PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Industrial Relations And Labour Laws
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Madhu.T.KSo long as no amendment has taken place to the law applicable, you should extend the same policies to employees working at homes. Now everything is open and working from home facilities are confined only to business requirements only. Still, if you have asked the employees to work from home, it should be treated as an initiative at your own business interests. Therefore, treat the home equivalent to your office and extend the same policies of leave, performance appraisal and termination policies to those who are working from home also.
As such you can give targets to them, assess the performance and if not coming to your expectations or not reaching your targets, then issue notice or keep them under PIP (Performance Improvement Plan) and then take a call after that.
Regarding leave also, anyone requiring leave of absence shall inform the same and take approval and then proceed on leave. If you feel that they are not monitored properly and therefore, they abstain from work very often whenever they need to attend a function then there is no choice. You cannot eat the cake and hold it at the same time. Either you should compromise on certain things or you should call the employees back to office. The latter will cost you by means of electricity bills, internet bills etc but you can suspect an element of work being diluted.
From India, Kannur