suggest in this condition.?
one of our employee(A) get infected with Malaria as he is not staying here with family so one of our employee(B) took him to hospital as they were at same residence. should i marked Half Day leave for (B) or not ?..because due to medical emergency he was not able to come.
Suggest if something else can be done?
From India, Chandigarh
one of our employee(A) get infected with Malaria as he is not staying here with family so one of our employee(B) took him to hospital as they were at same residence. should i marked Half Day leave for (B) or not ?..because due to medical emergency he was not able to come.
Suggest if something else can be done?
From India, Chandigarh
Dear Rahat Joshi
Employer's duty to support the employee against the Sickness or any other emergency on the duty, Due to illness in office this is employer duty to drop him in Hospital and support him till his family member not come to hospital So you second employee obeying your company duty
From India, New Delhi
36Employer's duty to support the employee against the Sickness or any other emergency on the duty, Due to illness in office this is employer duty to drop him in Hospital and support him till his family member not come to hospital So you second employee obeying your company duty
From India, New Delhi
Dear Rahat Joshi,
Check whether employee B went to hospital with employee A or not.
If He really went to support employee A, then you are not suppose to mark half a day leave.
This is because he has not taken leave for his personal.
From India, Madras
Check whether employee B went to hospital with employee A or not.
If He really went to support employee A, then you are not suppose to mark half a day leave.
This is because he has not taken leave for his personal.
From India, Madras
Dear Rahat Joshi, Mark the od of such employee who is in hospital with the patient, he is on duty as because he was permitted for the same. thanks & regards, From, sumit kumar saxena, 9899669071
From India, Ghaziabad
From India, Ghaziabad
Dear Rahat Joshi, Mark the od of such employee who is in hospital with the patient, he is on duty as because he was permitted for the same. thanks & regards, From, sumit kumar saxena, 9899669071
From India, Ghaziabad
From India, Ghaziabad
Hi Rahat,
Actually this is a duty of personnel management, in every organization HR people has to take care of FIRST AID KIT, Sickness or any emergency employee should be admitted in Hospital. This kind of duties are completely taken care by HRD.
So, here this person worked for the company purpose. Done his duty .....so, we can mark it as 'ON DUTY'.
Regards,
Vinay Kumar.
From India, Hyderabad
Actually this is a duty of personnel management, in every organization HR people has to take care of FIRST AID KIT, Sickness or any emergency employee should be admitted in Hospital. This kind of duties are completely taken care by HRD.
So, here this person worked for the company purpose. Done his duty .....so, we can mark it as 'ON DUTY'.
Regards,
Vinay Kumar.
From India, Hyderabad
Hi Rahat,
A very valid question, but being into the role of HR, you should imply the norms instead of logics towards sentiments and personal matters.
As you mentioned, B extended his personal assistance to A out of work premises. It doesn't matter whether he stays with him or not, A lives alone or with family... what matters here is whether these two people have informed in advance to their respected seniors or not.
According to your company leave policy, you should discuss the case of A with his seniors and then go ahead.
But for B, if it's an informed leave then it's an exception of his seniors' opinion. If not an informed leave, go ahead and mark his absence for half-day (subjective to your policy, you can mark it as CL, if you accept the CL application form post-leaves).
Do check with us in case if you still have any doubt.
From United Arab Emirates, Dubai
A very valid question, but being into the role of HR, you should imply the norms instead of logics towards sentiments and personal matters.
As you mentioned, B extended his personal assistance to A out of work premises. It doesn't matter whether he stays with him or not, A lives alone or with family... what matters here is whether these two people have informed in advance to their respected seniors or not.
According to your company leave policy, you should discuss the case of A with his seniors and then go ahead.
But for B, if it's an informed leave then it's an exception of his seniors' opinion. If not an informed leave, go ahead and mark his absence for half-day (subjective to your policy, you can mark it as CL, if you accept the CL application form post-leaves).
Do check with us in case if you still have any doubt.
From United Arab Emirates, Dubai
yes i agree with that..sometimes we have to think beyond the policies...as this is real time emergency..and it is in front of management as well...
in this case we can detail employee B to complete his working hours in next coming days...so while calculating total working hours at the end of a month no issue will be created..
Thanks
From India, Chandigarh
in this case we can detail employee B to complete his working hours in next coming days...so while calculating total working hours at the end of a month no issue will be created..
Thanks
From India, Chandigarh
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