Firs and foremost thing is... check his integrity..wether he is working for long in your organisation..and has given his output......if so responsiblity of company to some extent is to take care of an employee....and go for first option.....
From India, Bangalore
1From India, Bangalore
Hi Raul, Roma’s suggestion is absouletly a great one: "Salary in Advance" or "Work from home facility" . Roma! Great suggestion Regards Suresh A Sr. Exec. HR Sigma Business Process Pvt. Ltd.
From India, Madras
From India, Madras
Hi Raul,
I would suggest to get the employee suffering from TB medically tested. Depending upon the results of the tests and the stage of the disease, treatment should be given to the employee. If the disease is in the initial stages, the treatment can be taken in the city in which the employee is residing. The employee can be given duties which are light in nature during the period of treatment. If the disease is in advanced stage then the employee can be given leave and sent out station for treatment. There is a TB hospital at Talegaon. The climate there is good and several companies send their employees suffering from TB to this hospital. The hospital could be selected at a place which is near from the office. During the period of treatment, the employees have to stay away from their family. This helps in quick recovery as the employee can have the medicines in time, the hospital ensures proper diet and there are no tensions relating to the job if the company is providing the treatment and salary during the period of treatment. The employee can join back after recovery. The family members are permitted to visit the employee regularly.
Asking the employee to resign is not the solution as it would be a "use and throw" policy. After resigning the employee could neither look after himself nor his family members. His condition would deteriorate and the consequences are quite obvious. This is an opportunity to prove that the company cares for its employees and do not dump them when in distress.
Sha
I would suggest to get the employee suffering from TB medically tested. Depending upon the results of the tests and the stage of the disease, treatment should be given to the employee. If the disease is in the initial stages, the treatment can be taken in the city in which the employee is residing. The employee can be given duties which are light in nature during the period of treatment. If the disease is in advanced stage then the employee can be given leave and sent out station for treatment. There is a TB hospital at Talegaon. The climate there is good and several companies send their employees suffering from TB to this hospital. The hospital could be selected at a place which is near from the office. During the period of treatment, the employees have to stay away from their family. This helps in quick recovery as the employee can have the medicines in time, the hospital ensures proper diet and there are no tensions relating to the job if the company is providing the treatment and salary during the period of treatment. The employee can join back after recovery. The family members are permitted to visit the employee regularly.
Asking the employee to resign is not the solution as it would be a "use and throw" policy. After resigning the employee could neither look after himself nor his family members. His condition would deteriorate and the consequences are quite obvious. This is an opportunity to prove that the company cares for its employees and do not dump them when in distress.
Sha
Hi Raul,
Have you considered the option of "working from home" !!!!
I understand that the employee is suffering from TB which makes it "risky" to make him work in the office thereby putting everybody's health at risk but you also have to realise that you cannot resort to extreme steps as asking him to resign as it is not the employee fault that he is suffering from the disease. By giving the employee to work from home till the time he is recovering you are not only proving to the employee that the organization "cares" for its employees but at the same time you will be instilling this confidence inside every employee that the organization is committed towards - "employee benefit" !! Thereby increasing your organizations image in the eyes of the public ! Also it will help you to avoid "Knowledge drain" because of employee attrition!
Hope the input was useful!
Regards,
Paul
From India, Bangalore
Have you considered the option of "working from home" !!!!
I understand that the employee is suffering from TB which makes it "risky" to make him work in the office thereby putting everybody's health at risk but you also have to realise that you cannot resort to extreme steps as asking him to resign as it is not the employee fault that he is suffering from the disease. By giving the employee to work from home till the time he is recovering you are not only proving to the employee that the organization "cares" for its employees but at the same time you will be instilling this confidence inside every employee that the organization is committed towards - "employee benefit" !! Thereby increasing your organizations image in the eyes of the public ! Also it will help you to avoid "Knowledge drain" because of employee attrition!
Hope the input was useful!
Regards,
Paul
From India, Bangalore
There have been a lot of helpful suggestions made :
Ask the employee to go on unpaid leave (or 50% paid leave) for two months after consulting his doctor (and preferably an independent medical practitioner who is familiar with TB cases).
You can give him unearned medical leave for two months, stating very clearly that this is a special case, and not meant to create a precedent.
This would be really helpful
Give him an advance on salary while he is on leave to cover initial heavy medical expenses, the sum to be recovered in easy instalments once he resumes full time.
If it is possible to work from home, let him do so, provided there is not too much burden on the rest of the staff.
If, as one of the posts suggests, there is a good TB facility nearby, use the company's influence to get him admitted there and let the company bear his expenses.
You will have to treat this as a special case not creating a precedent, but it will be humanitarian on your company's part to give him as much support as possible during this crucial time.
Hope these suggestions are feasible.
Jeroo
From India, Mumbai
Ask the employee to go on unpaid leave (or 50% paid leave) for two months after consulting his doctor (and preferably an independent medical practitioner who is familiar with TB cases).
You can give him unearned medical leave for two months, stating very clearly that this is a special case, and not meant to create a precedent.
This would be really helpful
Give him an advance on salary while he is on leave to cover initial heavy medical expenses, the sum to be recovered in easy instalments once he resumes full time.
If it is possible to work from home, let him do so, provided there is not too much burden on the rest of the staff.
If, as one of the posts suggests, there is a good TB facility nearby, use the company's influence to get him admitted there and let the company bear his expenses.
You will have to treat this as a special case not creating a precedent, but it will be humanitarian on your company's part to give him as much support as possible during this crucial time.
Hope these suggestions are feasible.
Jeroo
From India, Mumbai
my sugeestion:
first contact him, and tell him the problem faced by the other employees and tell him to rejoin the company after the TB is complelty cured by:
* giving him all leaves in a year-CL, PL and MEDICAL LEAVE
* pay him extra 20% on the net salary on the medical graounds along with medical allowance(if the company has its policy)
*After been cured gradually cut the given extra amount every month
*and give him only the left other leaves or no leaves
first communicate all the above said to him and convince and negotiatethe amount and leaves as per company requirements and well of an employee
with regards
praveen kumar valbooj
From India, Hyderabad
first contact him, and tell him the problem faced by the other employees and tell him to rejoin the company after the TB is complelty cured by:
* giving him all leaves in a year-CL, PL and MEDICAL LEAVE
* pay him extra 20% on the net salary on the medical graounds along with medical allowance(if the company has its policy)
*After been cured gradually cut the given extra amount every month
*and give him only the left other leaves or no leaves
first communicate all the above said to him and convince and negotiatethe amount and leaves as per company requirements and well of an employee
with regards
praveen kumar valbooj
From India, Hyderabad
It is very tough to handle.I agree with romaumesh and Dr kavitha. Pls go head with their suggestion. Manju mathew
From India, Madras
From India, Madras
Dear Sir
Kindly analyse the situation like if he has completed the required time frame for gratuity, his age limit (if he is between 40's and 50's), if so you can ask him to think of resignation + can provide a replacement from his dependents via his son / daughter so that the problem of salary etc can be considered.
From India, Ernakulam
Kindly analyse the situation like if he has completed the required time frame for gratuity, his age limit (if he is between 40's and 50's), if so you can ask him to think of resignation + can provide a replacement from his dependents via his son / daughter so that the problem of salary etc can be considered.
From India, Ernakulam
in this difficult situation if u ask him to resign it will be inhuman..if u have Mediclaim insurance his medical expenses will be taken care of however job is important for him as his family depends on him by asking him to resign you are going to punish his family, allow him leave as long as he has leave to his credit and allow him to stay Leave Without Pay till he recovers fully. I don't think salary or leave of one employee will affect the Balance sheet of the company, if he is taken care of during this period of difficulty he will be very loyal to company and it would speak volumes about the company too..
regards,
Basant
From India, Jaipur
regards,
Basant
From India, Jaipur
Actually what myself meant is that if he had acquired the criterias/eligibility for gratuity, then at this time hope he may think of a resignation and if we are providing/offering his dependents a post in the same office, atleast he can take his medication without putting anything in his mind, like if he is a loyal employee, he will always think about his job like if am on leave who will be taking care of his KRA etc. But on the otherside, he can concentrate more on his medication and after everything is cleared he can be get back to office with a fresh mind and with lot more energy. That is what my belief is all about.
From India, Ernakulam
From India, Ernakulam
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