Hi,
I agree this is a very tough situation. But resigning should not be the employee's first option. You should take him into confidence and maybe speak to the mgt. to provide him a separate toom or cubicle for this time period. Maybe his dept can be shifted and he can work without major interactions with others. Or the best would be if he can work from home for this while, till he gets cured. Believe me, even the mgt. understands the difficulty in getting good employees these days...so I think they would rather solve this problem creatively than asking the employee to resign...
From India, New Delhi
I agree this is a very tough situation. But resigning should not be the employee's first option. You should take him into confidence and maybe speak to the mgt. to provide him a separate toom or cubicle for this time period. Maybe his dept can be shifted and he can work without major interactions with others. Or the best would be if he can work from home for this while, till he gets cured. Believe me, even the mgt. understands the difficulty in getting good employees these days...so I think they would rather solve this problem creatively than asking the employee to resign...
From India, New Delhi
Dear Sender
Indeed this is a critical situation. Please inform the employee concerned about the fact and engage him in other area, where he will be comfortable without straining too much. Simultenously, he may be supported for his treatment also for a speedy recovery.
However, depend upon the management policy suitable action be taken without wounding the feelings of employee.
With regards
L.Kumar
From India, Madras
8Indeed this is a critical situation. Please inform the employee concerned about the fact and engage him in other area, where he will be comfortable without straining too much. Simultenously, he may be supported for his treatment also for a speedy recovery.
However, depend upon the management policy suitable action be taken without wounding the feelings of employee.
With regards
L.Kumar
From India, Madras
This is a very normal situation for HR Professionals and we should be geared up to take up all such situations and handle them effectively.
Please ask the employee immediately to proceed on Leave for his necessary medication. I guess it will be atleast 2-3 months before the employee be in a position to report back for duties. Let these leaves be LWP as the employee will appreciate that his job is secured. You have to convince all concerned that he is not suffering from a disease which in not curable. In my opinion the employee will have to be under medication for 9 months so that he does not get another attack of this disease but however he will be certified fit in 2~3 month time as per my understanding.
Please seek some advise from a medical practitioner and take appropriate action.
At the same time being a HR Professional you need to be very kind to the employee and if required atleast while he is away from office on leave, someone should go once or twice to see him personally to his house.
Also see if you can help him by getting all his expenses towards his medicines etc. claimed from your regular Group Mediclaim Policy as per the terms and conditions.
From India, Madras
Please ask the employee immediately to proceed on Leave for his necessary medication. I guess it will be atleast 2-3 months before the employee be in a position to report back for duties. Let these leaves be LWP as the employee will appreciate that his job is secured. You have to convince all concerned that he is not suffering from a disease which in not curable. In my opinion the employee will have to be under medication for 9 months so that he does not get another attack of this disease but however he will be certified fit in 2~3 month time as per my understanding.
Please seek some advise from a medical practitioner and take appropriate action.
At the same time being a HR Professional you need to be very kind to the employee and if required atleast while he is away from office on leave, someone should go once or twice to see him personally to his house.
Also see if you can help him by getting all his expenses towards his medicines etc. claimed from your regular Group Mediclaim Policy as per the terms and conditions.
From India, Madras
Dear Raul,
Hi!
I felt happy to see this post. And i hope that you'll believe every word i'm writing here.
Whatever we know about TB are myths. And it doesn't get spread like we think and believe and i have a strong reason to say it as my best friend's boyfriend has TB and he's on medication for last 5 months. And it hasn't effected her a wee bit even after intimate relationship. Just tell the employee to go to a TB specialist and if he's covered under ESI then the ESI dispensory will be the best place for treatment and follow the medication schedule seriously and it'll be cured and no one gets infected the way you mentioned. Don't force the employee to resign just because of a simple and 100% curable disease. Please be empathetic towards the employee. Being in HR you should help him to come out of this trauma and enhance his confidence. By forcing him to resign you'll induce low self-esteem and shake his confidence and it'll be a more serious damage to his PERSONALITY than TB.
I hope i conveyed myself. If you still have some doubts then let me know, i can arrange a conference call with my friend. Please gather more information about the disease and let others know so that the man doesn't get abandoned by colleagues.
Best Regards,
Proudlynx
From United States, Santa Clara
Hi!
I felt happy to see this post. And i hope that you'll believe every word i'm writing here.
Whatever we know about TB are myths. And it doesn't get spread like we think and believe and i have a strong reason to say it as my best friend's boyfriend has TB and he's on medication for last 5 months. And it hasn't effected her a wee bit even after intimate relationship. Just tell the employee to go to a TB specialist and if he's covered under ESI then the ESI dispensory will be the best place for treatment and follow the medication schedule seriously and it'll be cured and no one gets infected the way you mentioned. Don't force the employee to resign just because of a simple and 100% curable disease. Please be empathetic towards the employee. Being in HR you should help him to come out of this trauma and enhance his confidence. By forcing him to resign you'll induce low self-esteem and shake his confidence and it'll be a more serious damage to his PERSONALITY than TB.
I hope i conveyed myself. If you still have some doubts then let me know, i can arrange a conference call with my friend. Please gather more information about the disease and let others know so that the man doesn't get abandoned by colleagues.
Best Regards,
Proudlynx
From United States, Santa Clara
Hi,
Asking an employee to resign will not be a wise idea. Sooner or later other employees in the company will know about it and you will harm the repo of the company internally. it spreads a bad word about the company. It will always be difficult to rebuild the brand once diluted.
Working from home is one option which can be given to the employee totally depending on what the employee's role is in the organization.
Sharing of work with other employee is another solution, wherein the affected employee takes care of what can be done from home and the other employee does the work that requires presence in office.
By taking a postive approach such as this you build trust in that particular employee as well as others in the company.
contrary views are welcome..
regards,
NP Singh
From India, Bangalore
Asking an employee to resign will not be a wise idea. Sooner or later other employees in the company will know about it and you will harm the repo of the company internally. it spreads a bad word about the company. It will always be difficult to rebuild the brand once diluted.
Working from home is one option which can be given to the employee totally depending on what the employee's role is in the organization.
Sharing of work with other employee is another solution, wherein the affected employee takes care of what can be done from home and the other employee does the work that requires presence in office.
By taking a postive approach such as this you build trust in that particular employee as well as others in the company.
contrary views are welcome..
regards,
NP Singh
From India, Bangalore
Hi Raul I had faced similar situation in my company. And we had given one month off to this person. We had adjusted his PL , CL and SL against hi leave Regards Suyash
Hi,
Some thoughts which came into my mind..
1) You can ask him to wear a surgical mask while working in office.I have seen people wearing it so that infection doesnt spread to others
2)BEST option would be allow him to ' work from home'. and coming to office once in a while for certain clarifications or review..
If he is a High flier.. i think its worth investing on him.. because such steps taken by company helps to improve the morale of the employees.. then retention too..
But for this opton lot of thinking process goes in..like the working hours, facilities , reliability & communicating process
If you have a good system administrator you can definitely adopt this in less cost like keeping remote desktop or webmail to communicate & monitor them.
Regards
Asha
From India, Madras
Some thoughts which came into my mind..
1) You can ask him to wear a surgical mask while working in office.I have seen people wearing it so that infection doesnt spread to others
2)BEST option would be allow him to ' work from home'. and coming to office once in a while for certain clarifications or review..
If he is a High flier.. i think its worth investing on him.. because such steps taken by company helps to improve the morale of the employees.. then retention too..
But for this opton lot of thinking process goes in..like the working hours, facilities , reliability & communicating process
If you have a good system administrator you can definitely adopt this in less cost like keeping remote desktop or webmail to communicate & monitor them.
Regards
Asha
From India, Madras
After seeing subsequent postings, I am repeating my earlier post :
'Ask the employee to go on unpaid leave (or 50% paid leave) for two months after consulting his doctor (and preferably an independent medical practitioner who is familiar with TB cases).
You can give him unearned medical leave for two months, stating very clearly that this is a special case, and not meant to create a precedent.
This would be really helpful
Give him an advance on salary while he is on leave to cover initial heavy medical expenses, the sum to be recovered in easy instalments once he resumes full time.
If it is possible to work from home, let him do so, provided there is not too much burden on the rest of the staff.
If, as one of the posts suggests, there is a good TB facility nearby, use the company's influence to get him admitted there and let the company bear his expenses.
You will have to treat this as a special case not creating a precedent, but it will be humanitarian on your company's part to give him as much support as possible during this crucial time. '
which I think covers all the feasible possibilities. What is your opinion?
Jeroo
From India, Mumbai
'Ask the employee to go on unpaid leave (or 50% paid leave) for two months after consulting his doctor (and preferably an independent medical practitioner who is familiar with TB cases).
You can give him unearned medical leave for two months, stating very clearly that this is a special case, and not meant to create a precedent.
This would be really helpful
Give him an advance on salary while he is on leave to cover initial heavy medical expenses, the sum to be recovered in easy instalments once he resumes full time.
If it is possible to work from home, let him do so, provided there is not too much burden on the rest of the staff.
If, as one of the posts suggests, there is a good TB facility nearby, use the company's influence to get him admitted there and let the company bear his expenses.
You will have to treat this as a special case not creating a precedent, but it will be humanitarian on your company's part to give him as much support as possible during this crucial time. '
which I think covers all the feasible possibilities. What is your opinion?
Jeroo
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt