Dear All,
I need your advise for the below mentioned problem.
one of my female employee is carrying(she is in her 1 month of pregnancy)doctor has advised her to take bed rest,so she asked asked for 15-20days leave whihc we have allowed. Now as i know her condition i m not sure wether she will come back or not.
If she asks us that she willbe on long leave with LOP and want to continue with us,but we cannot afford to give her long coz we dont have any other resource to her work.
So all that i want suggestion from you ppl is can we leaglly ask a person to discontinue(if she asks for a long leave).
Thanks a ton in advance
From India, Bangalore
I need your advise for the below mentioned problem.
one of my female employee is carrying(she is in her 1 month of pregnancy)doctor has advised her to take bed rest,so she asked asked for 15-20days leave whihc we have allowed. Now as i know her condition i m not sure wether she will come back or not.
If she asks us that she willbe on long leave with LOP and want to continue with us,but we cannot afford to give her long coz we dont have any other resource to her work.
So all that i want suggestion from you ppl is can we leaglly ask a person to discontinue(if she asks for a long leave).
Thanks a ton in advance
From India, Bangalore
Do not punish women employee for pregnancy...Almighty will not forgive you for this crime...Business can not be proespered at the cost of humanity...
Employ some temporary employee in her place until she recover you can ask employees to bring someone who wants to take temporary job to replace pregnant employee.
Partho
From Saudi Arabia
4Employ some temporary employee in her place until she recover you can ask employees to bring someone who wants to take temporary job to replace pregnant employee.
Partho
From Saudi Arabia
Hi,
I very much agree with Partha.
This is something which is not in the hands of that female employee of yours.
Probably this being initial phase of her pregnancy, she is facing some helath issues.You can create one temporary position in the company and keep that employee as a back up. In case your preganant employee comes back to work,its good for the organisation also there will be someone to share her work load. Moreover she'll also need a break at the time of delivery for few months. During that period this temporary position person can be very helpful as by that time he'll be totally trained in the particular skills.
Please dont remove any pregnant emplyee. SOmeone who has served the company with full loyality and sincerity always need the support of the company in her hard times.:)
Regards,
Hrefox
From India, Hyderabad
I very much agree with Partha.
This is something which is not in the hands of that female employee of yours.
Probably this being initial phase of her pregnancy, she is facing some helath issues.You can create one temporary position in the company and keep that employee as a back up. In case your preganant employee comes back to work,its good for the organisation also there will be someone to share her work load. Moreover she'll also need a break at the time of delivery for few months. During that period this temporary position person can be very helpful as by that time he'll be totally trained in the particular skills.
Please dont remove any pregnant emplyee. SOmeone who has served the company with full loyality and sincerity always need the support of the company in her hard times.:)
Regards,
Hrefox
From India, Hyderabad
Dear Partha,
Appreciable comment and good view. All the best!
Dear Hrefox,
I understand you post. Where as, according to the employment law of India , Termination in the account of pregnancy can cause to imprisonment.
In the view of humanity and respect to the women I suggest:
1. Possibility of working from home.
2. Possibility of working on alternate days.
3. Explain the situation and explain the chances of getting back to the job.
Maternity is about 1.6 years, so plan according to that.
Regards,
shiv
From India, Bangalore
Appreciable comment and good view. All the best!
Dear Hrefox,
I understand you post. Where as, according to the employment law of India , Termination in the account of pregnancy can cause to imprisonment.
In the view of humanity and respect to the women I suggest:
1. Possibility of working from home.
2. Possibility of working on alternate days.
3. Explain the situation and explain the chances of getting back to the job.
Maternity is about 1.6 years, so plan according to that.
Regards,
shiv
From India, Bangalore
Hi Ratna,
Men may come men may go, but thee is forever! you cannot predict the future. In this case, the female seems to be physically weak, and as u said it is her first month of her pergnancy, sure she vl not b back for the nxt one year!
Pls take it for granted, you are not punishing her by giving termination, but u r goin to give employment for one more resource. This is very sensitive issue, whr company is in helpless situation. By heart as human being, we cud feel sympathy and one step more - empathy too, but, business / work shud not stop for a single person.
Ratna, you have 2 options, one is tat try for temporary replacement and the other is that, meet her in person, explain her the situation, counsel her, support her mentally and financially, make her to resign. As I said before, future is unpredictable, u dunno wat will happn in future, who knws u may recruit her again for the same position!!! Ball is in your court.
From India, Mangaluru
Men may come men may go, but thee is forever! you cannot predict the future. In this case, the female seems to be physically weak, and as u said it is her first month of her pergnancy, sure she vl not b back for the nxt one year!
Pls take it for granted, you are not punishing her by giving termination, but u r goin to give employment for one more resource. This is very sensitive issue, whr company is in helpless situation. By heart as human being, we cud feel sympathy and one step more - empathy too, but, business / work shud not stop for a single person.
Ratna, you have 2 options, one is tat try for temporary replacement and the other is that, meet her in person, explain her the situation, counsel her, support her mentally and financially, make her to resign. As I said before, future is unpredictable, u dunno wat will happn in future, who knws u may recruit her again for the same position!!! Ball is in your court.
From India, Mangaluru
Hi Ratna,
Would suggest that you keep the person on rolls but check if there is any way she can work from her home. Also you can hire a project trainee to help in the deparments work or hire someone for a temporary basis.
From India, Madras
Would suggest that you keep the person on rolls but check if there is any way she can work from her home. Also you can hire a project trainee to help in the deparments work or hire someone for a temporary basis.
From India, Madras
dear i too agree with mr chum.we are doing business and it is not possible to give this much long leave. tks j s malik
From India, Delhi
From India, Delhi
Dear Chum, Malik & Ravi,
Then why Human Resource Management exists in the organization? Pink slip is not the final conclusion. Is there any other possibility of retaining and supporting the employee.
Really looking for the reply.........:-D
regards,
Shiv
From India, Bangalore
Then why Human Resource Management exists in the organization? Pink slip is not the final conclusion. Is there any other possibility of retaining and supporting the employee.
Really looking for the reply.........:-D
regards,
Shiv
From India, Bangalore
hi,
as far as providing alternate options are concerned Shiva is correct and for alternate things Chum is also correct. I dont agree Mr. Ravi that emotions dont have place...instead these are the emotions which we wlways transact.
For this case alternate options are fine as long as work do not suffer. It also depends upon company's outlook. Legally we shuld not do anything wrong. Please look at the matter first, see the report and the information why Dr. recommonded rest since begining of pregnancy. I dont know structure of ur organisation, I mean whether work can be shared or not...things are situational and laso depends upon gravity of that lady....
we need to handle compassionately and also make sure that work should not affect. Its only about legally correct things as well as our approach to the issue.
Regards,
From India, Mumbai
as far as providing alternate options are concerned Shiva is correct and for alternate things Chum is also correct. I dont agree Mr. Ravi that emotions dont have place...instead these are the emotions which we wlways transact.
For this case alternate options are fine as long as work do not suffer. It also depends upon company's outlook. Legally we shuld not do anything wrong. Please look at the matter first, see the report and the information why Dr. recommonded rest since begining of pregnancy. I dont know structure of ur organisation, I mean whether work can be shared or not...things are situational and laso depends upon gravity of that lady....
we need to handle compassionately and also make sure that work should not affect. Its only about legally correct things as well as our approach to the issue.
Regards,
From India, Mumbai
:icon6:
I Am surprised when people working in HR talks of in human actions.
Motherhood is something for which a woman should not be penalized. Any good organsation should work on the principle of equal oppurtunity and when you are thinking of teminating female employee just because her biological condition is not permitting her to do so..(Dont boast of bieng a humane org.)
Pls explore other options first and termination should be the last thing on mind.
Provide some work from home opputunity
Half day work half day salary...
Temperarory deputation of some other employee.
Regards,
YS
From India, Chandigarh
I Am surprised when people working in HR talks of in human actions.
Motherhood is something for which a woman should not be penalized. Any good organsation should work on the principle of equal oppurtunity and when you are thinking of teminating female employee just because her biological condition is not permitting her to do so..(Dont boast of bieng a humane org.)
Pls explore other options first and termination should be the last thing on mind.
Provide some work from home opputunity
Half day work half day salary...
Temperarory deputation of some other employee.
Regards,
YS
From India, Chandigarh
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Maternity Leave Policy - posting.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf