Health Problems Of Employee On Probation

Hi, Am working in a software concern, one of our employee has a operation, he has suffered with Kidney stone.He has joined only on Mar 09 month now he asked us to provide one month leave we have given and again he has called and informed me that he need extra 2 months leave due to health problem. since he is in probationary period,how can we able to provide 2 months leave, ofcourse i do understand his situation, anyhow i have given off for 2 month for considering his health problem. Note : He has worked only 30 days with us. Am I right? Please give me your suggestions.

Dear Riya, No problem. It is actually leave without pay. Extend his probationary period by two months. Regards

yes as suggested by others, you can grant him LOP and extend the probation. Render necessary help (hope you are doing so) such assist in helping mediclaim process etc. Regards Srikanth

Riya In humanitarian grounds , he should be given leave without pay, If required his probation can be extended.

Riya, You are doing absolutely right. As a HR person & on human grounds you can also help him in getting the insurance either cashless or Reimbursement . Thanks Regards Yousuf

No problem treat those leaves as without pay and the probation period can be extended depending upon the leaves taken. employee cannot join due to Health issued but u have to keep his medical reports and certificates for your records for future. Rajkumar

Hi, There is no problem for giving an employee a leave in related to his health. You can give him a leave without pay. You should also help them for getting their claims reimbursed.

Hi, You can give him Leave without pay. You should also assist him in getting the claim reimbursed.

Hello Riya, While you are being veyr generous and helpful, do not discount the fact that you are also a professional. Has he explained what health problem he has? Ask the employee to submit all health related documents proving his claims. Anyone can get a doctors certificate now a days but also ensure to take relevant bills of medication and others to ensure that his claims are true. also take a decisive date of return from him. If he is not able to give a date of return then it is best to ask him to resign and then join back at a later date after he is fit to join. Weigh your options well since he will reflect as a headcount (an unproductive one at that) and you dont even know for sure if he will join back. After 2 months if he does not come you will be answerable to your management for taking this decision to give him 3 months leaves. that time you wont have any paper or document to prove your point. So plz keep all sorted. Amrita

You may also ask the employee to send you a formal mail requesting for the leaves. I am not sure how he asked you for the leaves and how you approved it as of now.