Dear ALL,
ONE EMPLOYEE GOT PARALYTIC ATTACK,AFTER TAKING TWO MONTHS OF MEDICAL TREATMENT HE IS NOT ABLE TO MOVE HIS LEFT HAND AND LEFT HAND NOT PROPERLY WORKING.SO KINDLY ADVICE THAT WHAT ACTION SHOULD BE TAKEN FOR THIS MATTER.
REGARDS,
From India, Sedam
ONE EMPLOYEE GOT PARALYTIC ATTACK,AFTER TAKING TWO MONTHS OF MEDICAL TREATMENT HE IS NOT ABLE TO MOVE HIS LEFT HAND AND LEFT HAND NOT PROPERLY WORKING.SO KINDLY ADVICE THAT WHAT ACTION SHOULD BE TAKEN FOR THIS MATTER.
REGARDS,
From India, Sedam
Mitesh, Your subject is legal action. What you expect? Further to support to employee as per the law? or Legal action as he is not working? Please clarify...
From India, Pune
124From India, Pune
Dear Mitesh,
In the medical ground u can terminate his service. But before that u need to collect a medical unfit certificate from the Doctor either through ur company doctor or E.S.I office.
Thanks/regards
Ratikanta Rath
From India, Durgapur
In the medical ground u can terminate his service. But before that u need to collect a medical unfit certificate from the Doctor either through ur company doctor or E.S.I office.
Thanks/regards
Ratikanta Rath
From India, Durgapur
Dear Member
The answer to your question can range from sheer legal stand to entirely humanitarian approach. It would be better if you present to the group a couple of options that you are thinking off and then ask for opinion. Also request you to clarify if the attack of paralysis happened during his working hours , at home or at office. Age of the employee, period for which he has been employed in the organisation etc. This will give a clear idea to other members for suggesting their options or recommending the opinion of your choice.
Regards
Preetam Deshpande.
From India, Mumbai
The answer to your question can range from sheer legal stand to entirely humanitarian approach. It would be better if you present to the group a couple of options that you are thinking off and then ask for opinion. Also request you to clarify if the attack of paralysis happened during his working hours , at home or at office. Age of the employee, period for which he has been employed in the organisation etc. This will give a clear idea to other members for suggesting their options or recommending the opinion of your choice.
Regards
Preetam Deshpande.
From India, Mumbai
I am unable to think that why this topic is taken up here . Normol thing have to support that employee in all aspects like medical benefits and other benifits !
why you are thinking about legal action he din't done any robbery in your organaization ! you cannot sack him till under medical treatment !
From India, Mumbai
why you are thinking about legal action he din't done any robbery in your organaization ! you cannot sack him till under medical treatment !
From India, Mumbai
Dear Mitesh,
It is unfortunate that one of your employees is suffering from paralytic attack which is seriously hampering his normal day to day work related activities. In such a case, the approach of the Management varies from company to company. I have worked with some big known MNCs and let me tell you, these companies are not very much employee caring but also have empathy and compassion for such employees whose normal wage earning capacity gets severely hampered due to ill health /accident. We continue to keep such employee and transfer him to a department /area where he has to perform a light work which he can manage without seriously affecting the quality of work. We never dump such employees because they are no longer productive and unable to deliver.
As a HR Personnel, I think we all should have sensitivity, empathy and compassion and try to understand the pain, sufferings and genuineness of the problem of others by stepping in to their shoes. Sadly, some of the comments from the people belonging to my fraternity suggest that they always believe only in chopping (head) and not reshaping. We should try to remember, in case the same thing happens to me, then what will be my reaction if my Management takes the 'same stand' against me ? Will you accept the 'decision' happily because you are paralysed and no longer fit for job or you did not come to duty for some days /weeks because you were ill ?
I was going through one of the Posts where one employee (Jagdish Gupta) was sacked without any prior intimation to him as he was on sick leave for about one and half months. Isn't it shamefull that some of us still continue to live in a society which can be compared with the era of blood thirsty autocratic kings who used to take the human lives without any good reason, showing any mercy.
Mitesh, I would suggest, please speak with your Management and rehabilitate this person to a light work area. Please don't increase his suffering any more, he is already suffering.
Rgds,
Rakesh Srivastav
From India, Gurgaon
It is unfortunate that one of your employees is suffering from paralytic attack which is seriously hampering his normal day to day work related activities. In such a case, the approach of the Management varies from company to company. I have worked with some big known MNCs and let me tell you, these companies are not very much employee caring but also have empathy and compassion for such employees whose normal wage earning capacity gets severely hampered due to ill health /accident. We continue to keep such employee and transfer him to a department /area where he has to perform a light work which he can manage without seriously affecting the quality of work. We never dump such employees because they are no longer productive and unable to deliver.
As a HR Personnel, I think we all should have sensitivity, empathy and compassion and try to understand the pain, sufferings and genuineness of the problem of others by stepping in to their shoes. Sadly, some of the comments from the people belonging to my fraternity suggest that they always believe only in chopping (head) and not reshaping. We should try to remember, in case the same thing happens to me, then what will be my reaction if my Management takes the 'same stand' against me ? Will you accept the 'decision' happily because you are paralysed and no longer fit for job or you did not come to duty for some days /weeks because you were ill ?
I was going through one of the Posts where one employee (Jagdish Gupta) was sacked without any prior intimation to him as he was on sick leave for about one and half months. Isn't it shamefull that some of us still continue to live in a society which can be compared with the era of blood thirsty autocratic kings who used to take the human lives without any good reason, showing any mercy.
Mitesh, I would suggest, please speak with your Management and rehabilitate this person to a light work area. Please don't increase his suffering any more, he is already suffering.
Rgds,
Rakesh Srivastav
From India, Gurgaon
Mitesh...I agree totally with Mr. Rakesh...being in HR we should understand the circumstances & problems of any employee/worker...
From India, Vadodara
From India, Vadodara
Dear Venkat,
There are two appoaches to the issue one, humanitarian the other one legal. As a part of humanitarian approach, first take into account his work and conduct and length of service and every thing going in his favour you may sugest the management to shift the concern on job of light nature.
In the event of things not coming suitable/positive, the employee be subjected to medical examination and on being found unfit for job, his services be dispensed as per the law.
Please remember an employee not meeting the loyalty and performance standards of the management does not deserve a compassion as gratis.
Regards
S.K.Johri
From India, Delhi
There are two appoaches to the issue one, humanitarian the other one legal. As a part of humanitarian approach, first take into account his work and conduct and length of service and every thing going in his favour you may sugest the management to shift the concern on job of light nature.
In the event of things not coming suitable/positive, the employee be subjected to medical examination and on being found unfit for job, his services be dispensed as per the law.
Please remember an employee not meeting the loyalty and performance standards of the management does not deserve a compassion as gratis.
Regards
S.K.Johri
From India, Delhi
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Dispciplinary Action.doc
CTC_SALARY_SLIP _FORM_(legal)(1 ).xls
DISCIPLINARY ACTION.ppt