Legal Counsel
Recruitment/talent Acquisition, Career Counselling
Manager - Hr

Thread Started by #S.Lahiri

Dear Senior HR Professionals,
I work in a MNC Pharma Company as HR manager.Here few Medical representatives are working in the field as MR, who are unionised.One of such MR was brought to a HQ of his choice 2 years back.After that the sales results didnot improve(in fact detoriated), new products launched did nor catchup and his measurable inputs(e.g-dr visit/day etc) are miserable.
These things were pointed out by his immediate supervisor several time and everytime only assurance was received by the MR. After 2 years, company decided to transfer his services(wef 1st july/10) to another productive area which has a successful sales target acheivment record.
Now the MR is not joining to his new HQ, reporting sick with lowback pain and getting extension of 21 days everytime from his attending Dr.Company received only Dr's prescription not Medical Certificate from him.His sick leave already exhausted and PL are about to be exhausted too.
Pl advise(,senoirs) the way forward.
22nd September 2010 From India, Calcutta
I think the 1st thing is to withhold his salary. Then send him a letter say his salary will be cleared only if he has joined the new HQ and worked there for sometime (which u can decide). If he still does not reply or join you can then send him a warning letter.
22nd September 2010 From India, Mumbai
Dear Chitra,
Thanks for your viewpoint.
Remember his PL are still existing.So stopping salary will not be legal.
No, he has not joined atall to his new HQ.
He's reporting sick leave(backpain) & providing his prescription extending leave, but not Medical Certificate or his other reports.
His regd.AD letters coming back from his old communication address.
he's refusing to get consulted by a super-specialist(Orthopaedic) appointed by company,too.
Pl advise !!
23rd September 2010 From India, Calcutta
Hello Lahiri,
Of course, it's FISHY--in caps.
Suggest don't look @ ways to convince him to join @ the new location. Look @ ways to trap him & fire him--keeping in mind the Union's reactions too. faster you do it the better--else you can be sure there will others to follow this trick--typical sheep mentality.
Maybe sending a Ortho Specialist to his home WITHOUT NOTICE & check him out with some independent witnesses around--just in case he complains that he was man-handled :-), which again is typical unionised employee response.
23rd September 2010 From India, Hyderabad
Dear THE SALES PROMOTION EMPLOYEES (CONDITIONS OF SERVICE) ACT, 1976 would apply .Please go according to that as you say there is Union backing. With Regards Mobile : 9025792684.
24th September 2010 From India, Bangalore
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