Hi Ratna,
I can understand your difficulty. In case there is no long leave that can be considered, you can offer an extra salary package for three months or one month, depending upon the company policies. After the said employee wishes to join back again based on her performance, you can consider her in the same department or some other department.
This could be the only legal solution to your problem. Make a letter in a manner conducive to both parties.
From India, Bangalore
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201I can understand your difficulty. In case there is no long leave that can be considered, you can offer an extra salary package for three months or one month, depending upon the company policies. After the said employee wishes to join back again based on her performance, you can consider her in the same department or some other department.
This could be the only legal solution to your problem. Make a letter in a manner conducive to both parties.
From India, Bangalore
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Dear All,
A similar query was also posted by me, but CiteHR has not published the same. I have gone through the Maternity Benefit Act, wherein only a 12-week leave provision is there, apart from that one-month leave on the basis of a certificate from the doctor for illness due to pregnancy. But leave for the early pregnancy stage is not mentioned in the act. I have come to know that maybe a bill towards the same is under consideration for a 9-month maternity leave. Respecting maternity, we in HR should understand the feelings and physical pain of a pregnant woman. Mr. Ravi, I would suggest that you should think broadly on this; this could be a retention factor for lady employees.
Few Points to Overcome the Situation:
- Employee should discuss the Maternity Leave Plan in detail with Boss
- HOD of the function should inform HR about her Maternity Leave Plan well in advance
- HOD should distribute her work among the team or should go for a temp. resource
- Removal for maternity cause is punishable under the Act.
- Work from Home is a good option
- Provide her Laptop with a data card if she is handling quite an important role
- For the early stage, she should be given Leave without Pay if leaves are not there in her account.
- Our moral support will help her to resume fast on her duty.
- If a pregnant woman is there in the office, she should be given due respect and priority in public places, i.e., cafeteria, meeting place, etc.
- Display of an abstract will educate your female employees on the same.
- Apart from Leaves, there is a provision of Medical Bonus of Rs 1000/- which should be given fairly.
Regards,
Shiv
From India, New+Delhi
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A similar query was also posted by me, but CiteHR has not published the same. I have gone through the Maternity Benefit Act, wherein only a 12-week leave provision is there, apart from that one-month leave on the basis of a certificate from the doctor for illness due to pregnancy. But leave for the early pregnancy stage is not mentioned in the act. I have come to know that maybe a bill towards the same is under consideration for a 9-month maternity leave. Respecting maternity, we in HR should understand the feelings and physical pain of a pregnant woman. Mr. Ravi, I would suggest that you should think broadly on this; this could be a retention factor for lady employees.
Few Points to Overcome the Situation:
- Employee should discuss the Maternity Leave Plan in detail with Boss
- HOD of the function should inform HR about her Maternity Leave Plan well in advance
- HOD should distribute her work among the team or should go for a temp. resource
- Removal for maternity cause is punishable under the Act.
- Work from Home is a good option
- Provide her Laptop with a data card if she is handling quite an important role
- For the early stage, she should be given Leave without Pay if leaves are not there in her account.
- Our moral support will help her to resume fast on her duty.
- If a pregnant woman is there in the office, she should be given due respect and priority in public places, i.e., cafeteria, meeting place, etc.
- Display of an abstract will educate your female employees on the same.
- Apart from Leaves, there is a provision of Medical Bonus of Rs 1000/- which should be given fairly.
Regards,
Shiv
From India, New+Delhi
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Dear Shiv,
I agree with your statement. Yes, we HR professionals are here to retain and support the employees, but we also have to ensure the smooth running of business processes. Rahul, Priya, and Jayesh have provided good options. I would be really happy if those options materialize. This is an optimistic view, but consider if those options fail and management is unwilling to consider them. Here comes the realistic view, as I have mentioned – be prepared for any outcome.
As I mentioned earlier, the ball is in Ratna's court. It is up to her how she handles the issue. Think in a pessimistic way to understand the potential negative consequences of the issue and act realistically by preparing ourselves to face any situation. This is the optimistic approach to addressing an issue.
What do you think, Shiv? :icon1:
From India, Mangaluru
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I agree with your statement. Yes, we HR professionals are here to retain and support the employees, but we also have to ensure the smooth running of business processes. Rahul, Priya, and Jayesh have provided good options. I would be really happy if those options materialize. This is an optimistic view, but consider if those options fail and management is unwilling to consider them. Here comes the realistic view, as I have mentioned – be prepared for any outcome.
As I mentioned earlier, the ball is in Ratna's court. It is up to her how she handles the issue. Think in a pessimistic way to understand the potential negative consequences of the issue and act realistically by preparing ourselves to face any situation. This is the optimistic approach to addressing an issue.
What do you think, Shiv? :icon1:
From India, Mangaluru
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Dear All,
I agree with all your views and comments. Please suggest, if I agree with her to continue as LOP, how many months can I show as LOP in attendance, payroll... The government bodies like PF, ESI, and labor, they expect the situation to be maintained for more than six months as LOP... in reg...
Kindly suggest.
Regards,
A. Satheesh
9840982366
From India, Madras
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I agree with all your views and comments. Please suggest, if I agree with her to continue as LOP, how many months can I show as LOP in attendance, payroll... The government bodies like PF, ESI, and labor, they expect the situation to be maintained for more than six months as LOP... in reg...
Kindly suggest.
Regards,
A. Satheesh
9840982366
From India, Madras
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Dear Shiv,
I agree with your statement. Yes, we HR people are here to retain and support the employees, but we also have to ensure the smooth running of business processes. Rahul, Priya, and Jayesh have given good options. I would be really happy if those options come to fruition, and this is an optimistic view. But, think, if those options fail, where management is not ready to consider, there comes the realistic view, and that is what I have told - be prepared for any result.
As I said before, the ball is in the court of Ratna; it is her charm how she takes the issue. Think in a pessimistic way, such that one will get the picture of negative consequences of the issue and act in a realistic way - preparing ourselves to confront any situation. This is the optimistic way to tackle an issue.
What say Shiv? :icon1:
From India, Mangaluru
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I agree with your statement. Yes, we HR people are here to retain and support the employees, but we also have to ensure the smooth running of business processes. Rahul, Priya, and Jayesh have given good options. I would be really happy if those options come to fruition, and this is an optimistic view. But, think, if those options fail, where management is not ready to consider, there comes the realistic view, and that is what I have told - be prepared for any result.
As I said before, the ball is in the court of Ratna; it is her charm how she takes the issue. Think in a pessimistic way, such that one will get the picture of negative consequences of the issue and act in a realistic way - preparing ourselves to confront any situation. This is the optimistic way to tackle an issue.
What say Shiv? :icon1:
From India, Mangaluru
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I agree with your view, Chum. However, removing the concerned employee from company roles may impact many other internal customers as well. HR should support the management in standing up for employees when they face such problems. This presents an opportunity for HR to develop and implement a strong retention strategy among employees.
I agree with your point on "Business."
Regards,
Shiv
From India, Bangalore
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I agree with your point on "Business."
Regards,
Shiv
From India, Bangalore
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Dear Shiv,
Yes, I do feel so....we feel personally about all the issues and give suggestions, but we are not really updated on the decisions made.
Dear Ratna,
Do keep us updated so that we may have a different view on how to tackle the problem.
Keep rocking, guys...:icon1:
From India, Mangaluru
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Yes, I do feel so....we feel personally about all the issues and give suggestions, but we are not really updated on the decisions made.
Dear Ratna,
Do keep us updated so that we may have a different view on how to tackle the problem.
Keep rocking, guys...:icon1:
From India, Mangaluru
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Dear Shiv,
Yes, rightly said, "HR should make the management stand for employees while undergoing such problems." In addition to this, I would say HR should also be ready to convince and support the concerned employee if things take a negative turn. HR should act as a bridge between management and employees. Let us see what Ratna is going to do. :icon1:
From India, Mangaluru
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Yes, rightly said, "HR should make the management stand for employees while undergoing such problems." In addition to this, I would say HR should also be ready to convince and support the concerned employee if things take a negative turn. HR should act as a bridge between management and employees. Let us see what Ratna is going to do. :icon1:
From India, Mangaluru
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Yes Chum, Let us see, and lets make a practice of requesting for the reality. Regards, Shiv
From India, Bangalore
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From India, Bangalore
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Legally, we cannot terminate any female for ailment due to her pregnancy. There are two Acts - ESI and Maternity Benefits Act, and neither allow this.
Some of the mature suggestions mentioned above may be adopted. I do not agree with "Tension lene ka nahin, dene ka." If everyone thinks like this, everyone will end up stressed about someone else.
If a grandson pays the dues of the father, it does not mean that we should keep taking debts. If my grandfather owed, then I will have to pay. We should have a positive view of our lives as well as of others.
Regards,
Shabbir
From India, New Delhi
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Some of the mature suggestions mentioned above may be adopted. I do not agree with "Tension lene ka nahin, dene ka." If everyone thinks like this, everyone will end up stressed about someone else.
If a grandson pays the dues of the father, it does not mean that we should keep taking debts. If my grandfather owed, then I will have to pay. We should have a positive view of our lives as well as of others.
Regards,
Shabbir
From India, New Delhi
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