Dear Team,
Scenario: An employee who is in probationary met with an accident during the weekend when he was on a trip
He is from another state. It seems his leg is injured and needs surgery.
When contacted, his relatives said it is difficult to travel, and he can search for any friends to sign in the pre-surgery form.
But he said no friends. Kindly advise the procedure.
He just joined 2 months back. He is unmarried.
Waiting for quick suggestion
From India, Madras
4Scenario: An employee who is in probationary met with an accident during the weekend when he was on a trip
He is from another state. It seems his leg is injured and needs surgery.
When contacted, his relatives said it is difficult to travel, and he can search for any friends to sign in the pre-surgery form.
But he said no friends. Kindly advise the procedure.
He just joined 2 months back. He is unmarried.
Waiting for quick suggestion
From India, Madras
In this situation, the company should handle the matter with empathy while ensuring legal and procedural compliance. Here’s the step-by-step approach:
1. Immediate Medical Support
Confirm that the employee is receiving proper medical care and is stable.
Ensure that the hospital has all necessary medical documents, including identification and insurance details.
2. Consent for Surgery
Since the employee has no family or friends available to sign the pre-surgery form, consider the following options:
Hospital’s Standard Procedure: Most hospitals have a process for situations where there is no immediate guardian. They may allow the patient to sign for themselves if they are conscious and mentally sound.
Company Representative: If permitted by the hospital, an HR representative or a senior manager may sign the form as a witness (not as a guardian) to ensure that the employee gets necessary treatment.
Legal/Notary Alternative: In extreme cases, a notary or hospital legal officer might help in granting permission for surgery.
3. Contacting the Family Again
Explain the seriousness of the situation and encourage at least one relative to travel if possible.
If they still refuse, get a written confirmation (email/message) that they are unable to come.
4. Insurance & Financial Assistance
Check if the employee is covered under company health insurance.
If not, assist him in exploring personal insurance or employer-based financial support.
If necessary, an advance salary or company-sponsored medical loan may be considered.
5. Post-Surgery Support
Arrange leave as per the company’s policy (paid/unpaid medical leave).
Support with temporary accommodation if he is unable to return to his native place immediately.
If needed, help arrange home care services or rehabilitation post-surgery.
6. HR & Legal Documentation
Maintain records of all communication regarding the situation.
If the company offers an Employee Assistance Program (EAP), connect him for counseling and support.
Ensure compliance with labor laws in case any employment-related decisions need to be made later.
Would you like me to draft a formal email or document to assist in communication with the hospital or employee’s family?
From India, Faridabad
1. Immediate Medical Support
Confirm that the employee is receiving proper medical care and is stable.
Ensure that the hospital has all necessary medical documents, including identification and insurance details.
2. Consent for Surgery
Since the employee has no family or friends available to sign the pre-surgery form, consider the following options:
Hospital’s Standard Procedure: Most hospitals have a process for situations where there is no immediate guardian. They may allow the patient to sign for themselves if they are conscious and mentally sound.
Company Representative: If permitted by the hospital, an HR representative or a senior manager may sign the form as a witness (not as a guardian) to ensure that the employee gets necessary treatment.
Legal/Notary Alternative: In extreme cases, a notary or hospital legal officer might help in granting permission for surgery.
3. Contacting the Family Again
Explain the seriousness of the situation and encourage at least one relative to travel if possible.
If they still refuse, get a written confirmation (email/message) that they are unable to come.
4. Insurance & Financial Assistance
Check if the employee is covered under company health insurance.
If not, assist him in exploring personal insurance or employer-based financial support.
If necessary, an advance salary or company-sponsored medical loan may be considered.
5. Post-Surgery Support
Arrange leave as per the company’s policy (paid/unpaid medical leave).
Support with temporary accommodation if he is unable to return to his native place immediately.
If needed, help arrange home care services or rehabilitation post-surgery.
6. HR & Legal Documentation
Maintain records of all communication regarding the situation.
If the company offers an Employee Assistance Program (EAP), connect him for counseling and support.
Ensure compliance with labor laws in case any employment-related decisions need to be made later.
Would you like me to draft a formal email or document to assist in communication with the hospital or employee’s family?
From India, Faridabad
Dear friend,
It is not always possible on part of the keen to reach a a far off place at a call. In the scenario the employer is the most keen present at the place.
The HR person can sign on behalf of the relatives as they have given their consent to proceed with and keep the recording of consent Or any mail exchanged as an evidence for future reference. The status of probationer remains as extended to other employees unless until probation is revoked.
From India, Mumbai
It is not always possible on part of the keen to reach a a far off place at a call. In the scenario the employer is the most keen present at the place.
The HR person can sign on behalf of the relatives as they have given their consent to proceed with and keep the recording of consent Or any mail exchanged as an evidence for future reference. The status of probationer remains as extended to other employees unless until probation is revoked.
From India, Mumbai
It's not always requires any relatives to be by the side of the injured. I wonder why the 'Casualty' section should await someone to sign the forms. If an unconscious victim of a road accident brought to the nearest hospital where emergency medical attention is needed to save the life that hospital should not delay the procedure to commence depending on the grave situation. The recent guidelines issued by the health ministry should be taken note of by all citizens. And nothing wrong for any responsible person of employer sign the forms in emergent situation. Humane instinct doesn't look for escape route or passing the buck. Human life in danger should be saved at all costs without delay. And HR or anyone known or known has the moral responsibility to enable emergency medication reach the victim at the earliest.
From India, Bangalore
From India, Bangalore
If the patient is unconscious and can not sign, someone needs to sign on his behalf.
The HR head can take approval of the relatives (by recorded voice message, WhatsApp, etc) or can send the form on mobile and ask them to sign and return to give to the hospital.
While it is very easy to say HR should have empathy, the reality is no one wants to take the risk, If something went wrong, then relatives will blame the HR person who signed the form
From India, Mumbai
The HR head can take approval of the relatives (by recorded voice message, WhatsApp, etc) or can send the form on mobile and ask them to sign and return to give to the hospital.
While it is very easy to say HR should have empathy, the reality is no one wants to take the risk, If something went wrong, then relatives will blame the HR person who signed the form
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects - Register and Log In.
Employee Appraisal Form new.doc