Process Industry Consultant / Soft Skill
Sr. Hr Executive
Deputy Commissioner Of Labour..a.p.
Workplace Assessment And Training
It Resourcing, Director

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
We have a new employee (fresher) who joined us in mid April 2017, in May she has taken 10 days leave for family functions. For last one week she is not coming to office writing she has a strain in finger.
When we asked when are you likely to join back she says I'll consult with doctor then tell, no definite date.
We have a training bond signed by her for Rs. 30,000/- and her cheque is with us.
It seem that she is making up the medical condition may not want to continue ?
What do we do ? Is this a case of absconding as she is not committing any date to resume office. Also what do we do with her bond/ agreement and cheque.
We have spend a month and half training her.
Kindly Advise.

From India, Mumbai
Hi Manoj,
She is not absconding as she is in correspondence with you.
If you have trained her that is good.
You must be having records for that.
What are the terms of the appointment letter issued to ( and accepted by ) her?
You can issue a letter saying that she is not entitled to take so many leaves.
Later, if no satisfactory reply is received deal as per Appointment Order Terms.

From India
People do get sick, we have no control over when that will occur to us. That's a given fact of life. If she is genuinely ill, and unable to work at this point in time, you have to deal with that. I don't see it as a sackable offence.

However, the sore finger reason seems - on the face of it - to be trivial, though we have no real data about this. Is there a medical certificate which states clearly the problem, and why she cannot work?

In my personal view there is something else going on here. It may well be that she is not happy with working for your organisation. So you need to find out what the real problem is. Go back to the recruitment process and look at the interview, the questions asked, the answers she gave etc. Was she made promises regarding the work she would be doing, and now that has not eventuated?

When she was in training, was she interested, and an active participant. Was the training properly executed by people qualified to deliver training, and was it relevant to the job she was hired to do? If this was just 'rubbish' training, which delivered no value, then she has every right to feel cheated if she was promised more when applying for the job.

People are always quick to blame employees for any little thing. What about the employers? From what I read on this site quite regularly, very few employers are saints.

From Australia, Melbourne
Dear Manoj,
The best option for you is, you need to ask her to produce all Medical Papers related to her sickness and check with your company doctor or any other medical practitioner. If she is unable to come to office to submit all those documents then ask her to send scan copy or photo copy on official email. Based on Doctors comment further course of action can be considered.

She can just say she have a medical condition and remain undisclosed about that condition . She has every freedom to that and hide the medical condition . How can a company force her to reveal by sending her medical reports ? HR executives speaking on this forum is it alright to ask your personal health records and make public ?
India really needs a strong policy to protect employees and their privacy and right to choose their profession . If a company is so good freshers will not think of quitting . Itís because of the type of work you assign to a talented people which makes them sick to work for an organisation .

Sir I think it's too late to apply service condition s and desciplinery proceedings on her as she is showing lame excuses. She is absconding duties will fully.clearcut case of deriliction of duties.
Better late than never.pls go-ahead sir

From India, Nellore
This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2020 Cite.Coô