Hi,
What is your objective: Are you looking for an improvement in the employee? OR Are you looking for a proper way to let her go?
Work-life balance is personal responsibility & cannot be enforced by employer. Please focus on your problems & do not try to solve her problems....
I know of employees who have left their jobs, in order to full time attend the parents with critical health issues.
If you have already tried warnings & counseling’s, then please give her clear choice between:
1. If she wants to continue at same position (continued responsibilities) & is ready to shift the work-life balance to work more?
2. If she wants to leave the job so company does not affect any further of her personal issues.
3. If she is ready to compromise at her position / responsibilities / promotions / increments for certain period of time (Until recovery of her father & she can devote attention towards work again). In that case, you can reduce some of her responsibility & let her work below her capacity, in order to retain job for her & service for your company; in lue of reduced / unchanged monitory compensations (This concept is same as extended not-paid leaves actually).
Third option can provide a win-win solution, but it has to be clearly discussed, based on availability & possibility to get deviations within your company policies.
If she insists on first option, but fails to your standards, then she any way gets the third option (i.e.: no recognition from job).
If she chooses the second option, then you can hire someone to replace the responsibilities & handle them with more dedication.
Again, everybody has personal problems & different preferences to handle them. Employer / HR should not try to interfere in them. So, none of the above options are wrong or right.... You can actually help her by posing clear path choices & let her choose.
Best Regards,
Amod Bobade.