Balancing Fairness and Compassion: Should We Allow Early Leave for Pregnant Employees?

Hi,

I am an HR professional at a Mumbai-based engineering company. One of our staff members is pregnant and is in the final stage of pregnancy (7+ months). She has requested a 1-hour concession to leave early until she starts her maternity leave.

My concern is that we have never granted concessions like this in the past, and if we allow it now, we may need to provide the same benefit to all pregnant women in similar situations. However, simply rejecting the request outright could lead to resentment among employees.

I would appreciate your guidance on how to handle this situation effectively.

Balancing Emotions and Work Decisions

Never give emotional aspects a major role in your work-related decisions. Kindness and humanity are important in the workplace, but they should not solely dictate decisions. Pregnancy at an advanced stage may warrant concessions, but these should not be exploited for personal gain. Do not be concerned about potential employee resentment; they must bear responsibility if work suffers due to granting concessions. Consider this scenario: granting one hour of concession for five days amounts to half a day of work lost, allowing someone to extend their leave during the advanced stage of pregnancy. While we should respect motherhood and view pregnancy as a transformative experience for women, it is essential to set limits on benefits to prevent undue burdens on others.

Extending Leave to Support Family Needs

Moreover, consider extending leave to a male employee whose wife is in the advanced stages of pregnancy to support family needs. Granting concessions in good faith may lead to unintended consequences, with organizations facing challenges when concessions become the norm. Therefore, it is crucial to make decisions based on the organization's best interests rather than emotional impulses. Allow for standard leave policies, such as maternity leave, as appropriate.

Best of luck. Never let emotions cloud your judgment.

Kind regards,
Regards

Dear Dipal,

Granting a one-hour concession for early departure, even for a few days, can be a positive gesture from management to acknowledge the dedication, efficiency, and loyalty of the employee. This concession may help foster goodwill and maintain a strong relationship with the employee, especially when she returns from maternity leave. It is important to ensure that her daily duties and responsibilities are still met despite the early departure.

I hope this helps in addressing your concerns.

Dear Shri Gopinath,

In response to your post, I can only say that Human Resource Management does not preclude the importance of empathy in addressing employee issues. Exceptions are inevitable, and excessive rigidity can strain the relationship between employees and employers, leading to decreased productivity at both individual and organizational levels. It is likely that you, too, have benefited from concessions during your own career. Achieving a balance between policies and personal considerations is essential, even in private sector roles.

The views expressed by the seniors are correct technically. However, the learned member Mr. P.S. Dhingra put forward a different perspective on the issue, which I too endorse. I do not suggest Dipal Shah accept or reject a woman employee's request for concessions on grounds of pregnancy but would like to acquaint her with the changing perspectives of HR and the circumstances that may have a bearing on the decisions to be taken in such situations.

Rules do not provide for every situation in work life, and they leave many grey areas in employee relations and people management to the discretion, deftness, and diligence of the management to deal with them. In most of these grey areas, such as interpersonal relations or employer-employee relations, emotions control the consequences. So, emotions do have a place in people management issues. Therefore, organizations are now increasingly looking for HR professionals who are endowed with emotional intelligence. Emotional intelligence is now considered a competency to understand and manage employee behaviors, moods, and emotions. That is possible only when the HR professional is able to empathize. Empathy does not mean misplaced sympathy. Emotion lies at the center of the whole of employee engagement initiatives as it aims at bringing about employees' emotional involvement in contributing to the business only when it adds more value to it.

Pregnancy and Workplace Considerations

Pregnancy is considered the most emotional phase in the life of a woman, and she does not like any circumstance that may interfere with her pregnancy. Even the law seems not oblivious to this fact. That's why the Maternity Benefit Act 1961, in terms of Section 4 (3) & (4), makes it mandatory for the employer to consider requests of pregnant women for concessions from work of arduous nature or from standing for long hours or from any condition that may interfere with her pregnancy or pose the risk of miscarriage, etc. The request can be genuine also. Probably the woman employee would like to avoid traveling in rush hour in public transport if she is working in a metro city where there may be a risk to her pregnancy. The doctor might have advised her to be extra cautious while traveling or get some more rest. Even if it is apprehended that it may become a precedent, it may be that such requests will be few and far between. However, the benefits of such empathetic treatment can be that it may enhance the goodwill of the employer, more so among women employees who may consider staying longer with an employer who cares for them when they need it. It can make employees more engaged emotionally when they return to work. The HR needs to examine the issue in totality of the circumstances and take a prudent decision.

Regards,
B. Saikumar

I agree and fully endorse the views of Mr. Dhingra and Mr. Sai Kumar. These experienced members have given the right suggestions.

HR Management: Beyond Rules and Procedures

HR management is more than just rules and procedures, which are, no doubt, a necessity. However, there is more to HRM. The first is: "The Human Touch"!!! Next comes: "Concern for People"!!!!

In this case, since this is a genuine case, as the employee is 7 months pregnant!!! No doubt, she will have difficulty in moving around or commuting during the rush hours!!

Moreover, if anybody wants to misuse this benevolent gesture of the management, they will have to get themselves pregnant and be 7 months pregnant!!!!

So, how many employees can misuse such a benefit???

- All males are out of purview...
- All unmarried females, widows, or women more than 45-50 years of age are out of purview...
- We may reasonably consider women having a few kids to be out of this...

So how many cases can come in the future for such misuse???

Moreover, consider the amount of goodwill generated among the employees!!!! Consider how it will drive loyalty, employee engagement, and motivation among the employees!!!! How it will contribute to more productivity and good relationships!!!!

Considering the pros and cons, one can easily arrive at the decision. It's a great chance for the management to showcase itself as a Great Place to Work!!!!

Warm regards.

Considerations for Granting Work Concessions to Pregnant Employees

All that has been said is valid. However, please note that it is possible for a pregnant woman to continue working right up to a day before her due date, unless she develops complications and has been advised a certain course by her consulting doctor.

Under the circumstances, it would be best to deal with such requests on a case-to-case basis, and no precedents need to be set. So, the fear of such facilities being expected by other employees may be ruled out.

Please look into the exact reasons why the employee is requesting such concessions. She may have some genuine issues, and the employee may not have shared the full situation with you. Ask for the referring doctor's certificate, and based on all the evidence available, make a decision accordingly.

Dear all, I have read the replies with interest. When I read a reply in isolation, I find that the response is right given the paucity of information about the scenario. Thus, I have appreciated responses that seem to contradict each other. I am sure that some of you would agree that it is better to seek clarification about the scenario first before giving solutions. For example, Nathrao has raised valid questions, and we should have waited for answers to those questions before airing views and making comments on others' views. Please forgive me if I have hurt your feelings with my observations.

I totally agree with B. Saikumar. Nowadays, HR professionals are highly expert in Emotional Intelligence. Every situation should be approached with a balance of both rules and empathy to retain employees. Financial benefits alone cannot buy employee satisfaction. Other employees can also gain insights into the company culture. Companies like LinkedIn, Facebook, and Amazon are going above and beyond to support their female employees, especially during pregnancy.

Manashi Chakraborty Manager - HR

Just keep in mind how you would expect a company's HR to act if the lady asking for relaxation were one of your family members. HR acts as a parent to the employees and has a moral responsibility as well.

Regards,
Harpreet

Dear All,

The same situation happened in our office where we considered a concession of 2 hours from normal working hours, and the salary for those days was calculated accordingly. In this case, both the employee and employer were satisfied, and at the same time, other staff members were not affected.

Thank you.

I would say, be kind and helpful. However, when it comes to the company's interest versus individual interest, the company's interest should take precedence. Comparing the company to family is not correct. Do all employees take as much care of the company as they would for their family? Then why expect the company to treat them as family?

Be helpful and kind to employees, but do not bend rules in a way that would make it challenging for you.

I am actually an HR manager with international responsibilities at a US company. I have followed your blog for several years now and have found it very instructive in assisting me in understanding our operations in India. Thanks to all who have helped educate me. This is my first post, however.

Handling Disability Issues in the Workplace

In the U.S., and in many of the other jurisdictions in which I work, this would be treated as a disability issue. That is to say, if the employee could provide a statement from her doctor requiring a shorter workday for medical reasons, it would be handled under our disability policies. This takes the emotional issues—the debate over what is "right" or "wrong"—out of the picture. It also solves the problem of others who may ask for similar concessions due to pregnancy by setting a defensible procedure for honoring or not honoring such requests in the future.

Is there a reason why such an approach would not be appropriate in India?

Regards,
Jeff Hughey

Understanding "Company Interest"

I am unable to discern what you mean by the term "company interest." Are you referring to strictly adhering to company rules and conventions, or facilitating work smoothly and efficiently without inciting employee resentment? Should we compel a worker to become ineffective by rigidly following policies, or should we motivate them to be good and sincere workers? Does "company interest" mean increasing the attrition rate through rigidness and a negative HR attitude, or fostering sincerity and loyalty among workers? Is it about encouraging a sense of alienation or motivating workers to feel ownership of the company? Should we aim to create a sense of alienation and disaffection, or should we foster a sense of closeness with management to promote cordial relations between management and workers? Is it about discouraging and dissatisfying workers, or making them satisfied with certain facilities to motivate them towards enhancing the company's efficiency and productivity?

The Role of Rules

Rules are guidelines that all employees should follow without deviation. When we start deviating for one employee, others will follow, asking for the same privilege or relaxation. Can every company afford that? The company must be fair and deal with employees in a helpful manner, but does that mean every employee demand should be met? While rules and procedures are not statutory in nature, they are binding for an employee.

Balancing Welfare and Work

Unlike in Japanese companies, where employees work until retirement in the same company, labor mobility is high in India due to poor working conditions and better offers. Personally, I would always prefer a company that treats employees fairly but is not overly welfare-oriented. Discretionary powers introduce subjectivity. A balance must be struck between welfare and work. High welfare does not necessarily mean higher output or happiness; for example, consider Public Sector Undertakings (PSUs).

Dear Mr. Jeff, On your post about the disability policy, I can only say, try to trust your employee; he will place much more trust in you than in the name of the company he works for. His efficiency and productivity are your own efficiency and productivity to help develop your career. For a doctor's certification, use that provision only when your employee is distrustful by nature or the company has prescribed that as a must. If you always try to depend on a doctor by not using due diligence and discretionary power, that is not warranted of you as a manager. That should not become a hard and fast rule all the time.

In fact, the term management is required to be understood in its right perspective. In my view, a manager, in the name of a manager, is not a real manager if he always seeks or expects direction from the high-ups or some outside agency (here, a doctor) rather than managing things himself. If you are a manager, you have to manage most things yourself unless there is any specific restriction imposed for any specific activity or operation or you feel any embargo due to some specific reason or doubt.

After going through all the discussions, I believe the suggestions Mr. Jeff has stated are both emotionally and practically correct. In a situation where an employee, who is very important to the company, is requesting something that cannot be denied outright and cannot be readily accepted either, HR must consider its future implications and effects on other employees. In such cases, the disability issue can be used. Asking for a doctor’s certificate does not make an employee distrustful. It simply helps to solve an issue logically, providing a proper valid reason that can be documented for future reference. If an employee is truthful and their request is accepted on moral grounds, I don't think they will have a problem providing the related documents. This will make every other employee realize that the company supports employees when they need it, with valid reasons.

Policy Changes

Also, changes in policy have to be made as and when such situations arise. This will help you retain your good employees and will create a good impression among others.

Permission Policies in Workplaces

For a moment, let's forget about the pregnancy. Many offices and workplaces have their "permission" rule either to leave early or come late. This policy is enlisted among their HR policies. When implemented in letter and spirit in workplaces where attendance is marked (entry and leaving) by a punching system, either biometric or otherwise, it takes care of such issues automatically. This policy generally provides for certain permission hours subject to certain limits, say twice or thrice in a month. When availed over and above the limit, it is automatically debited to their leave account per month. In these cases, there are no provisions for emotional angles or reasons. Therefore, pregnancy is a non-issue here. The policy applies commonly to all, both male and female.

On the other hand, where such a policy is not in vogue, requests used to keep coming now and then. In many places, the respective HODs, who are normally given or assume such powers, allow permission for all kinds of reasons and tackle them as and when they arise, depending on the exigencies. Especially when it's not very frequent or regular, it's always possible to accommodate irrespective of reasons. For example, to consult a doctor as per an appointment, visiting the school of their wards, attending some functions or funerals, etc.

In small offices where the rapport among the staff involved used to be very close, it could be easy to adjust among themselves. And these are 'unofficial' permissions. We used to call this French Leave. Whereas cases explained in the post have the potential to evolve like some sort of an HR policy, which will be quoted in such cases in the future as well as a 'precedent'. It's always possible to demand certain facilities or concessions as per 'past precedent', which will be very difficult to deny once established as customary norms. Courts also recognize certain customs, conventions, and precedents which may not be found in rule books.

Furthermore, this involves a longer period, probably extending from the 7th month to say the 9th or 10th month until she delivers and may even extend beyond for childcare, etc. It is well understood that a human touch is necessary to deal with such requests. At the same time, be aware that when you embark on making a precedent, especially for a prolonged period, the HR should weigh the pros and cons of the relaxation policy with an eye on the future, as it would amount to making a fresh rule that has to be followed commonly for all. Enforcing such a thing selectively would invite blame for a partisan attitude of HR.

As I expected, Dipal Shaw has not clarified the scenario yet; Questions raised by Nathrao have not been answered. However, people have started to respond to each other based on assumptions. I wonder whether we are moving away from the topic.

Dear Shri Dhingra,

I defer to your vast experience and knowledge, but if you read my first reply posted in italics, I would say that while a human touch is very important, any decision to accord an additional facility to a lady employee would be fraught with the danger of others claiming such facilities. I have specifically sought to know any specific medical condition which necessitates this additional facility.

"How many women staff do you have? How many days does she want this one-hour concession? Is there any medical condition necessitating this? Such concessions will become a precedent, so take the greatest of care balancing employee need and future demands. I would accept this request only if it is for a short period and totally unavoidable."

Posted 3rd December 2015

Dear Querist,

Sorry, I saw your post only this morning. Think of your near female relative in a similar condition. What would you do? Irrespective of the law, what would you do for your wife, sister, daughter, or any other near female relative or friend? What would you want the HR manager to do? You will get the answer... If it is your management that you are afraid of, go and convince them.

A S Bhat

As the Head of Administration in my company, in a situation like this, the pregnant employee should discuss with her head of the department with a signed medical letter or report from the company's doctor. This is to avoid abuse by other female employees in the future.

It was indeed very interesting to read all replies to the original post. Even if diagonally opposite, each reply had its own merit. This is the beauty of management (especially HR) that there are no ready-made solutions available.

To come back to the problem, I suggest that Dipal can explore the possibility of 'give and take' with the concerned lady. Tell her that although laid down rules do not permit it, as a very special case, you can consider her request if she agrees to forego half-day salary every week. If she is in real need, then obviously giving paramount importance to her baby to be born, she would agree. Thereafter, for record purposes only, you can mark her half-day leave every Friday and actually allow her to go one hour earlier every day. Being in 7+ months, this arrangement shall be required for a few days only and shall not create any precedence.

Finally, to add to Mr. Dhingra's views on PSU, I would like to add an interesting incident when one of the members of a parliamentary committee visiting our PSU had to be provided with a car to take his puppy on a ride!

Dear Shri Nathrao,

Practical Experience vs. Theoretical Concepts

My views are based on my purely practical experience, which was developed through my own tested methods of management. These methods are quite distinct from the theoretical concepts laid down in management books, mostly by theoretical authors or professors of management with little or no HR experience. You cannot find instances of practical experience in any management book.

With my views and opinions, I am not imposing any compulsion on anyone to accept them. It is up to individual managers to agree with my views or not, to adopt them fully or partially, or to apply their methods to seek results. In the case of pregnant employees, they are quite free to put several conditions before considering extending or denying any concession. However, as per my experience, I have observed that even in normal circumstances, HR people tend to base their actions merely on written rules and procedures, rather than the spirit of these rules. This often leads to a negative attitude towards employees, blaming them for non-cooperation and labeling them as indisciplined workers. I believe that HR policies are responsible for making an employee a good or bad worker. No freshly appointed employee is a bad worker; rather, they become one by observing the attitudes of management and their seniors.

Rational Policies and Human Attitudes

Contrarily, during my entire service with various organizations, none of my employees gave me any reason to think of them as non-cooperative or bad workers. I can proudly claim that I received maximum cooperation and respect from not only my subordinates but also from other employees who were not directly related to my units. This was due to my rational policies and humane attitudes towards employees. My superior authorities often complained about why most employees, even from other units, preferred working under my control.

Instances of Employee Cooperation

I can recount an instance from 1986 during the teething problems of a newly formed PSU. A lady employee, the wife of a police SHO, cooperated with me by working late hours beyond 8:00 PM without extra remuneration, just to help me complete my day's job. Even her husband was supportive, believing his wife was in good company. When she left the office, I ensured her safe return home.

Another instance involved an employee who stayed with me until 2:30 AM to help complete folders for a selection committee interview. Despite not having a phone to inform his family, he remained dedicated to the task.

A third instance involved an employee considered arrogant by previous bosses. He delivered 31 out of 32 interview letters to candidates across Delhi in one evening. His dedication earned him outstanding performance appraisals, leading to his promotion.

Challenges and Decision-Making

In one organization, a senior executive was told to accomplish an impossible task by evening. I questioned the boss's expectations, highlighting the need for practical solutions. During career challenges, no superior authority will rescue you. You must make bold decisions at your level. A real manager must manage efficiently without feeling handicapped or dependent on others.

Empowering Employees

In my opinion, management must give workers a chance to show results on their own, even if concessions are required. I have observed managers complaining about employees taking medical leave during crucial tasks. They should consider that a small concession in time might prevent longer absences. If an employee's personal tasks are complete, they may return to the office during leave to assist colleagues.

Regards,

Dear All, Thank you for your inputs. The employee has asked for a concession as travel in the evening rush is becoming difficult for her. I am planning to give her an option to come half an hour early in the morning and then leave one hour early. This will solve her issue of traveling in crowded trains, and I guess the work/timings also won't get affected at large (half an hour instead of one hour). This concession will be given to her with a note that in case of work demands, she may have to wait and complete the same irrespective of the concession given. I hope I have tried to balance.

Regards

Dipal, thanks for the deed back. That's how discretion needs to be exercised to achieve a win-win situation for the parties concerned. You do not find it in rule books. You need to fall back on your experience and wisdom to deal with them.

B. Saikumar

I have corrected the spelling and grammar errors and adjusted the paragraph formatting for better readability. The meaning and tone of the message have been preserved.

Considering Flexible Work Hours for Pregnant Employees

Perhaps you have reached a square solution. In what way is this going to help the lady and your organization? Here, in the absence of timing, readily accepting the better existing option. Since you are willing to give the timing, coming one hour before and leaving half an hour earlier than the usual hours seems like a better option. Whether it is suitable for her and your organization is not known to us.

So, why not propose arriving half an hour later to the office and leaving half an hour before the closing hours? Both options are feasible. Neither would you be taking her traveling in the midst of rush hour nor disrupting her relief at the end of the day. This seems better as she could start her commute to the office after attending to all her household tasks with confidence. Taking a solution that considers both aspects is important.

Best of luck in finding a square solution. A solution is not success; it is a way to betterment.

Supporting Pregnant Employees in the Workplace

I would like to add my two cents here. Being a mother of two and an HR Manager, I believe that as the pregnancy progresses, it starts taking a toll on a woman mentally and physically. At this phase, a little support from the employer goes a long way for the employee. By supporting, the precedent of a supportive culture is set in the organization. By supporting her, you may also set the precedent of letting employees deal with their difficult situations. If you are worried about the work getting hampered, then if possible, she can probably receive support from back home.

We practice this in our organization, which has helped us gain employee confidence and more engagement once they come back after maternity leave.

Legal Considerations

If you talk about the law, it also states that if the woman requires time off, then it should be allowed.

Practical Measures

We usually reduce the hours during the third trimester. We allow them to work from home, and once they join back, they start with short hours at work, which helps them with a smooth transition.

It has set wonderful examples here and has brought about a lot of positivity.

Thanks,

Considerations for Granting Concessions to Pregnant Employees

There is no hard and fast rule that an employee should be provided a concession. However, on humanitarian grounds, concessions can be granted.

• The employee is 7 months pregnant and seeking one hour's permission.
• You should understand that when she is still working during the advanced stage of pregnancy, it clearly indicates she is in need of money to meet her delivery charges at the hospital and also cover her post-pregnancy expenses.
• In circumstances like this, you can consider granting her one hour's permission so that she can avail medical facilities like hospital consultations with a gynecologist and get some rest.
• Please check how many days of maternity leave can be granted to the employee; it is two months as per statute with salary.
• By doing so, you will earn good rapport from all your employees.
• Try to manage your employees as a family.

These are some of the tips.

Regards

Dear Dipal,

I understand your mindset that if you allow one lady with the concession, all others will also accept that as a norm. You can politely ask her to avail either half-day leave or if she is unwell, then proceed with her maternity leave. But granting this concession will not resolve your issue.

Hi Dipal,

This solution was the first that came to my mind (because the organization where I worked did not have any door lock - it worked 24 hours throughout the year) but I did not know what kind of organization yours is. If it was like any other office with 10 a.m to 5 p.m, then coming one hour early may not be of much use. Anyway, it's good that you made it a win-win situation!

Dear Shri Nathrao,

My belief is that any person afraid of grapevine rumors and gossip cannot effectively manage the affairs of an organization. Whether a facility or concession is allowed by any manager or not, rumors and gossip continue to be aired very frequently against managers by groups of frustrated employees. If you are afraid of the grapevine, you cannot assure even your own productivity, let alone that of your team members. So, if any activity is undertaken in good faith and intention for the mutual interest of employees and the organization, why be afraid of the grapevine?

Regards

The Role of Precedents in Management Decisions

I am a little perplexed about this undue concern for precedents. Not all precedents are bad. Managements need not be apprehensive of setting up good precedents that convey positivism of the management, enhance its image, and goodwill among employees, help employer branding, and smooth employer-employee relations which, in fact, may have a healthy effect on productivity.

Importance of Work-Life Balance

Work-life balance is one of the important factors that are engaging the minds of employees in choosing their employers and that of employers in retaining employees. Precedents of this nature are not of daily occurrence, and the management shall accord concessions on merits of each case. Should it be so apprehensive of a precedent, it can lay down certain norms too to regulate their sanction.

Regards,
B. Saikumar

The Impact of Precedents in the Workplace

I hope you know very well how in a workplace, 'precedents' once created for one person tend to stay as a norm to follow for the future for everybody. In this query, it's likely to be created in order to manage the peak hour rush during the pregnancy-associated uneasiness.

Let's remember the concession is sought not for one day or a few days. It's for a continuous period of about 3 months; therefore, we cannot rule out a 'precedent' is being created with the blessings of HR. Thus, it's also possible to quote this precedent in other matters too. And when it arises, it may be difficult for HR to ward off as the precedent is being created not for pregnancy per se but to manage the travel blues. And it goes without saying the blues are there for everybody.

That's why it's better to keep it at the HOD's level, who ultimately is responsible for managing the show in the respective department.

Dear Shri Dhingra, I have never stated one should be scared of grapevine. I only suggested that such special dispensation given to an employee—coming half an hour early and leaving one hour early—will become common knowledge. Some earlier member had suggested keeping this permission/relaxation known to limited people: "Good that you are reaching some solution to the issue. And suggest, would it be possible to not put on record and limit it to the HOD level so that the arrangement worked out does not get exposed to the whole of your establishment and would remain a 'one-time arrangement' so that others may not follow suit?"

My response was regarding how the grapevine would ensure all staff become aware. Precedents have a tendency to become rules. So one should be careful of setting a new precedent.

It is important for employees to be informed about all welfare initiatives taken by the management. Transparency in welfare measures is crucial to ensure equal treatment for all employees. In situations where an employee faces a medical issue, it is essential for the management to provide the same support to all employees. While it is commendable for management to be supportive and empathetic, it is equally important to assess the impact of each welfare decision before putting it into action. Proper evaluation and thoughtful consideration are key to successful implementation of welfare policies.

True, I am not in favor of bad precedents. Good precedents that reflect a culture of sensitivity to the emotions and sentiments about what a woman employee considers most important for herself and her family, and in most cases justified by a medical condition, can be a norm but not for all, only for similarly placed women.

When the law itself compels an employer to accommodate the absence of a pregnant woman for 12 weeks with the prospect of enhancing it to 24 weeks shortly without asking any questions, in addition to an embargo on other restrictive actions by him, the request for such small concessions can be considered on merits.

For fear of precedents, if the management is hesitant, probably the woman employee may be compelled to choose between her employment and the safety of herself and the child in the womb, and in all cases, she will choose the latter.

If the woman employee is a good resource, the cost of finding a suitable replacement for her may be many times more than the cost of a one-hour concession. Not only this, it may also open other avenues of compensating this cost of a one-hour concession, like asking her to come one hour early, or she may be more productive during the shortened hours of work to complete her tasks of the day. The options of working from home too can be considered. A lot of options can be worked out by HR to compensate for her presence at the office for one hour less, and it may even formulate a policy for this to regulate their sanction.

Regards, B. Saikumar

Welfare Measures and Management Responsibilities

Welfare measures should be common for all. Tomorrow, if another employee or other employees have a medical condition, the management should extend the facility to all. My only point is that management can be and should be helpful and considerate, but the effect of each welfare decision needs to be carefully weighed and then implemented.

Exceptions vs. General Rules

There is a difference between exceptions and general rules. Exceptions cannot be made a general rule for extending to one and all. A manager's obligations towards the organization and the workers are not fulfilled by merely following dotted lines. So, where is the need for a manager when anyone can follow the dotted lines? A manager has to show insight and acumen by his abilities in judging the prevailing circumstances and conditions and to work as the occasion demands.

However, if desired, you may extend such facilities to all pregnant women in your organization, whether they need extra care from the management or not. Nobody would object to that. They would definitely enjoy that concession at the cost of your own career. My best wishes!

Concessions and Special Cases in the Workplace

Concessions and special cases do exist within various establishments. These will differ from establishment to establishment, and the methodology adopted will depend on the circumstances. I have seen male employees who, after accidents or illness, were allowed to work from home when they were immobilized for months until they recovered (I was also one such person). However, at the same time, we have also seen pregnant female employees being let go either during or at the end of maternity leave by a few employers, despite laws against such actions. There is also discussion about granting paternity leave to single male parents and husbands of pregnant female employees.

I only wish to express that I am neither for nor against agreeing to certain concessions based on merit. However, if these concessions are to be commonly implemented for all pregnant female employees, then no one is likely to object. The focus should be on equality in granting such concessions, which is sought through the precedents being set that will compel HR/admin to not implement these selectively or discriminate based on disputable merits.

Regards

Hello Dipal,

At least, you can ask for the concession to be certified by a registered medical practitioner. From there, you will treat that as special medical attention, so the treatment will not be the same as for all other employees.

Management's Approach to Employee Requests

No discretion, no concession. Hence, the employee would not feel obliged by the management in any way when the doctor readily provides a certificate to his patient. Therefore, the employee cannot be expected to deliver extra output or productivity in times of need when the occasion demands.

Management styles vary among different managers. In this case, it is not mandatory to comply with an employee's request without a suitable medical certificate. If concessions are granted, it is not guaranteed that extra output will be generated when needed. Many individuals accept all concessions without feeling obligated and may even leave the organization when it suits them.

Every decision, when made, needs to balance multiple factors, and the mental approach to balancing varies from manager to manager.

Oh, sir, if she asks for such a request, allow it without hesitation. She is a regular employee and can manage any pending work if there is any, after she becomes free following the happy delivery. It's another case of HR tactics. Give her enough consideration if there are any other issues. She will recollect when her health is good and can use all her abilities to contribute to the betterment of the company. Adopt a humanitarian outlook and ensure justice is done when a woman is pregnant.

Go ahead, sir, and accommodate her timings without any hesitation. OK.