Hi All I need your help and advice in dealing with a situation at office. Ours is a small BPO company with strict targets and deadlines. But we are quite considerate and generous while granting SL or EL. One of our female employees took leave a couple of months ago for about 1 month to undergo some treatment. We approved her leave on Loss of Pay basis. Her treatment was not successful. Now she wants leave for 3 more months for the same reason. She is not undergoing any operation but is just going to be on some medication which will make her feel tired. If the treatment is not successful this time as well, then she may need more leave. Eventhough she is a good employee, as a small company we cannot afford this inconsistancy and it would be a pressure on the other employees. A lot of company effort in terms of providing refresher training, etc will be required. How do you think we can handle this situation so that company is not affected and at the same time we don't appear unsympathetic? Looking forward to your advice. Lakshmi
From India, Bangalore
1From India, Bangalore
Hi, Since your collegue requires long leave, which will affect your work also, you do her Full & Final settlement and let her know once she finishes the treatment if the vacancy exists she is well comed. Mean while you can appoint another person and get the work done. If he/ she is good at work can continue and if you can accomdate your collegue after she comes back from leave well & good , or else anyways you have done her F& f. Regards, Harshad
From India, Mumbai
From India, Mumbai
Dear In my opinion you have to refer the policy of your BPO, after consulting it either your have to Counsel the staff in the light of the policy , and if it permits you have to help her. Nadeem
Hello Lakshmi, Harshad is right. Anyway she is willing to go on Loss-of-pay. So you have 2 options. Either-- 1) you make her F & F settlement now, with an assurance-NOT commitment-that she can return after her treatment. OR 2) make some sort of amendments in your Leave policy to handle such extreme cases--to be handled on a case-by-case basis. In the long run, this could be more employee-friendly. Rgds, TS
From India, Hyderabad
From India, Hyderabad
as u told urs is a small company , u can follow as per harshad and j s mallik advise. u should not hurt the employee and same time u need to protect the company interest. in this situation u need to have good relationship with the employee and same time need to avoid any legal interference on this
From India, Bangalore
From India, Bangalore
Hi Lakshmi, You seem to be in a situation very much similar to what I am facing. Ours is also a small BPO company and we too are very lenient in terms of approving leaves. Just like you, we recently had a case of an employee taking multiple medical leaves for treatment. While we normally give consideration for medical leave, in this particular case, the senior management decided to have a direct talk with the employee. We explained the situation and requested her to submit her resignation against full pay. We also assured her that we will be happy to re-employ her once she finishes her treatment. Additionally, we also assured her that if she rejoins, we will not consider the absence as a break in service and she will receive full benefits due to her. After understanding our position and offer, the lady was happy to submit her resignation. While she is not on our rolls at the moment, she has confirmed that she will be rejoining us in August. So, we have effectively resolved our issue without losing a good employee. Hope that helps. Regards, Gaurang
From India, Ahmadabad
From India, Ahmadabad
Hello everybody, One of my friend has faced same problem, the employee has accepted for full and final settlement but now she put a case on the company about the termination(Actually she gave resignation) and the resignation of the employee is missing. what to do? Prasad
From India, Warangal
From India, Warangal
Hi Lakshmi, Greetings! The problem is really understandable, but try to think by putting your leg into her shoe as well, she may be undergoing some kind of serious health issues, which can affect her future professional career or personal life as well, nor I am telling you to do the compromise with the company policies. Here wat you can do, is you can do the couselling with her, and illustrate the whole situation around and also try to get the possible way out if she can come down to the office anytime when company needs her most. You can also go for an alternate way, that try to get the full information about on which project she is working and how much her presence is important for this project? Here, you can recruit some one on lieu of her on a contract basis for a particular period, whereas you can give her that asked period of leave, that too without pay. As IT market situation is still not improved to you can find plenty of candidates would be ready to work on contractual period for 3 or 6 months. I hope this idea may work out. Kindly acknowledge! Regards, Ram K Poddar HR
From India, Mumbai
From India, Mumbai
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