Point No.1: There is nothing unclear or wrong on part of Ashu's question reg any employee extending her ML . It is very clear and transparent that he has asked under which law can the company take action against an erring employee for not reporting for duty even after availing the ML and benefits.
Point No.2 Replying to Roopa's statement, HRs job is that not of a butcher, while few may have such views, but many of the HRs in a large employee-sensitive organisations, HR has to act with much restraint not affording to lose its valuable manpower. Replacement of desired,qualified and quality manpower is something very precious commodity nowadays in our country, even though we claim that unemployment is looming on the higher side. Quality manpower is difficult to get at the right time as we have been facing now.
Point No.3: There are few employees who wilfully cite cooked up reasons for extending the ML and in my Organisation an employee had exhausted all her PL prior going to ML and she availed ML and on the day of reporting back after 90 days on ML, she gave her resignation. She is not an ordinary labour, but a qualified faculty member teaching for graduate courses. She has given very flimsy reasons for resignation. We never could afford to lose her.
So we need to weigh both pros and cons and evaluate the situation and act accordingly and defnitely HR is not a butcher's clan.
Sridhar N