Hai Raul,
If none works out then try for arranging some other alternatives like he may work from his home...
It may help him.... and for management also will not lose a best Employee
Dnt take teh suggestions as such.... Think, Discuss with the concern person and discuss with ur management too...
Discuss with ur management and take steps
Thanks with Regards,
Arunaa...
From India, Madras
10If none works out then try for arranging some other alternatives like he may work from his home...
It may help him.... and for management also will not lose a best Employee
Dnt take teh suggestions as such.... Think, Discuss with the concern person and discuss with ur management too...
Discuss with ur management and take steps
Thanks with Regards,
Arunaa...
From India, Madras
Hello Raul,
Think beyond HR role and i know you can do it.
There are all limitation which we have discussed but the ecellence is where in we do what we want despite all limitations.
1. What is the age of the employee if he is young he will have a fast recovery, he will be able to work full day within 3 to 4 months. He will continue with his treatment also.
2. Meet with the doctor where he is taking the treatment talk to him and ask him at what level this patient is , how much advisable to keep him in office, if he needs complete rest at what time he can resume the duties.
3. If you can have good friends who can donate money you can take care of his treatment not as an HR but maintaining confidentiality talking directly with his doctor.
4. Now for his finance check the possibility of other earning person in his family, if no body is there you can call him to work for two days in a week(provided he is in position to come to the office).By this he will also feel capable and will cure sooner.
But i know that when we attack on the problem from all the sides it has to be definitely solved.
From India, Vadodara
Think beyond HR role and i know you can do it.
There are all limitation which we have discussed but the ecellence is where in we do what we want despite all limitations.
1. What is the age of the employee if he is young he will have a fast recovery, he will be able to work full day within 3 to 4 months. He will continue with his treatment also.
2. Meet with the doctor where he is taking the treatment talk to him and ask him at what level this patient is , how much advisable to keep him in office, if he needs complete rest at what time he can resume the duties.
3. If you can have good friends who can donate money you can take care of his treatment not as an HR but maintaining confidentiality talking directly with his doctor.
4. Now for his finance check the possibility of other earning person in his family, if no body is there you can call him to work for two days in a week(provided he is in position to come to the office).By this he will also feel capable and will cure sooner.
But i know that when we attack on the problem from all the sides it has to be definitely solved.
From India, Vadodara
Hai,
I have gone through various suggestions poured by Hr friends and I would add as under.
We have experienced so many cases of this type,we have not asked them to resign.
We can take him to Medical practitioner and provide treatment and produce medical certificate.
Take the help of the union.Ask him to avail medical leave.Employees(workmen and staff) can contribute whoever abstains duty for more than 2 months and handover the same at his residence,display the amount details in notice board. whenever he goes to hosptal we have to arrange the company ambulance in case he is unable to move.Provide the help from our company medical officer.
Take a letter from employee for salary advance. and provide the salary advance and deduct as soon as he resumes for duty.
In addition we have to go his residence and counsel the family members as well.Allow him for duty after obtaining the medical certififcate.
Really,we have handled such cases and employees are very much satisfied and repose lot of conficnce in HR. In fact we felt satisfaction as well.
sudheer reddy
9866234587
I have gone through various suggestions poured by Hr friends and I would add as under.
We have experienced so many cases of this type,we have not asked them to resign.
We can take him to Medical practitioner and provide treatment and produce medical certificate.
Take the help of the union.Ask him to avail medical leave.Employees(workmen and staff) can contribute whoever abstains duty for more than 2 months and handover the same at his residence,display the amount details in notice board. whenever he goes to hosptal we have to arrange the company ambulance in case he is unable to move.Provide the help from our company medical officer.
Take a letter from employee for salary advance. and provide the salary advance and deduct as soon as he resumes for duty.
In addition we have to go his residence and counsel the family members as well.Allow him for duty after obtaining the medical certififcate.
Really,we have handled such cases and employees are very much satisfied and repose lot of conficnce in HR. In fact we felt satisfaction as well.
sudheer reddy
9866234587
Hey Guys!
It is better to consult a Professional Doctor before taking any action on that employee.
sometime back there was an article in a reputed newspaper saying that T.B. is not contagious and so there should not be any sort of problem.
It is better to verify facts & then take any action.
Also would like to inform you all that one of my close friend had a similar problem but i could see her leading absolutely normal life.
Regards,
Tina
From India, Thana
It is better to consult a Professional Doctor before taking any action on that employee.
sometime back there was an article in a reputed newspaper saying that T.B. is not contagious and so there should not be any sort of problem.
It is better to verify facts & then take any action.
Also would like to inform you all that one of my close friend had a similar problem but i could see her leading absolutely normal life.
Regards,
Tina
From India, Thana
Hi Rahul,
Definitely its a great difficulty in front of you.
But in my opinion you have to consult with doctor first. Because as doctor says that only lungs TB is can be harmful to others and can spread through breathing.
After consultation if you find the same then you have to take the decision and you decision should be in favor of other employees and organization.
Because your first priority should be towards your co. and human resource.
On the other hand you can help him with medical support and other benefits. Your compensation will help him out and with legal way he can retain his employment with long leave. He can take the leave in written and you can assure him that he can join the co. after his illness.
Hope this will help of out ot make the decision.
Regards
Vikas
From India, New Delhi
Definitely its a great difficulty in front of you.
But in my opinion you have to consult with doctor first. Because as doctor says that only lungs TB is can be harmful to others and can spread through breathing.
After consultation if you find the same then you have to take the decision and you decision should be in favor of other employees and organization.
Because your first priority should be towards your co. and human resource.
On the other hand you can help him with medical support and other benefits. Your compensation will help him out and with legal way he can retain his employment with long leave. He can take the leave in written and you can assure him that he can join the co. after his illness.
Hope this will help of out ot make the decision.
Regards
Vikas
From India, New Delhi
Hi all,
I had myself contracted TB around 2 years ago and that too MDR TB which means multi drug resistant TB, a generally exceptional and worse case of TB. Since I had fever continuously for at least 2-3 weeks, I had got my doctor's certificate and given it in my office, as I was in no condition to attend. But since I did not have enough leaves to my credit, I was given unpaid leave which ended up being for about 2.5 months. So I did not have to resign but was not paid for the period of leave. Let me make one thing very clear. A TB patient's medical condition is worst diring the INITIAL phase of the desease and not during the interim period as one may think. In fact after about 2 months, the patient himself doesn't even feel that he is sick if he is follwing the proper medication. Its only the the lung x-ray that continues to prove the presence of the desease. TB DOES NOT spread by talking to others. It is better to behave normally with a TB patient instead of isolating him/her for fear of contracting the desease.
I would suggest you to not worry and ask your employee to just follow the proper DOTS medication and all will be well.
I had myself contracted TB around 2 years ago and that too MDR TB which means multi drug resistant TB, a generally exceptional and worse case of TB. Since I had fever continuously for at least 2-3 weeks, I had got my doctor's certificate and given it in my office, as I was in no condition to attend. But since I did not have enough leaves to my credit, I was given unpaid leave which ended up being for about 2.5 months. So I did not have to resign but was not paid for the period of leave. Let me make one thing very clear. A TB patient's medical condition is worst diring the INITIAL phase of the desease and not during the interim period as one may think. In fact after about 2 months, the patient himself doesn't even feel that he is sick if he is follwing the proper medication. Its only the the lung x-ray that continues to prove the presence of the desease. TB DOES NOT spread by talking to others. It is better to behave normally with a TB patient instead of isolating him/her for fear of contracting the desease.
I would suggest you to not worry and ask your employee to just follow the proper DOTS medication and all will be well.
tell him to take necessary precautions at the workplace , I suggest let him continue his job . Please give him different set of jobs where he can avoid contact or face to face communication, can do his job on phone or mails , some follow up task or data entry as per his profile ( for others it is a job rotation procedure if anybody will ask )
You may ask him to take leave. Pay him salary as long as he has leave balance. If the employee is confirmed help him with some loan for his medication. Once he is cured you can ask him to join with medical fitness certificate.
From India, Ahmadabad
From India, Ahmadabad
if he is a competent employee and worthy of being in the orgn then inspite of his illness, orgn should take care to retain him. there are many instances when employees need to show theri commitments towards the company and their work in day to day activities but it rarely happens that orgn get such a chance to prove thier values and ethics and to show thier employees that we care for you.
so in that case the ill employee may be given a loan in the form of advance so that he may not suffer from finanical crisis and also remains commited to the orgn for the long run as well.
it will also help the orgn to set an example that human rsoruce are treated as humans and orgn also think beyond profits by caring and establishing employee relatins.
try out and do respond me if it works..
thanks
pinkii
From India, New Delhi
so in that case the ill employee may be given a loan in the form of advance so that he may not suffer from finanical crisis and also remains commited to the orgn for the long run as well.
it will also help the orgn to set an example that human rsoruce are treated as humans and orgn also think beyond profits by caring and establishing employee relatins.
try out and do respond me if it works..
thanks
pinkii
From India, New Delhi
Hi Raul,
As an HR its a most typical situation. Being an Hr I would suggest that, if the employee is very good performer and only due to his disease you are asking for him to resign at the same time asking him not to disclose his prob to other employee taking the full responsibility of hygiene factor.
You can over come this situation by asking him till the time you are not fully cured you can be on leave and can work from home and we will pay you 65% (or decided by other top mgmt or Hr Head) of your salary. I this manner the same will not affect your work and he will also not be into financial crisis and you will also be able to maintain the hygiene environment at your work place.
But at the same time if you are allowing him for work from home you need to coordinate & do the regular follow ups for his work done. And tell him being our good performer we had come to this conclusion but during this period your work will be regularly reviewed. So that he does not take company and work for granted.
regards
priyanka kaw
From India, Delhi
As an HR its a most typical situation. Being an Hr I would suggest that, if the employee is very good performer and only due to his disease you are asking for him to resign at the same time asking him not to disclose his prob to other employee taking the full responsibility of hygiene factor.
You can over come this situation by asking him till the time you are not fully cured you can be on leave and can work from home and we will pay you 65% (or decided by other top mgmt or Hr Head) of your salary. I this manner the same will not affect your work and he will also not be into financial crisis and you will also be able to maintain the hygiene environment at your work place.
But at the same time if you are allowing him for work from home you need to coordinate & do the regular follow ups for his work done. And tell him being our good performer we had come to this conclusion but during this period your work will be regularly reviewed. So that he does not take company and work for granted.
regards
priyanka kaw
From India, Delhi
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