Hi, I am working in a software company. One of our employees has had an operation for kidney stones. He joined us only in March, and now he has asked for one month of leave. We granted this, but he subsequently requested an extra two months off due to health issues. Since he is still in the probationary period, it is challenging for us to provide such a long leave. However, I understand his situation and have approved the additional two months off to accommodate his health needs. It's important to note that he has only worked with us for 30 days. Am I handling this situation correctly? Please provide me with your suggestions.
From India, Coimbatore
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8From India, Coimbatore
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Dear Riya, No problem. It is actually leave without pay. Extend his probationary period by two months. Regards
From India, New Delhi
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From India, New Delhi
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yes as suggested by others, you can grant him LOP and extend the probation. Render necessary help (hope you are doing so) such assist in helping mediclaim process etc. Regards Srikanth
From India, Madras
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From India, Madras
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Riya In humanitarian grounds , he should be given leave without pay, If required his probation can be extended.
From India, Hyderabad
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From India, Hyderabad
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Riya, You are doing absolutely right. As a HR person & on human grounds you can also help him in getting the insurance either cashless or Reimbursement . Thanks Regards Yousuf
From India, Bangalore
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From India, Bangalore
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No problem. Treat those leaves as without pay, and the probation period can be extended depending upon the leaves taken. The employee cannot join due to health issues, but you have to keep his medical reports and certificates for your records for the future.
Rajkumar
From India, Madras
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Rajkumar
From India, Madras
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Hi, There is no problem for giving an employee a leave in related to his health. You can give him a leave without pay. You should also help them for getting their claims reimbursed.
From India, Mumbai
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From India, Mumbai
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Hi, You can give him Leave without pay. You should also assist him in getting the claim reimbursed.
From India, Mumbai
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From India, Mumbai
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Hello Riya,
While you are being very generous and helpful, do not discount the fact that you are also a professional. Has he explained what health problem he has? Ask the employee to submit all health-related documents proving his claims. Anyone can get a doctor's certificate nowadays, but also ensure to take relevant bills of medication and others to ensure that his claims are true. Also, take a decisive date of return from him.
If he is not able to give a date of return, then it is best to ask him to resign and then join back at a later date after he is fit to join. Weigh your options well since he will reflect as a headcount (an unproductive one at that), and you don't even know for sure if he will join back. After 2 months if he does not come, you will be answerable to your management for taking this decision to give him 3 months leaves. At that time, you won't have any paper or document to prove your point. So please keep all sorted.
Amrita
From China
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While you are being very generous and helpful, do not discount the fact that you are also a professional. Has he explained what health problem he has? Ask the employee to submit all health-related documents proving his claims. Anyone can get a doctor's certificate nowadays, but also ensure to take relevant bills of medication and others to ensure that his claims are true. Also, take a decisive date of return from him.
If he is not able to give a date of return, then it is best to ask him to resign and then join back at a later date after he is fit to join. Weigh your options well since he will reflect as a headcount (an unproductive one at that), and you don't even know for sure if he will join back. After 2 months if he does not come, you will be answerable to your management for taking this decision to give him 3 months leaves. At that time, you won't have any paper or document to prove your point. So please keep all sorted.
Amrita
From China
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HR Manual (Employee Hand Book).doc