[email protected]
Finance Manager
Jeevarathnam
Sr. Manager Hr/admin
SHASHI PANDEY
Payroll Compensation
9871103011
Private Consultant On Labour Laws
[email protected]
Hr Executive
Alrighty
Service
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I am working as an HR Manager ,recently one of my employee who join 2 months back taking too many leaves ,sometimes reason is marriage ,someones death,but from last 15 days he was again on leave saying that he is having Diabetes problem and fever , he is regular update postings on Facebook but not receiving our calls or not replying on mails , I sent him warning mail regarding this then he asking that we are harassing him at work, due to this his problem will again rise and he will case against us.
Can we do some thing against these kind of employees.

From India, Delhi
You better initiate the disciplinary action, Send a letter to him for joining the duties immediately by registered post. Even if not responding you can terminate him
From India, Bangalore
just send a letter to him that company has appointed a Doctor to checkup your medical problem so to justify your medical leave, meanwhile mark him absent. shashi pandey
From India, Lucknow
Dear priynka,
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.
BS Kalsi
Member since August,2011

From India, Mumbai
Hello Priyanka,
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.

From India, Gurgaon
Please clarify, whether all leaves are approved one or unauthorized one, accordingly take further step
From India, Ahmadabad
Gd Evening all my Seniors
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

From India, New Delhi
Dear All,
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.

From India, Delhi
Dear Piranka You have to give him show cause notice with regst post, and asked him to joined duty with a particular date, after that date you can terminate him. Harish Rawat
From India, Noida
leaves are not approved , he just message for the health problem
From India, Delhi

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