Hi everyone..good morning... I hope you are doing good. Friends, i have a situation and i want to share it with you, need your advice. I am working in IT company since last more than 3 years.. i have an employee working since last 6 months.. during from her joining til now, she took 23.5 leaves and out of these leaves, only 2 were priorly informed. rest were her SLs.. in first case, she did not submit medical certificate, then after couple of days, being continuously asked, she did. Then she kept coming late that she has to take B12 injections, so she will be coming late. We agreed. but being HR, i wanted to see her reports.. so i asked her for that. She didnt submit. When continuously asked, she said she does not want to spend 700rs for reports just to deposit in a company as a proof. when again asked, she said she is lacking money and since she has started to earn, she has stopped taking money from her parents.

15days before diwali, i dropped her an email that on November 16th, she will have to deposit her reports and failing to do so will lead to deduction of salary. on that day, she did not submit, on next day when a boss himself asked her about reports, she said she would deposit tomorrow (Wednesday) and again she didnt. she deposted on Friday, i.e 5days after she was asked to deposit. she delayed this for 2 months, just to deposit her reports. Please tell me know what actions shall I take ?

Thanks & Regards,

Shreya Parikh

(Sr. HR Executive)

From India, Pune

Get Dual Certificates from IIM Shillong and SHRM →
Promoted: IIM Shillong - PG Certification in Human Resource Management (Explore Course)
Dear Shreya,

There are two things. One is unreasonable delay on the part of the employee to deposit the reports. Getting medical certificate could be costly but then she could have submitted the doctor's prescription and cash memo of the medical from where she had purchased medicines. What was hold up on doing so? Now you need to check the authenticity of the documents that she has submitted. Check what is her diagnosis and when is likely to get cured. Is she medically fit to undertake her routine work? Tell her to bring medical fitness certificate. Obtain declaration from her stating that the documents submitted are genuine and if the falsification of the documents is proved then she is liable for the disciplinary action.

Again coming back to the diagnosis. What was the ailment that kept her off from work for 23.5 days? Why type of hospital was it from where she took treatment? How much she has spent on account of her sickness? Which is that hospital that is asking her Rs 700/- for providing the medical certificate? If she says she does not have money to pay for the medical certificate then how she could afford to remain absent for so many days and thereby forego her salary?

There are many things that do not meet the eye. Her activities appear to be shadowy. Please find out whether she had taken up some other job and when the job or company environment was not propitious, she abandoned it and joined you. Please verify the veracity of her proposition.

Lastly, for how many months or years the employee has been working? What is her level of performance? Does the performance merits her retention or her employment can be dispensed with?


Dinesh Divekar

From India, Bangalore
Hi Dinesh,
Thank you for reverting back. She has not said anything about her sickness history. First she said that she was going somewhere for injections, then she said she changed place. Asking of a doctor and hospital, she said that her friend is a doctor and he is providing her injections. Asking that she can go at evening after office, she said that his compounder who gives her injections, is not available at night.
she showed medical certificate, but it was from her friend only, so i don't know whether or not it should be accepted. asking for her past reports, she denied to show.. When she asked for latest reports, she kept us awaited for 2 months, and then she came up with new reports and old reports as well.
she is working in company since last 6 months. Her performance is good, but not at level where we can allow her to do such things in office.
Thanks & Regards,
Shreya Parikh
(Sr. HR Executive)

From India, Pune

"" Her performance is good, but not at level where we can allow her to do such things in office."
Even if the performance is good or at very high level, she should comply with office policies.
Being a good employee professionally does not give her liberty to be casual toward other requirements of office working.
Anyway what this employee requires is a good and firm counseling session by HOD and documented in HR records.
She may be having a medical requirement but it is no excuse to become absent or avoid showing medical proof of her sickness.
If not checked this tendency will worsen and be followed by other employees also-who will quote this employee as an example.

From India, Pune

Hi Shreya,
I would highly second Dinesh on his statement. Also you have mentioned that she joined your organization 6 months back and why aren't you guys able to control this act of hers. How big is your organization and why so much dependability/lenience? If someone who has joined 6 months back is not adhering the corporate policies/regulations, then I think you have to look into the HR department/process itself.

From India, Bangalore
It appears from what is stated, she is On probation and if so, in a span of 6 months service granting 24 days leave and permission to come late can only be regarded as a Special case. I may add to what's stated by others, presumably she has not completed her Probation period as yet, subject to other parallel action which you might have decided, also consider extending the Probation period for not less than the days of leave availed so far to deter her from continuing this habit. Nevertheless, if she has some genuine problems which you might wish to consider empathetically, and if fit into your Medical assistance policy you might as well refer her case to your Mediclaim policy providers only or ask her to seek medical help only from your authorised medical officer henceforth. If this works it's ok otherwise investigate further to ascertain the truth and take action as per the outcome.
From India, Bangalore
Could not agree more with Mr. Divekar Saheb. Looks like you will soon have to decide whether to retain her and at what cost, or to show her the door. A S Bhat
From India, Pune

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply →

About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR.Comô

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server