hello..Thanks for the suggestion of last post.!
I need a suggestion, An employee of my company take one sick leave every week , he mail me the same format of leave with dates changed once in a week and because its a sick leave we can not denied neither we can ask for medical proof bcz medical reports are needed if leaves are of more than 2 days so i dont know what to do in this as it is effecting the work and team.
From India, Gurgaon
2I need a suggestion, An employee of my company take one sick leave every week , he mail me the same format of leave with dates changed once in a week and because its a sick leave we can not denied neither we can ask for medical proof bcz medical reports are needed if leaves are of more than 2 days so i dont know what to do in this as it is effecting the work and team.
From India, Gurgaon
You can ask for medical proof for every sick leave he avails. Because company is paying that as paid leave and it should be really used for its purpose. so you have right to check its authenticity as it was repeating every week by demanding for doctor's recommendation and you can send him for full health check up and avail fitness certificate to show himself that he is fit for the job or not. If he is not fit and really has some health issues, you can discuss with him and take it to further like providing him settlement or giving him any alternative job profile which does not involve critical, etc.,
Its a step by step process to understand from your employee's view.
From India, Chennai
Its a step by step process to understand from your employee's view.
From India, Chennai
Hello Rashmi,
Further to what other members mentioned/suggested, the better way to handle this situation without getting into any interpretation/misuse of the existing Medical Leave Policy, get the employee medically checked in the office premises. There's no policy that prevents you to do it.
Another way to handle this could be to modify the existing policy......but why should others who DON'T misuse suffer due to this single oversmart employee?
Whatever you decide to do, do it fast........such actions by one employee have the scope to turn into a precedence for others too--you will have a bigger problem in your hands IF you don't control this guy. Even straight guys may get the idea to follow him.
Rgds,
TS
From India, Hyderabad
Further to what other members mentioned/suggested, the better way to handle this situation without getting into any interpretation/misuse of the existing Medical Leave Policy, get the employee medically checked in the office premises. There's no policy that prevents you to do it.
Another way to handle this could be to modify the existing policy......but why should others who DON'T misuse suffer due to this single oversmart employee?
Whatever you decide to do, do it fast........such actions by one employee have the scope to turn into a precedence for others too--you will have a bigger problem in your hands IF you don't control this guy. Even straight guys may get the idea to follow him.
Rgds,
TS
From India, Hyderabad
Dear Rashmi,
This is in addition to what other members have said. How many weeks employee has availed of medical leave? Is it just 1-2 weeks or employees has been taking leave for the last 5-6 weeks? Have you spoken with the employee concerned? What about Manager of the employee? Has he/she complained to you for the disruption of the work because of the absence of the employee? What about the deliverables of the employee? Has the deliverables been impacted due to weekly medically leave or because irrespective of the employee's absence, employee has managed his/her job?
Overall what is the behaviour of the employee? Is he/she detached? Does he/she give feeling that he/she is looking for a change of job and medical leave is alibi to attend the interviews?
I recommend you organising meeting with the employee in the presence of the Manager. You need to know what exactly this problem is, why that medical problem repeats every week and how long it could last. Involve the employee in finding out the solution for the discontinuity in work arising out of the weekly medical unfitness. Keep the leave records at hand for the discussion during the meeting.
Thanks,
Dinesh Divekar
From India, Bangalore
This is in addition to what other members have said. How many weeks employee has availed of medical leave? Is it just 1-2 weeks or employees has been taking leave for the last 5-6 weeks? Have you spoken with the employee concerned? What about Manager of the employee? Has he/she complained to you for the disruption of the work because of the absence of the employee? What about the deliverables of the employee? Has the deliverables been impacted due to weekly medically leave or because irrespective of the employee's absence, employee has managed his/her job?
Overall what is the behaviour of the employee? Is he/she detached? Does he/she give feeling that he/she is looking for a change of job and medical leave is alibi to attend the interviews?
I recommend you organising meeting with the employee in the presence of the Manager. You need to know what exactly this problem is, why that medical problem repeats every week and how long it could last. Involve the employee in finding out the solution for the discontinuity in work arising out of the weekly medical unfitness. Keep the leave records at hand for the discussion during the meeting.
Thanks,
Dinesh Divekar
From India, Bangalore
Hello Rashmi,
Dinesh Divekar's line "Does he/she give feeling that he/she is looking for a change of job and medical leave is alibi to attend the interviews?" rings a bell.
I have seen this happen quite often when someone wants to attend Interviews. Suggest check DISCRETELY with his/her colleagues on the general current attitude.
Rgds,
TS
From India, Hyderabad
Dinesh Divekar's line "Does he/she give feeling that he/she is looking for a change of job and medical leave is alibi to attend the interviews?" rings a bell.
I have seen this happen quite often when someone wants to attend Interviews. Suggest check DISCRETELY with his/her colleagues on the general current attitude.
Rgds,
TS
From India, Hyderabad
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