My advise yo you is that in future when ever you seek guidance on some matter, you must mention the complete details about your company/ organization as well about the concerned employee, his position or status, type of work he has been assigned etc.
In your present case, you need to check whether you have some company policy governing the leave, disciplinary action against your employees for availing excess leave without permission or intimation.If there is no policy.You can issue him a letter mentioning that whenever he want to avail leave,he should take prior permission as the work of company is badly suffering because of his intermittent sudden absence from duties.If he claims that he is diabetes,you are within your right to call for the doctor's prescription for your satisfaction. You need to create documentary evidence to terminate his services if he doesn't mend his ways.
Member since August,2011
You can send warning letter to employee asking him to submit the medical certificates and test reports. Also mention in the letter that in case he fails to submit the necessary medical proofs his leaves will be considered as LWP i.e. Leave without pay, and this amount will be deducted from his current month's salary.
In case the employee fails to reply on the warning letter you can send at max 2 more warning letters as reminder and if he still doesn't reply then you can terminate him from the services. Because there is no point in investing more time in such cases and meanwhile you can start looking for his replacement.
i think priyanka send a letter for a company letter head by the registred post and give the information
If you don.t give reply with in 7 days than company feel you are not intersted in our organization job
Than we will terminate on behalf of discontinous jobs
Thanks for the suggestion , let me give the details of my company , we are Interior Designers and we have a different team of Digital marketing in which this employee is an content writer ,He is in probation period . I have already sent him an mail of warning , he is replying on all my warning mails , but his phone is switched off and not joining the office. I like the Idea of a doctor in office for his complete check up , is there any policy that company can make a check up through inhouse doctor and we can not consider his reports.
In this case, Company have right to take disciplinary action against employee until he justify his state with approved Doctor. But as an HR i suggest you to take the employee for a counseling and try to understand what is the stimulus in absenteeism. Since yours is service industry, which need good Creativity and not a mechanical job. We never get a resource with all quality and We are in successes when will fill the gap between employee and organization. Employee retention is a big challenge to HRD. Every one can terminate an employee but a successful HR only could transform and retain the talents.
All The Best!
Sabir. P. K
As a part of Employee Welfare, you can have a doctor and not this purpose alone.
Secondly, you can issue warning, conduct an enquiry, establish the authenticity of medical reasons, provide him an opportunity. If you think the medical certificates are not genuine, you can still go ahead and issue a warning letter stating, leaves are not acceptable on some pretext. And you can also tell him to look out and the best thing is that you should take his resignation in writing.
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As I called him many times but he didn't respond ,only reverting on warning mails and continues saying that we harassing him with the mails . I try to retain him as he is good as a content writer but due to this rest employees in organization will have negative impact.
The thumb rule is to send 3 warning letters via registered post for reporting back or replying back with the firm date of joining. Post that a termination letter if he does not respond or give a date of joining. The person cannot go legal with this, rather the organization will have a strong point even if at he is planning to do that.
Facebook post should not bother you because it is his personal life. You need proof. For that you can also seek a prescription by doctor which has to be verified by another paneled doctor.
None of the company has obligations to keep a person on roll for a longer time if he/she is sick. None are doing charity and hence it is not a case by any means.
You may cite all other suggestions given, i.e., a company doctor etc. to bring in his attention.
Your letters should not have harsh words but a polite requests.
Hope this helps.
You have clarified that the person concerned is on probation.You can check the terms and conditions of his appointment or the company rules.It is easier to terminate a probationer on ground of unsatisfactory work or conduct rather than a permanent employee.As somebody has rightly suggested that appointing a doctor as a welfare measure will be good step but appointing doctor for particular purpose will be viewed a biased step.
Member since August 2011