Hi,
I have a female employee who has exhausted all her leave and is now taking leave without pay quiet frequently by providing medical certificates.
(She has taken 45 leaves w/o pay in the last 6 months) Her frequent absentism is affecting her productivity. I have issued her many memos and built up a case against her. The last time she took leave, I got her examined from another hospital, however due to her luck this time it was a genuine illness. What should be my future course of action.
Thanks
From India, Pune
I have a female employee who has exhausted all her leave and is now taking leave without pay quiet frequently by providing medical certificates.
(She has taken 45 leaves w/o pay in the last 6 months) Her frequent absentism is affecting her productivity. I have issued her many memos and built up a case against her. The last time she took leave, I got her examined from another hospital, however due to her luck this time it was a genuine illness. What should be my future course of action.
Thanks
From India, Pune
I think you have given enough notice to the concerned, Its high time you take a call & suspend her from services. Before doing so you, it would be better you communicate to her the next course of action for her absence.
Pardoning her may set a wrong example for others in the company.
cheers
Naveen
From India, Madras
2Pardoning her may set a wrong example for others in the company.
cheers
Naveen
From India, Madras
Dear Durguesh,
Pls specify your industry and area of operation and as for what medical reasons the said employee has been providing medical certificate? (Prolonged similar illness or different issues all the time)
Send these certificates as reference checks to your company's doctor along with copy of absenteeism charge-sheet. Before suspending her, go through these procedures from the details provided in this forum regarding termination and dismissal.
Abhinav Vashisht
From India, Panipat
Pls specify your industry and area of operation and as for what medical reasons the said employee has been providing medical certificate? (Prolonged similar illness or different issues all the time)
Send these certificates as reference checks to your company's doctor along with copy of absenteeism charge-sheet. Before suspending her, go through these procedures from the details provided in this forum regarding termination and dismissal.
Abhinav Vashisht
From India, Panipat
You may take the following steps...
1. arrange for a meeting on performance review with her, her manager, HOD/GM and yourself.
2. Give sufficient notice to her for this meeting through various means like hard mail, soft mail and memos etc.
3. If the person turns up in the meeting hand over a performnce review letter signed by the authorised person generally head of HR or Autorised Admin person of the region generally the GM. Take a receiving.
4. If the person does not turn up send by registered post to residential address. and witness the absence by creating a file note.
The letter should give a minimum of 3 months time to review performance which can also include a termination clause. The letter may be used as a termination with notice if the person performance does not improve.
5. The key here is to make sure that "Fair" trial is given to the employee and all documentation is maintained. Principles of natural Justice has to be maintained throughout.
I hope this may help.
Joydeep
From India, New Delhi
1. arrange for a meeting on performance review with her, her manager, HOD/GM and yourself.
2. Give sufficient notice to her for this meeting through various means like hard mail, soft mail and memos etc.
3. If the person turns up in the meeting hand over a performnce review letter signed by the authorised person generally head of HR or Autorised Admin person of the region generally the GM. Take a receiving.
4. If the person does not turn up send by registered post to residential address. and witness the absence by creating a file note.
The letter should give a minimum of 3 months time to review performance which can also include a termination clause. The letter may be used as a termination with notice if the person performance does not improve.
5. The key here is to make sure that "Fair" trial is given to the employee and all documentation is maintained. Principles of natural Justice has to be maintained throughout.
I hope this may help.
Joydeep
From India, New Delhi
Hi,
I had the similar case a few days back in my company also, this person was absent without information for 5 days first and then came back with a medical certificate, which we accepted.
Second time, he was absent for two days without information and did the same.
Third time he did not inform and when one of the managers found out that he was not in office, he asked other guys. They all said he is working in field, the Manager somhow waited there till evening and when the guy did not return.
Ultimately we had to sack him after verifying the medical certificates form our COmpany doctor, we found out he was cheating on company.
SO, just verify the details and you can sac that person if foung guilty.
Cheers
Archna
From India, Delhi
I had the similar case a few days back in my company also, this person was absent without information for 5 days first and then came back with a medical certificate, which we accepted.
Second time, he was absent for two days without information and did the same.
Third time he did not inform and when one of the managers found out that he was not in office, he asked other guys. They all said he is working in field, the Manager somhow waited there till evening and when the guy did not return.
Ultimately we had to sack him after verifying the medical certificates form our COmpany doctor, we found out he was cheating on company.
SO, just verify the details and you can sac that person if foung guilty.
Cheers
Archna
From India, Delhi
Dear Abhinav Ours is a manufacturing industry & she is involved in shop floor assembly. Every time it is a different sickness. Thanx for your inputs Regards Durguesh
From India, Pune
From India, Pune
If yours is a Manufacturing unit then may need to issue a chargesheet and conduct a domestic inquiry as per ID Act. Please seek legal advice.
We have several cases where employee jobs where re-instated because the employer did not conduct the proceedings as per Natural Justice as laid down by the Supreme Court.
--Joydeep
From India, New Delhi
We have several cases where employee jobs where re-instated because the employer did not conduct the proceedings as per Natural Justice as laid down by the Supreme Court.
--Joydeep
From India, New Delhi
Hi,
I have similar problem.We are into quality consulting implemenatation.One of our employee ( a consultant) has been absent frequently and he said he had a case been filed by his wife for dowry.Now his leaves are exhausted and has been absent for the last 17 days during which he doesn't attend calls .
We received a leave letter and a medical certificate from a OBSTERCIAN & GYNACOLOGIST that he was ailing from respiratory problems and also requested till he gets cured.
This is a big loss in our productivity ,how do i gop about with this???
From India, Madras
I have similar problem.We are into quality consulting implemenatation.One of our employee ( a consultant) has been absent frequently and he said he had a case been filed by his wife for dowry.Now his leaves are exhausted and has been absent for the last 17 days during which he doesn't attend calls .
We received a leave letter and a medical certificate from a OBSTERCIAN & GYNACOLOGIST that he was ailing from respiratory problems and also requested till he gets cured.
This is a big loss in our productivity ,how do i gop about with this???
From India, Madras
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