One of my friends got diagnosed with dengue about 1.5 months ago. He returned to work after 10 days but worked for only 3-4 days before being diagnosed with malaria. This time, he decided not to return until he felt well, which took him 1 month.
He had submitted all the medical reports for the initial 10 days of leave when he was diagnosed with dengue. However, the second time, he was admitted to a government hospital, and the doctor provided him with only a 5-day rest certificate. Despite needing a month off, he only has medical proof for 15 days and lacks documentation for the additional 15 days.
The HR department suggested that he create a fake report and submit it, but he refuses to deceive them. HR is now threatening him with termination or dismissal.
Is it legal for HR or the employer to act in this manner in such a situation? Are there any laws that could assist him?
From India, Ahmedabad
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1He had submitted all the medical reports for the initial 10 days of leave when he was diagnosed with dengue. However, the second time, he was admitted to a government hospital, and the doctor provided him with only a 5-day rest certificate. Despite needing a month off, he only has medical proof for 15 days and lacks documentation for the additional 15 days.
The HR department suggested that he create a fake report and submit it, but he refuses to deceive them. HR is now threatening him with termination or dismissal.
Is it legal for HR or the employer to act in this manner in such a situation? Are there any laws that could assist him?
From India, Ahmedabad
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But the second time, he was admitted to a government hospital, so the doctor gave him only a 5-day rest certificate. If the doctor was sure that he could recover in 5 days only, then why did he take more unauthorized leave by taking employer granted?
This time, he took leave for 1 month, but he has medical proof only for 15 days. He doesn't have anything for another 15 days. Again, why did he take more unauthorized leaves?
From India, Pune
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This time, he took leave for 1 month, but he has medical proof only for 15 days. He doesn't have anything for another 15 days. Again, why did he take more unauthorized leaves?
From India, Pune
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Dear Amar,
Please ask your friend to use a good mosquito repellent. HR is requesting a certificate to validate that he had a medical condition, but he doesn't seem to care about its legitimacy. Kindly request him to consider your leave without a certificate and to avoid repeating such mistakes in the future.
Thank you.
From India, Pune
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Please ask your friend to use a good mosquito repellent. HR is requesting a certificate to validate that he had a medical condition, but he doesn't seem to care about its legitimacy. Kindly request him to consider your leave without a certificate and to avoid repeating such mistakes in the future.
Thank you.
From India, Pune
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Dear Colleague,
In my view, HR is acting unprofessionally and putting undue pressure. It is outright illegal. The matter deserves to be escalated to higher-ups by proper representation. At the cost of being blunt, if anybody deserves to be fired, it is the HR person.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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In my view, HR is acting unprofessionally and putting undue pressure. It is outright illegal. The matter deserves to be escalated to higher-ups by proper representation. At the cost of being blunt, if anybody deserves to be fired, it is the HR person.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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