Process Industry Consultant / Soft Skill
Sr. Hr Executive
It Resourcing, Director
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.
9th June 2017 From India
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.
10th June 2017 From Australia, Melbourne
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.
10th June 2017