Hello,
I'm working as an HR in an pharmaceutical company. And now as an HR i need to make an crucial decision regarding one of my employee, who is not able to working for past 2-3 months due to his medical issues. Now this situation hampers organization productivity and he failed to meet the expected work standards and performance as according to the company desired. So being an HR can I make a decision to give him on LOP/ LWP (leave off/without pay).
Please advice?
From India, Guwahati
I'm working as an HR in an pharmaceutical company. And now as an HR i need to make an crucial decision regarding one of my employee, who is not able to working for past 2-3 months due to his medical issues. Now this situation hampers organization productivity and he failed to meet the expected work standards and performance as according to the company desired. So being an HR can I make a decision to give him on LOP/ LWP (leave off/without pay).
Please advice?
From India, Guwahati
Hi How long the employee is associated with the company? If the nature of sickness is genuine you may consider providing leave for him till leave balance in credit.
From India, Madras
951From India, Madras
The employee is on leave due to medical reasons for the past 2 months. This is the time to show your genuine concern for the people, leave aside the performance issue in this period. The employee needs your support and concern and a genuine approach to resolve the employee's problem would be remembered by the employee always, so also it will give a positive image of your HR practices.
So talk to the employee, find ways and means to support him/her and you have won the heart.
From India, Mumbai
So talk to the employee, find ways and means to support him/her and you have won the heart.
From India, Mumbai
Employees are human. Earlier we used to say, "I have ten hands or my head count is 25." This simply meant that we were concerned with work only. But now we employ complete man or further with his family. Every human is subjected to sickness, loss, accident, anything. There is no wish. One can take care but there are humpteen causes beyond us.
Question is when one employee has contracted sickness for 2 months and is unable to work, how do we approach this situation. After all we are here to do business not social work. Yet some whiamedia is needed. Consider his contribution not jus years of service. How far he is useful to the organisation.
If he is troublemaker, seek legal remedy. If a worker is unable to carry out his work for a continuous period of 2 years, then he can be terminated. This is easy to provoe if worker is absent. Even if he is present for work and does not carry out assigned work, then also it is to be recorded and proved.
If he is useful, talk to other workers or union and make it a collective issue. Because he carries sympathy of all. Company may have some kind of medical scheme. Worker can take advance from PF. Workers and company can jointly collect funds to help the worker to come out of sickness.
The worker also has some responsibility. He should not shirk it. If he is unable to work for long or permanently, he should on his own move away. Swami Vivekanand said," If you are not working, move away, let others work dont block their way."
Sum and substance is take a decision jointly. Dont go by emotion or law alone.
Vibhakar Ramtirthkar
9371001906
From India, Pune
Question is when one employee has contracted sickness for 2 months and is unable to work, how do we approach this situation. After all we are here to do business not social work. Yet some whiamedia is needed. Consider his contribution not jus years of service. How far he is useful to the organisation.
If he is troublemaker, seek legal remedy. If a worker is unable to carry out his work for a continuous period of 2 years, then he can be terminated. This is easy to provoe if worker is absent. Even if he is present for work and does not carry out assigned work, then also it is to be recorded and proved.
If he is useful, talk to other workers or union and make it a collective issue. Because he carries sympathy of all. Company may have some kind of medical scheme. Worker can take advance from PF. Workers and company can jointly collect funds to help the worker to come out of sickness.
The worker also has some responsibility. He should not shirk it. If he is unable to work for long or permanently, he should on his own move away. Swami Vivekanand said," If you are not working, move away, let others work dont block their way."
Sum and substance is take a decision jointly. Dont go by emotion or law alone.
Vibhakar Ramtirthkar
9371001906
From India, Pune
Dear Anonymous Citehr Member,
Relevant views have been expressed by our senior professionals. Leave is always granted according to leave policy of the company. Kindly verify the authenticity of medical certificates submitted by the employee and depute some HR official to visit the employee to see his/her health issues and extend good wishes for his speedy recovery. If everything is genuine, LWP/LOP can be granted at the request of the employee when other types of leave are exhausted. It may be noted that leave cannot be suo motto granted by any company. A proper application supported with MC is to be given by the employee, otherwise it will be unauthorized absent.
It will be appreciated if you validate the answers given by our professional advisers to demonstrate your gratefulness.
Chandramani Lal Srivastava
Master Consultant
9315516083
New Delhi/Sunday/06.11.2022/7:46 am
From India, New Delhi
Relevant views have been expressed by our senior professionals. Leave is always granted according to leave policy of the company. Kindly verify the authenticity of medical certificates submitted by the employee and depute some HR official to visit the employee to see his/her health issues and extend good wishes for his speedy recovery. If everything is genuine, LWP/LOP can be granted at the request of the employee when other types of leave are exhausted. It may be noted that leave cannot be suo motto granted by any company. A proper application supported with MC is to be given by the employee, otherwise it will be unauthorized absent.
It will be appreciated if you validate the answers given by our professional advisers to demonstrate your gratefulness.
Chandramani Lal Srivastava
Master Consultant
9315516083
New Delhi/Sunday/06.11.2022/7:46 am
From India, New Delhi
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