Dear Seniors,
If an Employee has taken 15 days Leave without Information to the HR and Management, due to his sickness/seviour fever, and Now he is asking to get back on his job but he left their medical reports at their hometown and not able show.
but, he has informed to his Senior about his problem.
His previous performance was More then Satisfactory.
should i provide the re-joining or to ask for the resign as HR person of this company.
Please suggest me for the fair decision.
Thanks & Regards
Miravi
From India, New Delhi
If an Employee has taken 15 days Leave without Information to the HR and Management, due to his sickness/seviour fever, and Now he is asking to get back on his job but he left their medical reports at their hometown and not able show.
but, he has informed to his Senior about his problem.
His previous performance was More then Satisfactory.
should i provide the re-joining or to ask for the resign as HR person of this company.
Please suggest me for the fair decision.
Thanks & Regards
Miravi
From India, New Delhi
If the person has been a good worker give him the benefit of the doubt and give him his job back. However, at the same time, say that he needs to provide the medical proof that he left behind in his home town. I am sure that his relations should be able to post the same to him or you.
From United Kingdom
1624From United Kingdom
Miravi
A Tricky situation. In some companies, if the employees doesn't report to office without any reason for said no. of days as per the HR Policy, the same is deemed as absconding and necessary formalities of removing his / her name from Payroll is done. Even if the employee comes back the employee is treated as new employee only.
In this case, as you wish to ask the employee to rejoin, please be sure to collect the Medical Certificates within a certain period and also try to take an undertaking from the employee that he/she shall not recur the similar practice in future and file those letters in his / her personal file. You need to also take care of the statutory payments part like PF for the period missed by the employee
Once you have clarity on all these, i feel there is no problem in continuing the service
From India, Hyderabad
A Tricky situation. In some companies, if the employees doesn't report to office without any reason for said no. of days as per the HR Policy, the same is deemed as absconding and necessary formalities of removing his / her name from Payroll is done. Even if the employee comes back the employee is treated as new employee only.
In this case, as you wish to ask the employee to rejoin, please be sure to collect the Medical Certificates within a certain period and also try to take an undertaking from the employee that he/she shall not recur the similar practice in future and file those letters in his / her personal file. You need to also take care of the statutory payments part like PF for the period missed by the employee
Once you have clarity on all these, i feel there is no problem in continuing the service
From India, Hyderabad
If the employee is a good worker and his past record is good and since he says he could not join duty as he fell ill and could not produce the medical reports at the time of joining, you can take the following course of action :
1) You can get him medically examined by company's doctor or any panel doctor, (if you have one) or in the absence of it by a civil surgeon and obtain a certificate of fitness so as to ensure that he is fit to resume duty. No body can find fault with HR for allowing a sick person on duty or for any unforeseen health issues developing after his resuming duty.
2) You can ask him to get his medical reports from home soa s to eb submitted to HR for further necessary action in the matter.
Hope this helps
B.Saikumar
HR & Labour lLw Advisor
From India, Mumbai
1) You can get him medically examined by company's doctor or any panel doctor, (if you have one) or in the absence of it by a civil surgeon and obtain a certificate of fitness so as to ensure that he is fit to resume duty. No body can find fault with HR for allowing a sick person on duty or for any unforeseen health issues developing after his resuming duty.
2) You can ask him to get his medical reports from home soa s to eb submitted to HR for further necessary action in the matter.
Hope this helps
B.Saikumar
HR & Labour lLw Advisor
From India, Mumbai
hi Miravi,
in your post it says the employee, he has already intimated to his senior, his senior should inform the same to the HR, but if the senior is aware very lately, in that case counsel the employee make him understand the company policies, seek a letter from the employee stating in any case he would intimate his leaves to his seniors or reporting manager, along with this letter he has to submit his medical reports at the earliest.
For absconding cases, always send a letter to the employee home address asking him to report with explanation to the management, this letter will be registered post with acknowledgement, 3 letters should be sent weekly once, and then send a final letter stating if he is not reporting within 2 or 3days it is understood his employment terms would be canceled, later you can forward for deletions in pf.
hope this information will suffice to your requirements
From India, Rajahmundry
in your post it says the employee, he has already intimated to his senior, his senior should inform the same to the HR, but if the senior is aware very lately, in that case counsel the employee make him understand the company policies, seek a letter from the employee stating in any case he would intimate his leaves to his seniors or reporting manager, along with this letter he has to submit his medical reports at the earliest.
For absconding cases, always send a letter to the employee home address asking him to report with explanation to the management, this letter will be registered post with acknowledgement, 3 letters should be sent weekly once, and then send a final letter stating if he is not reporting within 2 or 3days it is understood his employment terms would be canceled, later you can forward for deletions in pf.
hope this information will suffice to your requirements
From India, Rajahmundry
Circumstances, stated at re-joining, smells something fishy , and employee’s sickness does not sound genuine. However, since he is a good performer, you can allow him to rejoin, on written recommendations from his Boss.
It is a big surprise that in today’s world of communication, where many many options are available to pass on a message (telephone, mobile, fax, email, post, courier, sms….), from any corner of the world, an employee remains absconding for fifteen days, and now giving a justification that he was ill.
Actually, his Senior, who was aware of this sickness, and not informed HR, about absenteesm, is responsible for such kind of indiscipline. Also it is concerned Senior’s job to get the Medical reports on his joining back. When a sick employee informed his Senior about his leave, that time itself this Senior should have warned him that at the time of your joining, you must bring your medical reports.
Take recommendation, in writing, from the Senior stating ‘Employee be allowed to re-join, without medical reports, and the same will be made available to HR, within a week’s time. (let this ‘Senior’ also get involved in the issue.
From India, Mumbai
It is a big surprise that in today’s world of communication, where many many options are available to pass on a message (telephone, mobile, fax, email, post, courier, sms….), from any corner of the world, an employee remains absconding for fifteen days, and now giving a justification that he was ill.
Actually, his Senior, who was aware of this sickness, and not informed HR, about absenteesm, is responsible for such kind of indiscipline. Also it is concerned Senior’s job to get the Medical reports on his joining back. When a sick employee informed his Senior about his leave, that time itself this Senior should have warned him that at the time of your joining, you must bring your medical reports.
Take recommendation, in writing, from the Senior stating ‘Employee be allowed to re-join, without medical reports, and the same will be made available to HR, within a week’s time. (let this ‘Senior’ also get involved in the issue.
From India, Mumbai
Many learned followers have suggested rightly to take a lenient view if the worker is a good worker. I would like to go further and suggest that if this is not a habitual negligence on the part of that particular worker, just give him a caution letter not to repeat such practice in future else the same will be treated strictly. Just allow him/her for duty. At the most, you may ask the employee concerned to give a joining in writing giving the reasons for his absence and obtain consent of Unit/Project Head who is in charge of unit affairs before issue of warning- cum-joining letter.
If future also, I would humbly suggest you to follow the same procedure.
Good luck
AK Jain
HR Personnel
NCL, CIL
From India, Jabalpur
If future also, I would humbly suggest you to follow the same procedure.
Good luck
AK Jain
HR Personnel
NCL, CIL
From India, Jabalpur
Dear Miravi,
I have a question: Why for HR Persons are appointed- to remove good people or to see good people stay with company? If it is to remove people then, what you asked in your query " whether I should ask for resignation" gets automatic answer. If you are there to take care of good people and your company needs good people, then obviously, question of removal will not come. Here as HR, one has two roles to perform: See that good people just stay with company and the discipline also does not get disturbed. So your decision should be such that erring employee gets a good message so that such things do not happen again from him and that your company does not need to replace him.
From India, Kolhapur
I have a question: Why for HR Persons are appointed- to remove good people or to see good people stay with company? If it is to remove people then, what you asked in your query " whether I should ask for resignation" gets automatic answer. If you are there to take care of good people and your company needs good people, then obviously, question of removal will not come. Here as HR, one has two roles to perform: See that good people just stay with company and the discipline also does not get disturbed. So your decision should be such that erring employee gets a good message so that such things do not happen again from him and that your company does not need to replace him.
From India, Kolhapur
Hi Miravi,
If you are serious better get the event checked with the concerned hospital/doctor without the knowledge of the employee in which case you will what is what then you can act according to situation. All said and done I would suggest let him work with a last time warning.
From India, Bangalore
If you are serious better get the event checked with the concerned hospital/doctor without the knowledge of the employee in which case you will what is what then you can act according to situation. All said and done I would suggest let him work with a last time warning.
From India, Bangalore
Dear Miravi,
Your absence on your work for fifteen days is too long for you not to report to the management, I agree with Abhaybandekar that you should have take the advantage of the wonders of communication today. For some companies, you will be charge with absent without leave (AWOL) or absent without permission (AWOP) and you could lose your job as a consequence. You are badly needed by your employer or else what is the sense of hiring you in the first place? It is now up to you to convince your boss and justify your fault, provide him/her your justifications, documents from your doctor will suffice for this purpose.
Regards.
From Philippines, Davao City
Your absence on your work for fifteen days is too long for you not to report to the management, I agree with Abhaybandekar that you should have take the advantage of the wonders of communication today. For some companies, you will be charge with absent without leave (AWOL) or absent without permission (AWOP) and you could lose your job as a consequence. You are badly needed by your employer or else what is the sense of hiring you in the first place? It is now up to you to convince your boss and justify your fault, provide him/her your justifications, documents from your doctor will suffice for this purpose.
Regards.
From Philippines, Davao City
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