Dear friends, I encourage all of you to read a book called " Maverick " or " Seven Day Weekend " by Semler ,, chairman of SEMCO a latin american compnay. Anyway coming back to this problem. Three issues YOU are a small company WORK pressure does not allow employee absentism A person is good in work but requires treatment Do not add further wound to her pain she is suffering if that is really true. Ask her if it is okay for talking to her doctor and ascertain how long she requires leave. GIVE HER THAT BENEFIT OF LEAVE and employ some one from college or anywhere on temp basis say 2/3 months. If business grows retain both. When your employee comes fully recharged after her treatment she will be one of your best employee. While she is going thro the treatment let her proudly say what a company she is working for and this alone will bring so much good will and many to work for you. This is the human side and business side mix. YOU WILL always get some one who is interested working part-time and ask your existing employee if she can come inbetseen for few hours and take responsiblity to train. This is a win win situation for all.
From Singapore, Singapore
From Singapore, Singapore
Dear Lakshmi, One of you from HR Department can visit the ailing employee and while conversating with her, you can counsel her that she shouled resign from the services of your company and whenever she thinks fit for work must approach the Co for rejoining with an assurance that she will be considered on priority basis. I had personally performed the same with one of our employee and had been re-hired after she got fit to resume work. This will go a long way in generating confidence and loyalty towards organisation, amongst your employees and will help in making brand equity. Regards Amit Anand Gera
From India, New Delhi
3From India, New Delhi
HI, HR has to maintain balance between the human face of the organization and commercial / business aspects as well. I would suggest the following: 1. There is no harm in giving long without pay leave for genuine reason. But at the same time organization has to make it sure that, leave asked for is absolutely necessary, unavoidable and also can not be shortened. 2. Under such circumstances employees should not be given a impression that, since it is a without pay leave they can take it even for not so serious reasons. It needs to be clearly communicated to all employees that, as a employee they have to manage their job, their family, their health and their home and organization can help them by going out of way sometimes and not always, since this kind of benefits can be asked by other employees in future based on the precedences. 3. Make sure reason and duration of without pay leave asked for is genuine. Get the copies of medical reports and have it vetted from some other doctor before sanctioning leave. Also check, will the illness / treatment will need further leaves in future as well. 4. All above precautions will help in avoiding misuse of considerations given to employee and other employee claiming similar considerations in future quoting the precedence. Thanks & Regards
From India, Pune
From India, Pune
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