How Should HR Handle a Department Head Frequently Resting at Work Due to Illness?

My factory here has had one Head of Department (Assistant Manager) for the past year, but he has been frequently unwell during working hours. When he is not feeling well, he tends to lie down on his desk (head lying down) or rest in the lobby, meeting room, or lab room.

I have received feedback and complaints from his subordinates, peers, etc., questioning why he does not take leave and go home to rest if he is not feeling well. This behavior of resting for half an hour to one hour, and sometimes continuously for one to two days, is being noticed.

Addressing Employee Health Concerns

I would like to inquire, how should HR address this issue if we want to hint to him about it? From my perspective, in the long term, this behavior may not be healthy for the company; what if other workers or staff also start following the same pattern? He is not setting a good example, right?

Concerns About Head of Department's Health Behavior

1) What is the take of the HoD's Reporting Authority on this?
2) Is it known to the Reporting Authority?

Response to Reporting Authority's Awareness

1. He is one of the departmental heads.
2. He reports to the Deputy General Manager. The Deputy GM actually knew about this issue; however, I don't think he managed to change this guy.

Please seek the advice/opinion of the Deputy General Manager on the subject matter as this will assist you in making further decisions.

I'm the Finance & Admin Manager, overseeing HR. He has hypertension. He previously claimed that there were people in this factory doing something bad to him, causing him to suffer from dizziness on and off.

Please ensure he receives medical support before deciding on any course of action for him. If he has already reported high blood pressure, make sure you have taken the necessary steps. He will definitely be fine, but you need to have your responses ready to support him before making any plans.

Transitioning Roles for Health Reasons

Individuals with high blood pressure should avoid situations that may lead to a panic attack. What options do you have to transition him from a plant-based role to a corporate role?

Thank you,

Regards

Understanding Employee Rest Periods

He may have the habit of resting as other general people do after lunch. It is also important to know that the duty hours are 8 to 9 hours. If the duty hours do not include any break time, then it will not be fair to take any type of action. In our field, we typically release employees after 12 to 14 hours as we need to have the project ready before the deadlines. Therefore, we compromise on this aspect for 1 hour, which is the lunch period. This means he can do anything during the lunch period; if he wants to rest after finishing his lunch, he can, considering they also have families.

I apologize for asking questions instead of providing you with assistance. Some others have offered ideas and raised additional questions, to which I would like to contribute.

Factory and Manager Details

Could you please specify the type of factory you operate and elaborate on the Manager's role within it? Does the company employ a Medical Doctor or Nurse on-site? If so, has the Manager sought medical attention from them? How would you evaluate the Manager's performance considering the periods when they take rest? When does the Manager typically take these breaks? Are they taken during designated break times?

Manager's Rest Periods

Regarding the Manager's rest periods, could you clarify the statement, "Normally, he rested for half an hour to one hour ... sometimes continuously one or two days also do like that." Does this imply that the Manager occasionally sleeps for a day or two without returning home?

Concerns About Manager's Claims

I am unsure about the Manager's claim mentioned in your statement, "He previously claimed that there were people in this factory doing something bad on him, causing him suffering dizzy on & off." Did he insinuate that someone may have used black magic against him?

Discussion with Deputy General Manager

Have you discussed this matter with the Deputy General Manager (DGM) and inquired about their preferred course of action?

I appreciate your assistance in providing further details on these inquiries.

Thank you.