I am working as an HR Manager. Recently, one of my employees who joined 2 months back is taking too many leaves. Sometimes the reason is marriage or someone's death, but for the last 15 days, he has been on leave again, citing that he is having diabetes problems and fever. He is regularly updating posts on Facebook but is not receiving our calls or replying to emails. I sent him a warning email regarding this, and then he accused us of harassing him at work, stating that this situation will worsen his problems, and he will file a case against us. Can we take action against these types of employees?
From India, Delhi
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3From India, Delhi
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You better initiate the disciplinary action, Send a letter to him for joining the duties immediately by registered post. Even if not responding you can terminate him
From India, Bangalore
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From India, Bangalore
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just send a letter to him that company has appointed a Doctor to checkup your medical problem so to justify your medical leave, meanwhile mark him absent. shashi pandey
From India, Lucknow
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From India, Lucknow
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Dear Priyanka,
My advice to you is that in the future, whenever you seek guidance on a matter, you must mention the complete details about your company/organization as well as the concerned employee, his position or status, and the type of work he has been assigned.
In your present case, you need to check whether you have a company policy governing leave, disciplinary action against employees for taking excessive leave without permission or intimation. If there is no policy, you can issue a letter stating that whenever he wants to take leave, he should obtain prior permission as the company's work is suffering due to his sudden, intermittent absences from duties. If he claims to have diabetes, you are within your rights to request the doctor's prescription for your satisfaction. You need to create documentary evidence to terminate his services if he does not improve his behavior.
BS Kalsi
Member since August 2011
From India, Mumbai
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My advice to you is that in the future, whenever you seek guidance on a matter, you must mention the complete details about your company/organization as well as the concerned employee, his position or status, and the type of work he has been assigned.
In your present case, you need to check whether you have a company policy governing leave, disciplinary action against employees for taking excessive leave without permission or intimation. If there is no policy, you can issue a letter stating that whenever he wants to take leave, he should obtain prior permission as the company's work is suffering due to his sudden, intermittent absences from duties. If he claims to have diabetes, you are within your rights to request the doctor's prescription for your satisfaction. You need to create documentary evidence to terminate his services if he does not improve his behavior.
BS Kalsi
Member since August 2011
From India, Mumbai
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Hello Priyanka,
You can send a warning letter to the employee asking him to submit the medical certificates and test reports. Also, mention in the letter that in case he fails to submit the necessary medical proofs, his leaves will be considered as LWP, i.e., Leave without pay, and this amount will be deducted from his current month's salary.
If the employee fails to reply to the warning letter, you can send a maximum of two more warning letters as reminders. If he still doesn't reply, then you can terminate him from the services. There is no point in investing more time in such cases, and meanwhile, you can start looking for his replacement.
From India, Gurgaon
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You can send a warning letter to the employee asking him to submit the medical certificates and test reports. Also, mention in the letter that in case he fails to submit the necessary medical proofs, his leaves will be considered as LWP, i.e., Leave without pay, and this amount will be deducted from his current month's salary.
If the employee fails to reply to the warning letter, you can send a maximum of two more warning letters as reminders. If he still doesn't reply, then you can terminate him from the services. There is no point in investing more time in such cases, and meanwhile, you can start looking for his replacement.
From India, Gurgaon
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Please clarify, whether all leaves are approved one or unauthorized one, accordingly take further step
From India, Ahmadabad
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From India, Ahmadabad
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Good evening all my seniors,
I think Priyanka sent a letter on the company letterhead via registered post providing the information. If you don't reply within 7 days, the company may perceive that you are not interested in the job opportunity within our organization. Consequently, we may have to terminate your employment due to job discontinuity.
Thank you.
From India, New Delhi
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I think Priyanka sent a letter on the company letterhead via registered post providing the information. If you don't reply within 7 days, the company may perceive that you are not interested in the job opportunity within our organization. Consequently, we may have to terminate your employment due to job discontinuity.
Thank you.
From India, New Delhi
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Dear All,
Thank you for the suggestion. Let me provide details about my company. We are interior designers and have a dedicated team for digital marketing, including this employee who is a content writer. He is currently in the probation period. I have already sent him a warning email, and he continues to respond to all my warnings. However, his phone is switched off, and he is not coming to the office.
I am considering the idea of having a doctor in the office for a complete check-up. Is there a company policy that allows for check-ups by an in-house doctor, and can we disregard his reports?
Thank you.
From India, Delhi
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Thank you for the suggestion. Let me provide details about my company. We are interior designers and have a dedicated team for digital marketing, including this employee who is a content writer. He is currently in the probation period. I have already sent him a warning email, and he continues to respond to all my warnings. However, his phone is switched off, and he is not coming to the office.
I am considering the idea of having a doctor in the office for a complete check-up. Is there a company policy that allows for check-ups by an in-house doctor, and can we disregard his reports?
Thank you.
From India, Delhi
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Dear Piranka You have to give him show cause notice with regst post, and asked him to joined duty with a particular date, after that date you can terminate him. Harish Rawat
From India, Noida
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From India, Noida
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