Rajesh Kumar Dubey
Manager - Hr
On other hand, I understand that management have never discussed any performance related issues with this employee earlier, and never gave him/her any feed back formally. Terminating this employee during this tough period of his/her life is very inhuman. I advice you to please do not consider to terminate him. Think about yourself in that particular employee's situation, will you ever take this decision being terminated from your employer?
17th August 2016 From India, Kochi
2. Once he resumes work back you can put him under PIP (perforamance improvement plan) check on his performance post that and then take appropriate action.
3. HR is employees advocate. Always remember.
Wishing that member a speedy recovery
17th August 2016 From United Kingdom, Harrow
Whether your organization are paying or compensating that person ?
If Not, take humanitarian ground and get him well as earliest and give him sanctioned leave without pay, in the mean time you may hire someanother so that your work may not suffer. As soon as he resumes on duty, you have two options for selection the best, because it is not necessary that other person will definitely sure for best for HR/
I have suggested because earlier was also selected by you people. Don't blame any person / management for Wrong Hire.
17th August 2016 From India
18th August 2016 From India, Hyderabad
There are many ways to deal with employees when the management has decided to terminate him/her like performance, integrity, job rotation, transfer, health, absenteeism, safety, confidentiality, under probation period etc.
1. First try to find out what kind of accident it is and the severity of it. What is the normal time for recovery.
2. If you found any suspicious, check whether he is hospitalized or resting at home.
3. If he is at home, do a recheck through a different doctor in your presence which will establish the facts for further course of action.
4. If it is decided to remove him due to the performance issues, wait till he resumes the office. Show him his past performance ratings and appraisal records (but your communication says several months). If he is below achieved for past 2-3 years you may ask him for his resignation. But do it in front of his reporting manager and also check your policy on PMS before acting. Do not stop his salary till the F&F Process.
18th August 2016 From India, Bangalore
further, if the employee was non-performer and working since last 2-3 years, then what the HR team and management was doing for these years. it is utter non-sense to simply blame the poor person for non-performance in his difficult times just because you want to part with the individual employee.
please grow up and get rid off such desi attitude. remember, this is not a Banana Republic. there are comprehensive laws governing such situations. therefore, please deal with the situation in professional way..
18th August 2016 From India, Mumbai