Dear All,
If a lady employee is on her family way and takes leave on an average on every alternative day, then how to tackle such kind of situation?? She is a confirmed employee and working for last one and a half year approx.
We are ready to grant her leaves in advance till her delivery but she is not availing them and hence, her clients and our organization are suffering a lot..
What do you suggest!!!
Kindly share your views..
Seema Gupta
From India, Calicut
1If a lady employee is on her family way and takes leave on an average on every alternative day, then how to tackle such kind of situation?? She is a confirmed employee and working for last one and a half year approx.
We are ready to grant her leaves in advance till her delivery but she is not availing them and hence, her clients and our organization are suffering a lot..
What do you suggest!!!
Kindly share your views..
Seema Gupta
From India, Calicut
Hi Seema, I would like to know few things. 1. what your leave policy says? 2. when she is due? 3. How many leave she has to her credit? 4 How long such absenteeism is happening? Regards, Harshad
From India, Mumbai
From India, Mumbai
Simple ..chuck her out..
This happend in our organisation also.. there was our receiptionsit who used to take every alternate or u may frequently holidays..we explained her our problem, still the rountine contined. then finally we issued her termiantion mail to her stating her last working day. Upon receipt of the termination mail., she begged and told us to give her a chance, after that she became straight...
Moral : Unless and until u react no one will change.
From India, Mumbai
This happend in our organisation also.. there was our receiptionsit who used to take every alternate or u may frequently holidays..we explained her our problem, still the rountine contined. then finally we issued her termiantion mail to her stating her last working day. Upon receipt of the termination mail., she begged and told us to give her a chance, after that she became straight...
Moral : Unless and until u react no one will change.
From India, Mumbai
Dear Seema
Greetings.
This issue is purely a personal problem of a lady employee. You have to counsel her about her frequent absenteeism and how it affects the company and her growth in this company. Also keep her informed the alternative solution for her problem (Either she can take leave for a sanctioned period or for a medical attention by a physician about her health condition)
Also get information about her interest in the organisation as her behaviour seems to be she is looking for a change, in this case you have to follow a different strategy.
Cheers
Trisha
HR Professional
From India, New Delhi
Greetings.
This issue is purely a personal problem of a lady employee. You have to counsel her about her frequent absenteeism and how it affects the company and her growth in this company. Also keep her informed the alternative solution for her problem (Either she can take leave for a sanctioned period or for a medical attention by a physician about her health condition)
Also get information about her interest in the organisation as her behaviour seems to be she is looking for a change, in this case you have to follow a different strategy.
Cheers
Trisha
HR Professional
From India, New Delhi
Dear Harshad,
Her due date is in June but she irregular for last six months. As a confirmed employee she is entitled for all leaves such as C.L. , E.L., etc. but nothing has left in her account coz of excess no. of leaves taken by her.
Now, she is taking without pay leaves (of course excluding one paid leave which she is entitled for every month..
Seema Gupta
From India, Calicut
Her due date is in June but she irregular for last six months. As a confirmed employee she is entitled for all leaves such as C.L. , E.L., etc. but nothing has left in her account coz of excess no. of leaves taken by her.
Now, she is taking without pay leaves (of course excluding one paid leave which she is entitled for every month..
Seema Gupta
From India, Calicut
Hi,
Same kinda case happnd in my previous office so the management decided to give her extended leaves which would be without pay.My colleague was not happy with the idea and didnt want to take leaves apart frm sanctioned(paid) maternity leaves.So management asked her either to quit & rejoin after delivery(as its company's loss+hampering work)or to take up the given option(to go on leave).
I hope this helps.
From India, New Delhi
Same kinda case happnd in my previous office so the management decided to give her extended leaves which would be without pay.My colleague was not happy with the idea and didnt want to take leaves apart frm sanctioned(paid) maternity leaves.So management asked her either to quit & rejoin after delivery(as its company's loss+hampering work)or to take up the given option(to go on leave).
I hope this helps.
From India, New Delhi
Dear Trisha,
She is not performing well for last few months. She has been repeatedly made realised also. But now the situations are different. We can't put so much of pressure on her, coz of her health.
So, in this case why the organization should bear losses??
Seema Gupta
From India, Calicut
She is not performing well for last few months. She has been repeatedly made realised also. But now the situations are different. We can't put so much of pressure on her, coz of her health.
So, in this case why the organization should bear losses??
Seema Gupta
From India, Calicut
Hi Seema
This is a serious issue. May be this woman is thinking of availing the leaves after the delivery.
do you have anything in writing about the policies/rule an employee is to follow.
Generally the HR manual should have all the leaves including maternity leave. But if urs is a flexible one without the policies, I suggest that u have a general discussion with this woman about what is the problem with her and also she needs to realize that the company cannot compromise the business because of her.
I suggest u warn her for the next time she takes undue leave or tell her that the days she take leaves will be counted in her maternity leave period.
i hope u will get other suggestions from the forum members
regards
anuradha
From India, Delhi
This is a serious issue. May be this woman is thinking of availing the leaves after the delivery.
do you have anything in writing about the policies/rule an employee is to follow.
Generally the HR manual should have all the leaves including maternity leave. But if urs is a flexible one without the policies, I suggest that u have a general discussion with this woman about what is the problem with her and also she needs to realize that the company cannot compromise the business because of her.
I suggest u warn her for the next time she takes undue leave or tell her that the days she take leaves will be counted in her maternity leave period.
i hope u will get other suggestions from the forum members
regards
anuradha
From India, Delhi
Hi Seema,
In that case you need to talk to her , if that dosent work then give her a warning letter and if it still dosent improve then terminate her. You also need to check Maternity benefit Act, since you can't terminate a women during her pregrancy leave. You can do it before she gives any kind of medical certificate , or notice of leave. So just check the act before you take any action
Regards,
Harshad
From India, Mumbai
In that case you need to talk to her , if that dosent work then give her a warning letter and if it still dosent improve then terminate her. You also need to check Maternity benefit Act, since you can't terminate a women during her pregrancy leave. You can do it before she gives any kind of medical certificate , or notice of leave. So just check the act before you take any action
Regards,
Harshad
From India, Mumbai
Based on the leave policy of your organization you can take action on her but always remember that you have to be gender sensitive. We need to treat the female employees differently.
If she has been performing in a outstanding way and you want to retain her then these leaves can be tolerated and after the all the leaves in her account are exhausted you can put her on LWP till she takes the maternity leave (if your organization has maternity leave policy).
If she is not a good performer then you can give some strictures and put them in record which will help you in recommending her termination in future.
Regards.
byomjeet mishra
From India, Delhi
If she has been performing in a outstanding way and you want to retain her then these leaves can be tolerated and after the all the leaves in her account are exhausted you can put her on LWP till she takes the maternity leave (if your organization has maternity leave policy).
If she is not a good performer then you can give some strictures and put them in record which will help you in recommending her termination in future.
Regards.
byomjeet mishra
From India, Delhi
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