Thanks Harish I just mail him for the in house doctor check up ,and if he will not able to come , i will terminate him
From India, Delhi
2From India, Delhi
Dear Ms. Priyanka,
In this case, Company have right to take disciplinary action against employee until he justify his state with approved Doctor. But as an HR i suggest you to take the employee for a counseling and try to understand what is the stimulus in absenteeism. Since yours is service industry, which need good Creativity and not a mechanical job. We never get a resource with all quality and We are in successes when will fill the gap between employee and organization. Employee retention is a big challenge to HRD. Every one can terminate an employee but a successful HR only could transform and retain the talents.
All The Best!
Sabir. P. K
From India, undefined
In this case, Company have right to take disciplinary action against employee until he justify his state with approved Doctor. But as an HR i suggest you to take the employee for a counseling and try to understand what is the stimulus in absenteeism. Since yours is service industry, which need good Creativity and not a mechanical job. We never get a resource with all quality and We are in successes when will fill the gap between employee and organization. Employee retention is a big challenge to HRD. Every one can terminate an employee but a successful HR only could transform and retain the talents.
All The Best!
Sabir. P. K
From India, undefined
I agree with Sabir P K, secondly there is no need of any policy for a in-house doctor medical checkup. You can hire a Doctor and thereafter put a notice on the Notice Board of such in-house doctor facility for consultation. You can send any employee for second opinion or to verify the genuineness of any employee medical report.
From India, Ahmadabad
From India, Ahmadabad
Hi Priyanka, sending out a registered post is the right thing to do, so that you can get an acknowledgment. Later you can terminate him stating that he did not report to duty even after sending a registered post! Legally, you will not have any problem. On a personal note, a person who threatens that he will put a case will not put a case :)
From India, Bangalore
From India, Bangalore
Hi,
As a part of Employee Welfare, you can have a doctor and not this purpose alone.
Secondly, you can issue warning, conduct an enquiry, establish the authenticity of medical reasons, provide him an opportunity. If you think the medical certificates are not genuine, you can still go ahead and issue a warning letter stating, leaves are not acceptable on some pretext. And you can also tell him to look out and the best thing is that you should take his resignation in writing.
For further advise if any, feel free to call me on +91 9900638383
From India, Bangalore
As a part of Employee Welfare, you can have a doctor and not this purpose alone.
Secondly, you can issue warning, conduct an enquiry, establish the authenticity of medical reasons, provide him an opportunity. If you think the medical certificates are not genuine, you can still go ahead and issue a warning letter stating, leaves are not acceptable on some pretext. And you can also tell him to look out and the best thing is that you should take his resignation in writing.
For further advise if any, feel free to call me on +91 9900638383
From India, Bangalore
And many times, using the same excuse as sickness spoils the work environment which could be explained to him, to take a break and come back after 3 months. And job can be provided at your discretion that time, no compulsion subject to vacancy. Please go ahead with action
From India, Bangalore
From India, Bangalore
thanks for the suggestions ,
As I called him many times but he didn't respond ,only reverting on warning mails and continues saying that we harassing him with the mails . I try to retain him as he is good as a content writer but due to this rest employees in organization will have negative impact.
From India, Delhi
As I called him many times but he didn't respond ,only reverting on warning mails and continues saying that we harassing him with the mails . I try to retain him as he is good as a content writer but due to this rest employees in organization will have negative impact.
From India, Delhi
Priyanka is fearing the harassment case against the company by this employee.
The thumb rule is to send 3 warning letters via registered post for reporting back or replying back with the firm date of joining. Post that a termination letter if he does not respond or give a date of joining. The person cannot go legal with this, rather the organization will have a strong point even if at he is planning to do that.
Facebook post should not bother you because it is his personal life. You need proof. For that you can also seek a prescription by doctor which has to be verified by another paneled doctor.
None of the company has obligations to keep a person on roll for a longer time if he/she is sick. None are doing charity and hence it is not a case by any means.
You may cite all other suggestions given, i.e., a company doctor etc. to bring in his attention.
Your letters should not have harsh words but a polite requests.
Hope this helps.
From India, New%20Delhi
The thumb rule is to send 3 warning letters via registered post for reporting back or replying back with the firm date of joining. Post that a termination letter if he does not respond or give a date of joining. The person cannot go legal with this, rather the organization will have a strong point even if at he is planning to do that.
Facebook post should not bother you because it is his personal life. You need proof. For that you can also seek a prescription by doctor which has to be verified by another paneled doctor.
None of the company has obligations to keep a person on roll for a longer time if he/she is sick. None are doing charity and hence it is not a case by any means.
You may cite all other suggestions given, i.e., a company doctor etc. to bring in his attention.
Your letters should not have harsh words but a polite requests.
Hope this helps.
From India, New%20Delhi
Dear priynka,
You have clarified that the person concerned is on probation.You can check the terms and conditions of his appointment or the company rules.It is easier to terminate a probationer on ground of unsatisfactory work or conduct rather than a permanent employee.As somebody has rightly suggested that appointing a doctor as a welfare measure will be good step but appointing doctor for particular purpose will be viewed a biased step.
BS Kalsi
Member since August 2011
From India, Mumbai
You have clarified that the person concerned is on probation.You can check the terms and conditions of his appointment or the company rules.It is easier to terminate a probationer on ground of unsatisfactory work or conduct rather than a permanent employee.As somebody has rightly suggested that appointing a doctor as a welfare measure will be good step but appointing doctor for particular purpose will be viewed a biased step.
BS Kalsi
Member since August 2011
From India, Mumbai
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Employee Appraisal Form new.doc