is rare to find a resource with all the necessary qualities, but success lies in bridging the gap between the employee and the organization. Employee retention poses a significant challenge to HRD. Anyone can terminate an employee, but a successful HR professional can transform and retain talents.

All the best!

Sabir. P. K

From India, undefined
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I agree with Sabir P K. Secondly, there is no need for any policy for an in-house doctor medical checkup. You can hire a doctor and then put a notice on the notice board of such in-house doctor facility for consultation. You can send any employee for a second opinion or to verify the genuineness of any employee's medical report.
From India, Ahmadabad
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Hi Priyanka,

Sending out a registered post is the right thing to do so that you can get an acknowledgment. Later, you can terminate him, stating that he did not report to duty even after sending a registered post. Legally, you will not have any problem. On a personal note, a person who threatens that he will put a case will not put a case. :)

From India, Bangalore
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Hi,

As a part of Employee Welfare, you should have a doctor, but not for this purpose alone.

Secondly, you can issue a warning, conduct an inquiry, establish the authenticity of medical reasons, and provide him with an opportunity. If you suspect that the medical certificates are not genuine, you can still proceed and issue a warning letter stating that leaves are not acceptable on false pretenses. Additionally, you can advise him to be cautious, and it would be best to have his resignation in writing.

For further advice, feel free to call me at +91 9900638383.

From India, Bangalore
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And many times, using the same excuse such as sickness can disrupt the work environment. This could be explained to him, suggesting he take a break and return after three months. A job can be offered at your discretion during that time with no obligation, subject to availability. Please proceed with the necessary actions.
From India, Bangalore
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Thanks for the suggestions.

I called him many times, but he didn't respond. He only reverted on warning emails and continues to say that we are harassing him with the emails. I tried to retain him as he is good as a content writer, but due to this, other employees in the organization will have a negative impact.

From India, Delhi
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Priyanka is fearing the harassment case against the company by this employee.

The thumb rule is to send 3 warning letters via registered post for reporting back or replying back with the firm date of joining. Post that a termination letter if he does not respond or give a date of joining. The person cannot go legal with this, rather the organization will have a strong point even if he is planning to do that.

Facebook post should not bother you because it is his personal life. You need proof. For that, you can also seek a prescription by a doctor which has to be verified by another paneled doctor.

None of the companies have obligations to keep a person on the roll for a longer time if he/she is sick. None are doing charity and hence it is not a case by any means.

You may cite all other suggestions given, i.e., a company doctor, etc., to bring in his attention.

Your letters should not have harsh words but polite requests. Hope this helps.

From India, New%20Delhi
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Dear Priyanka,

You have clarified that the person concerned is on probation. You can check the terms and conditions of his appointment or the company rules. It is easier to terminate a probationer on the grounds of unsatisfactory work or conduct rather than a permanent employee. As somebody has rightly suggested, appointing a doctor as a welfare measure will be a good step, but appointing a doctor for a particular purpose will be viewed as a biased step.

BS Kalsi
Member since August 2011

From India, Mumbai
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