How Should I Handle a Messenger's Frequent Absences Due to Headaches and Lack of Communication?

Hi, Good Day Everyone. I am Cesylyn. I am working as an HRD Assistant in a Medical Diagnostic Center. I am an HR Assistant, but since our HR Consultant resigned, I have already been acting as HRD Personnel.

Issue with Frequent Absenteeism

I have this guy who is always absent due to a headache. He is our messenger. Whenever I send him to other places to pay our remittances, etc., he will surely be absent the day after. Due to that, I told him to provide a medical certificate before he can return to work. He told me that he has no money to pay for the doctor's fee.

Seeking Advice on Handling the Situation

What should I do with this guy? It seems that he is not interested in working anymore because he has been absent for almost a month and hasn't informed me. Please provide me with a final warning letter. Thank you.

Regards,
Cesylyn

Designating a Company Medical Officer

Being a medical diagnostic centre, you may have a general physician whom you can designate as the company medical officer. Instruct your messenger to arrange a visit with the physician to obtain a medical certificate, and if possible, facilitate medication coverage from the company.

Addressing Absenteeism

If the doctor confirms the employee's illness, proceed with arranging treatment. If not, issue a letter addressing the absenteeism concern and request the employee to provide an explanation within the next three days. Create a file, conduct a domestic inquiry, and consider termination if necessary. Alternatively, allow the employee to submit their resignation and close the account accordingly.

Regards,
Kamesh

Indoor Duties as a Solution

Put him on indoor duties by replacing someone else for him for the outdoor duties. Needless to mention, some people are unable to bear the extremeness of heat, cold, or natural lighting conditions in external environments.

So, it's better to try to diagnose the actual cause of his headache rather than resorting to some punitive action.

I agree with the views of Mr. Dhingra. We HRs should be 'genuinely' interested in the problems of employees and help in the best manner possible. Job rotation can be tried out.

Moreover, it is very harsh to ask a low-paid employee to go for a medical examination at his own cost just on the whims of the concerned HR person. If it's at all necessary, then it should be arranged by the company, and the company should bear the cost.

Dear Cesylyn, welcome to CiteHR.com! While working as an HR assistant, it was a lucky break for you to get a chance to act as the HRD Personnel; please keep on working seriously to learn (just as I appreciate your efforts in posting this query to know more)!

Wish you all the best, and warm regards!

Addressing Employee Absenteeism in a Medical Diagnostic Center

Your establishment is itself a "Medical Diagnostic Center." Why have you asked him to get a medical certificate from elsewhere? Get to the root cause of the headache and be nice to him. Maybe his case is genuine. Also, in such cases, if the workman is not able to provide the medical certificate, it is the duty of the management and, as an HRD personnel, yours is to get him examined and make sure he is not lying.

Regards,