Dear All,
I am facing a scenario at work. An employee met with an accident and has had complete loss of memory. Being business oriented, naturally we cannot keep him in the company because he will be a liability for time period unknown. What is it that we can do. Calling for suggestions.
From India, Mumbai
1I am facing a scenario at work. An employee met with an accident and has had complete loss of memory. Being business oriented, naturally we cannot keep him in the company because he will be a liability for time period unknown. What is it that we can do. Calling for suggestions.
From India, Mumbai
hi vidhi,
before proceeding further, from a humane point of view what is the prognosis from the doctors? I hope you are not treating him as Gigo (garbage in and garbage out). also look at his family situation. hope you have taken his family into confidence.
maybe you can put him on leave (without pay). hoping he recovers, he can rejoin the company. known devil is better than unknown angel.
From India, Madras
before proceeding further, from a humane point of view what is the prognosis from the doctors? I hope you are not treating him as Gigo (garbage in and garbage out). also look at his family situation. hope you have taken his family into confidence.
maybe you can put him on leave (without pay). hoping he recovers, he can rejoin the company. known devil is better than unknown angel.
From India, Madras
Hi,
Mr. Ramesh's Suggestion sounds good.
If in case you have Doctor's report which shows that this problem cant be treated and re-fixed you can extend Monetary benefit to his family in terms of humanity and can close his employment in a temporary basis.
But still, if some Medical Miracle happens and he seems to be quite fit enough to work again, then you defienlty should consider him for lateral entry.
Regards,
Veena
From India, Madras
Mr. Ramesh's Suggestion sounds good.
If in case you have Doctor's report which shows that this problem cant be treated and re-fixed you can extend Monetary benefit to his family in terms of humanity and can close his employment in a temporary basis.
But still, if some Medical Miracle happens and he seems to be quite fit enough to work again, then you defienlty should consider him for lateral entry.
Regards,
Veena
From India, Madras
hi vidhi,
though am not from HR, am also in line with rameshbashyam. if pbl, u shld give him leave and some amount towards medical expenditure. this situation can happen to anyone and ur org shd deal in humanitarian approach.
rgds,
s.narasimhan
From India, Bangalore
though am not from HR, am also in line with rameshbashyam. if pbl, u shld give him leave and some amount towards medical expenditure. this situation can happen to anyone and ur org shd deal in humanitarian approach.
rgds,
s.narasimhan
From India, Bangalore
Hi,
All the above suggestion is correct ......pay a compensation for his family may be certain amount and some % of his treatment... because memory lost is not small thing...like govt pay at any incident ....
Hope employee get well soon.....
From India, Pune
All the above suggestion is correct ......pay a compensation for his family may be certain amount and some % of his treatment... because memory lost is not small thing...like govt pay at any incident ....
Hope employee get well soon.....
From India, Pune
Also look all it legal prospects regarding same.....because you are doing more than ok...but 0.1 less it will harmful.for you.....
From India, Pune
From India, Pune
Hi,
In this situation, a balanced approach is recommended - one that protect the interest of both the employer and employee. You could explore developing some sort of a Long Term Illness Plan funded either by Insurance Cover or own company fund for such case. Example:
Time Frame
1st Six Months of Disability 100% of Pay
2nd Six Months of Disability 50% of Pay
3rd Six Months of Disability No Pay
If situation continues after 3rd six months, the company can proceed to release him.
Regards
Autumn Jane
From Singapore, Singapore
In this situation, a balanced approach is recommended - one that protect the interest of both the employer and employee. You could explore developing some sort of a Long Term Illness Plan funded either by Insurance Cover or own company fund for such case. Example:
Time Frame
1st Six Months of Disability 100% of Pay
2nd Six Months of Disability 50% of Pay
3rd Six Months of Disability No Pay
If situation continues after 3rd six months, the company can proceed to release him.
Regards
Autumn Jane
From Singapore, Singapore
Hi Vidhi,
See his past record, check out his comitment levels and the family background thats always important.
Above all...spend some sessions with him(if you can)then check with your Tech Team and even ask them to spend some time ..make him realize what he is and what he was...
..we proved it that it works....since I had encountered such incident with my own brother..We could get him back to track...he is now fantastic..by the the blessing of the almighty...he is fine now...and back to work...
what I mean to say here is nothing is impossible and if you reallly want to achieve something in life as professonal as well responsible...act on this situation positively....
I know there is no policy as such...unless some one really steps towards such incidents..of course Rules are made by Human and they can be Amended....
All the best.
Regards,
Uday Kodati
From India, Srikakulam
See his past record, check out his comitment levels and the family background thats always important.
Above all...spend some sessions with him(if you can)then check with your Tech Team and even ask them to spend some time ..make him realize what he is and what he was...
..we proved it that it works....since I had encountered such incident with my own brother..We could get him back to track...he is now fantastic..by the the blessing of the almighty...he is fine now...and back to work...
what I mean to say here is nothing is impossible and if you reallly want to achieve something in life as professonal as well responsible...act on this situation positively....
I know there is no policy as such...unless some one really steps towards such incidents..of course Rules are made by Human and they can be Amended....
All the best.
Regards,
Uday Kodati
From India, Srikakulam
Dear Vidhi,
We can take this matter to our organization employees, we can compensate the employee monetarily and emotionally, we can proceed for some new ways like....rather than making compensation payments, we can make the payments for pshychological couselor.....in this we can again proceed couseling sessions with the help of his ex-colleagues cum frnds on sunday basis.
There are many other ways, u can take this thing as a challenge and lets prove that organization culture is something and we are best in this....
I really liked the contribution of others....
Regards,
ketan kokil
sales trainer-Head-MP CG training dept
Indore
From India
We can take this matter to our organization employees, we can compensate the employee monetarily and emotionally, we can proceed for some new ways like....rather than making compensation payments, we can make the payments for pshychological couselor.....in this we can again proceed couseling sessions with the help of his ex-colleagues cum frnds on sunday basis.
There are many other ways, u can take this thing as a challenge and lets prove that organization culture is something and we are best in this....
I really liked the contribution of others....
Regards,
ketan kokil
sales trainer-Head-MP CG training dept
Indore
From India
RE;Employee lost memory in an accident.
It is necessary that this employee should undergo a neuro psychological tests,specially memory tests.By taking these tests the Clinical Psychologist will ascertain whether his memory loss is Permanent or temporarary? The tests also give the answer whether the employees new learning is affected or not? If the memory loss is temporarary, there is a training called Memory retraining,he should undergo this.If it is permanent memory damage then the employer can decide according to rules regulations of his employment.
Thanks.
Dr.N.Kumaraswamy
Prof.in Clinical psychology
School of Medicine.
University Malaysia sabha.
From Malaysia, Kuala Lumpur
It is necessary that this employee should undergo a neuro psychological tests,specially memory tests.By taking these tests the Clinical Psychologist will ascertain whether his memory loss is Permanent or temporarary? The tests also give the answer whether the employees new learning is affected or not? If the memory loss is temporarary, there is a training called Memory retraining,he should undergo this.If it is permanent memory damage then the employer can decide according to rules regulations of his employment.
Thanks.
Dr.N.Kumaraswamy
Prof.in Clinical psychology
School of Medicine.
University Malaysia sabha.
From Malaysia, Kuala Lumpur
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