Strategic HR Actions in Managing Challenging Situations

Hi,

Recently, we encountered a situation in our company where an employee was diagnosed with Tuberculosis (T.B). Being a science student, I know that TB is spread through breaths, and it will be a very rigorous situation for the patient where he has to take numerous precautions, such as not speaking directly with anybody (as others will be hesitant to do so) and undergoing 9 months of medication with other precautions.

Now, as my boss and I have learned about the situation due to maintaining a good rapport with him, we are left with two options:
First - To ask him to resign and rejoin once he is cured (which may lead to a financial crisis as salary is his only source of income).
Second - To let him continue without informing others about the disease (at the cost of other employees' health and hygiene).

Please suggest a course of action as we have been given a couple of days to make a decision.

Regards,
Raul

Hi Raul,

This is a really difficult situation. HR people are not only decision-makers but also they have to be good counselors to help and handle these types of situations. You should have a personal talk with him without hiding anything, give him an idea about the future effects.

If possible, you can change his job so that others will not be affected, otherwise, the first option is suitable. At the same time, you have to take care that he will accept the fact and not get into depression.

Swati

Hi Raul,

Indeed, a very difficult situation to handle! As an HR person, you have to take care to follow ethics as well as take care of your resources.

As you said, precaution is needed to get a cure from TB, do you think if he continues to work in the office, he will get cured in 9 months? It may happen that his condition worsens, and now it's winter, so it can also take a rise.

Would it be possible for you to ask the person to take leave or resign for at least two months so that his condition gets a little better? In the meanwhile, all the staff can contribute some amount for him.

The other option would have suited if you knew nobody would catch the disease. But you don't know what can happen, and you may also lose other precious men because of it. Also, do you think that people will not come to know about his health and disease? It will make a bad impression on HR.

I know it's a tough decision, but I hope others will also pour in suggestions and you can choose whatever you think is useful.

Regards,

Anuradha

Hi Raul,

According to me, you should go for the first option. To add on, you can work it out by paying "Salary in Advance" by getting the necessary documents signed by him or if your company permits "Work from home facility"...nothing like it :)

Regards,
Roma

Hi,

I think our medical science has improved a lot. Ask the affected employee to take regular check-ups. Believe me, though it is contagious, it is not fair to ask anyone to resign. I had my roommate having the same issue. I stayed with her all smiling for one year. I never got it. The care she has taken was she will never cough directly on me. In fact, I shared food also, but no problem I had.

If you will let all the people know, you will be forced to get the employee resigned from the office. Instead, counsel him on what are the things he should take care of (as per doctor's advice).

Why not think like Mother Teresa who helped the leprosy people even when the medical science in India was not good? Why think negative when we have raised our standards?

Regards,
Dr. Kavita Shanmughan

Asking an employee to resign and join back is not a joke. What will happen to his eligibility for pension and gratuity? There will be a break in service. This, according to me, is not a prudent solution. Being in HR, we should not behave as gods.

As far as my understanding goes, he can avail medical leave after obtaining a certificate from a certified medical practitioner. Organizations provide for such options. Medical science has advanced a lot. With its help, diseases can be cured in much simpler ways these days.

Certain precautions need to be taken as suggested by Dr. Kavita Shanmughan.

I don't think asking someone to resign is a prudent solution. Anyone of you can also contract such a disease. Will you resign from the job and then join again? Think about it!

Regards,
Nilendra

Hi,

Suggestions by Dr. Kavitha and Mr. Nilendrachand are really practical and absolutely professional. Please go ahead with that and have a personal session with the employee.

Hi Raul,

Asking an employee to resign from his job due to his health condition in this situation is not fair for an HR professional, I think. Please ask him to have regular medical check-ups. Nothing is impossible in this world now. Ask him to avail himself of MEDICAL LEAVE because employees are valuable for the organization.

I also agree with Dr. Kavitha, as if all others in your office come to know about this, then you will be in trouble to make him resign from his job. So, ask him to avail medical leave, which is the best option. Consult with your M.D. and come to a good conclusion.

Thanks with Best Regards,
Arunaa

Hi,

Asking to resign from the job is not the right decision. In fact, the employee really needs the support of the employer now. Please discuss with the management and come to an amicable plan wherein the employee does not suffer economically. Certain decisions have to be taken on humanitarian grounds. Everybody is living in this world like a water bubble; no one knows what happens the next moment. The organization should not be calculative in these aspects.

Regards,
Chidanand

Hi People,

Thanks for your reply. I have spoken to him personally, and we are good friends in the office too. But the situation is not permitting me to ask him to continue in the job as he is feeling down by the fact. I have also approached for help, but he is really hesitant either to leave or to resign as he has a financial crisis following this condition.

Many people have suggested granting medical leave, but in my company, we don't have any classification in leaves; instead, we allow 2.5 leaves per month, and the guy has only 10 leave balance in his account, so that option is struck off.

Thirdly, if I approve his leave for two months on a special case, too, his illness will only increase as it's the initial phase in TB. So, the time he rejoins, the contamination will be more intensive.

As far as full treatment is concerned, it will take 9 months to cure him as experts say but under proper medication only.

Again, advances we can grant advance that is max up to 3 months of basic salary, which will be recovered in 6 equal installments in the consecutive months. But for that, he needs to work continuously.

I don't find any other option other than granting him 2 months leave on a special ground where he will be getting a compensatory salary (Only Basic) but after that, I need to resume office else resign and settle the amount. I have asked him to apply for medical leave and going to approve it. In the meantime, when he comes back after two months, will try to arrange a remote place for him where his interaction with others is least and will manage with 3 days a week job. Let's hope this helps him.

Regards,

Raul

Hi Arunaa,

If none works out, then try arranging some other alternatives. For example, he may work from his home. This option may help him, and the management will not lose a valuable employee. Don't take the suggestions as final. Think, discuss with the concerned person, and also communicate with your management.

Discuss with your management and take appropriate steps.

Thanks with Regards,
Arunaa

Hello Raul,

Think beyond the HR role, and I know you can do it.

There are limitations which we have discussed, but excellence is when we do what we want despite all limitations.

1. What is the age of the employee? If he is young, he will have a fast recovery, be able to work a full day within 3 to 4 months, and continue with his treatment.

2. Meet with the doctor where he is receiving treatment. Talk to the doctor and inquire about the patient's condition, the level of activity advisable for the patient at work, and when he can resume his duties if complete rest is necessary.

3. If you have good friends who can donate money, you can take care of his treatment. Maintain confidentiality by speaking directly with his doctor, rather than as an HR representative.

4. Now, for his finances, check the possibility of another earning person in his family. If no one is available, consider offering him part-time work for two days a week, if he is able to come to the office. This will help him feel capable and aid in his quicker recovery.

But I am confident that by approaching the problem from all angles, we can definitely find a solution.

Hi,

I have gone through various suggestions offered by HR friends, and I would like to add the following:

We have experienced many cases of this type where we have not asked them to resign.

We can take him to a medical practitioner, provide treatment, and obtain a medical certificate.

Seek assistance from the union; ask him to take medical leave. Employees (both workmen and staff) can contribute if anyone is absent from duty for more than 2 months and deliver the contribution to his residence. Display the details of the amount on the notice board. Whenever he goes to the hospital, we must arrange for the company ambulance if he is unable to move. Provide assistance from our company medical officer.

Request a letter from the employee for a salary advance, provide the advance, and deduct it as soon as he resumes duty.

Additionally, we need to visit his residence and counsel his family members as well. Allow him to return to work after obtaining a medical certificate.

We have handled such cases before, and employees have been very satisfied, placing a lot of confidence in HR. In fact, we also felt satisfaction.

Sudheer Reddy
9866234587

Hey guys!

It is better to consult a professional doctor before taking any action on that employee. Some time back, there was an article in a reputed newspaper stating that T.B. is not contagious, so there should not be any sort of problem. It is better to verify facts and then take any action. Also, I would like to inform you all that one of my close friends had a similar problem, but I could see her leading an absolutely normal life.

Regards,
Tina

Hi Rahul,

Definitely, it's a great difficulty in front of you. In my opinion, you have to consult with a doctor first. Because, as the doctor says, only lung TB can be harmful to others and can spread through breathing. After consultation, if you find the same, then you have to make the decision, and your decision should be in favor of other employees and the organization. Your first priority should be towards your company and human resources.

On the other hand, you can help him with medical support and other benefits. Your compensation will assist him, and through legal means, he can retain his employment with a long leave. He can request the leave in writing, and you can assure him that he can rejoin the company after his illness.

I hope this will help you make the decision.

Regards,
Vikas

Hi all,

I contracted TB around 2 years ago, specifically MDR TB, which stands for multi-drug-resistant TB. It is a particularly severe and challenging form of TB. I experienced continuous fever for at least 2-3 weeks, prompting me to obtain a doctor's certificate and submit it to my office, as I was not fit to work. However, due to insufficient leave credits, I was placed on unpaid leave for approximately 2.5 months. I did not have to resign but went without pay during this period.

I want to clarify that a TB patient's medical condition is most critical during the initial phase of the disease, not in the following stages as one might assume. After about 2 months, a patient may not even feel ill if they adhere to the prescribed medication. The disease's presence is typically only evident through continued abnormalities on lung x-rays. It's essential to understand that TB is not transmitted through casual conversation. It is better to treat TB patients normally rather than isolating them due to fears of contracting the disease.

My advice would be not to worry and encourage your employee to diligently follow the prescribed DOTS medication regimen. Everything will eventually improve with proper care and treatment.

Please advise him to take necessary precautions at the workplace. I suggest allowing him to continue his current job. Provide him with a different set of tasks where he can avoid face-to-face communication, such as handling tasks over the phone or through emails. Assign follow-up tasks or data entry according to his job profile. For others, it would involve a job rotation procedure if requested. Thank you.

You may ask him to take leave and pay him salary as long as he has leave balance. If the employee is confirmed, help him with a loan for his medication. Once he is cured, you can ask him to rejoin with a medical fitness certificate.

If he is a competent employee and worthy of being in the organization, then despite his illness, the organization should take care to retain him. There are many instances when employees need to show their commitments towards the company and their work in day-to-day activities, but it rarely happens that organizations get such a chance to prove their values and ethics and to show their employees that we care for you.

So, in that case, the ill employee may be given a loan in the form of an advance so that he may not suffer from a financial crisis and also remains committed to the organization for the long run as well. It will also help the organization to set an example that human resources are treated as humans and organizations also think beyond profits by caring and establishing employee relations.

Try it out and do respond to me if it works. Thanks, pinkii

Hi Raul,

As an HR professional, it's a common situation. I would suggest that if the employee is a very good performer and is resigning due to his illness, you should ask him not to disclose his condition to other employees and take full responsibility for maintaining a hygienic environment.

You can address this situation by suggesting that until he is fully recovered, he can take leave and work from home. We can pay him 65% of his salary (or an amount decided by top management or HR Head). This way, his performance won't be affected, he won't face financial difficulties, and we can uphold hygiene standards at the workplace.

However, if he works from home, you must coordinate with him and conduct regular follow-ups on his tasks. Inform him that despite his good performance, this decision is necessary, and his work will be closely monitored during this period to prevent any complacency.

Regards,

Priyanka Kaw

First and foremost thing is to check his integrity, whether he has been working for a long time in your organization and has been delivering results. If so, it is the responsibility of the company to some extent to take care of the employee and consider the first option.

Hi Raul,

Roma's suggestion is absolutely great: "Salary in Advance" or "Work from home facility".

Roma, great suggestion.

Regards,
Suresh A
Sr. Exec. HR
Sigma Business Process Pvt. Ltd.

Hi Raul,

I would suggest getting the employee suffering from TB medically tested. Depending on the results of the tests and the stage of the disease, treatment should be given to the employee. If the disease is in the initial stages, the treatment can be taken in the city in which the employee is residing. The employee can be given duties that are light in nature during the period of treatment. If the disease is in an advanced stage, the employee can be given leave and sent out of station for treatment. There is a TB hospital at Talegaon. The climate there is good, and several companies send their employees suffering from TB to this hospital. The hospital could be selected at a place that is near the office. During the period of treatment, the employees have to stay away from their family. This helps in quick recovery as the employee can have the medicines on time, the hospital ensures proper diet, and there are no tensions relating to the job if the company is providing the treatment and salary during the period of treatment. The employee can join back after recovery. The family members are permitted to visit the employee regularly.

Asking the employee to resign is not the solution as it would be a "use and throw" policy. After resigning, the employee could neither look after himself nor his family members. His condition would deteriorate, and the consequences are quite obvious. This is an opportunity to prove that the company cares for its employees and does not dump them when in distress.

Sha

Hi Raul,
Have you considered the option of "working from home"!

I understand that the employee is suffering from TB, which makes it "risky" to make him work in the office, thereby putting everybody's health at risk. However, you also have to realize that you cannot resort to extreme steps such as asking him to resign, as it is not the employee's fault that he is suffering from the disease. By allowing the employee to work from home until he recovers, you are not only showing the employee that the organization cares for its employees, but you will also be instilling confidence in every employee that the organization is committed to employee benefits. This will enhance your organization's image in the eyes of the public and help you avoid knowledge drain due to employee attrition.

Hope the input was useful!

Regards,
Paul

There have been a lot of helpful suggestions made:

Ask the employee to go on unpaid leave (or 50% paid leave) for two months after consulting his doctor (and preferably an independent medical practitioner who is familiar with TB cases).

You can give him unearned medical leave for two months, stating very clearly that this is a special case, and not meant to create a precedent. This would be really helpful.

Give him an advance on salary while he is on leave to cover initial heavy medical expenses, the sum to be recovered in easy installments once he resumes full time.

If it is possible to work from home, let him do so, provided there is not too much burden on the rest of the staff.

If, as one of the posts suggests, there is a good TB facility nearby, use the company's influence to get him admitted there and let the company bear his expenses.

You will have to treat this as a special case not creating a precedent, but it will be humanitarian on your company's part to give him as much support as possible during this crucial time.

Hope these suggestions are feasible.

Jeroo

My Suggestion:

First, contact him and explain the problems faced by other employees. Ask him to rejoin the company after fully recovering from TB by:
- Providing him with all types of leaves in a year - CL, PL, and medical leave.
- Offering an extra 20% on his net salary for medical reasons, in addition to a medical allowance (if it aligns with company policy).
- Gradually reducing the extra amount given each month after he has recovered.
- Providing only the remaining leaves or no leaves once he is cured.

Initially, communicate all the aforementioned points to him. Negotiate and convince him about the amount and leaves based on company requirements and the well-being of the employee.

Regards,
Praveen Kumar Valbooj

It is very tough to handle. I agree with Roma Umesh and Dr. Kavitha. Please go ahead with their suggestions.

Manju Mathew

Dear Sir,

Kindly analyze the situation to determine if the individual has completed the required time frame for gratuity and consider his age range (whether he is between his 40s and 50s). If so, you can suggest that he consider resigning and offer a replacement from his dependents, such as his son or daughter, to address any concerns regarding salary and related matters.

Thank you.

In this difficult situation, if you ask him to resign, it will be inhuman. If you have Mediclaim insurance, his medical expenses will be taken care of. However, the job is important for him as his family depends on him. By asking him to resign, you are going to punish his family. Allow him to leave as long as he has leave to his credit and permit him to stay Leave Without Pay until he recovers fully. I don't think the salary or leave of one employee will affect the balance sheet of the company. If he is taken care of during this period of difficulty, he will be very loyal to the company, and it would speak volumes about the company too.

Regards,
Basant

Actually, what I meant is that if he had acquired the criteria/eligibility for gratuity, then at this time, I hope he may consider resigning. If we are providing/offering a position to his dependents in the same office, at least he can take his medication without worrying, such as thinking about his job responsibilities if he is on leave and who will take care of his Key Result Areas (KRAs), etc. On the other hand, he can focus more on his medication, and once everything is resolved, he can return to the office with a fresh mind and more energy. That is what my belief is all about.

Hi, I agree this is a very tough situation. But resigning should not be the employee's first option. You should take him into confidence and maybe speak to the management to provide him a separate room or cubicle for this time period. Maybe his department can be shifted, and he can work without major interactions with others. Or the best would be if he can work from home for this while, till he gets cured. Believe me, even the management understands the difficulty in getting good employees these days, so I think they would rather solve this problem creatively than asking the employee to resign.

Dear Sender,

Indeed, this is a critical situation. Please inform the employee concerned about the situation and transition him to another area where he will be comfortable without straining too much. Simultaneously, provide support for his treatment to facilitate a speedy recovery.

However, the appropriate action should be taken based on the management policy, ensuring that the employee's feelings are not hurt.

With regards,
L. Kumar

This is a very normal situation for HR professionals, and we should be geared up to take up all such situations and handle them effectively.

Please ask the employee immediately to proceed on leave for his necessary medication. I guess it will be at least 2-3 months before the employee can be in a position to report back for duties. Let these leaves be LWP as the employee will appreciate that his job is secured. You have to convince all concerned that he is not suffering from a disease which is not curable. In my opinion, the employee will have to be under medication for 9 months so that he does not get another attack of this disease. However, he will be certified fit in 2-3 months as per my understanding.

Please seek advice from a medical practitioner and take appropriate action.

At the same time, being an HR professional, you need to be very kind to the employee. If required, at least while he is away from the office on leave, someone should go once or twice to see him personally at his house.

Also, see if you can help him by getting all his expenses towards his medicines, etc., claimed from your regular Group Mediclaim Policy as per the terms and conditions.

Dear Raul,

Hi!

I felt happy to see this post, and I hope that you'll believe every word I'm writing here.

Whatever we know about TB are myths. It doesn't spread like we think and believe, and I have a strong reason to say this as my best friend's boyfriend has TB and he's been on medication for the last 5 months. It hasn't affected her in the slightest even after an intimate relationship. Just advise the employee to visit a TB specialist, and if he's covered under ESI, then the ESI dispensary will be the best place for treatment. Encourage him to follow the medication schedule seriously, and he will be cured without infecting anyone as you mentioned. Don't force the employee to resign just because of a simple and 100% curable disease. Please show empathy towards the employee. As an HR professional, you should assist him in overcoming this trauma and boosting his confidence. Forcing him to resign will only lower his self-esteem and confidence, which could be more damaging to his personality than TB.

I hope I have conveyed myself clearly. If you still have doubts, please let me know, and I can arrange a conference call with my friend. Please gather more information about the disease and inform others so that the man doesn't feel abandoned by his colleagues.

Best Regards,

Proudlynx

Hi Rahul,

Intimate the situation to his manager and check with him whether he can work from home until he gets cured, so that he won't miss out on his salary and can complete his assigned work from home.

Hi,

Asking an employee to resign will not be a wise idea. Sooner or later, other employees in the company will know about it, and you will harm the reputation of the company internally. It spreads a bad word about the company. It will always be difficult to rebuild the brand once diluted.

Working from home is one option that can be given to the employee, depending on what the employee's role is in the organization.

Sharing work with another employee is another solution, wherein the affected employee takes care of what can be done from home, and the other employee does the work that requires presence in the office. By taking a positive approach like this, you build trust in that particular employee as well as others in the company.

Contrary views are welcome.

Regards,
NP Singh

Hi,

Find out whether you can make him a home-based employee for 3 months. When he is working from home for 3 months, his health will also improve. If you cannot make him work from home, you can give him 2 to 3 months of medical leave.

Thanks

Hi Raul,

I had faced a similar situation in my company, and we had given one month off to this person. We had adjusted his PL, CL, and SL against his leave.

Regards,
Suyash

Hi,

Some thoughts that came to my mind:

1) You can ask him to wear a surgical mask while working in the office. I have seen people wearing it so that infection doesn't spread to others.

2) The best option would be to allow him to 'work from home' and come to the office once in a while for certain clarifications or reviews. If he is a high flier, I think it's worth investing in him because such steps taken by the company help to improve the morale of the employees and retention as well. However, for this option, a lot of thinking processes are involved, such as working hours, facilities, reliability, and communication processes.

If you have a good system administrator, you can definitely adopt this at a lower cost by utilizing tools like remote desktop or webmail to communicate and monitor them.

Regards,
Asha

After seeing subsequent postings, I am repeating my earlier post:

'Ask the employee to go on unpaid leave (or 50% paid leave) for two months after consulting his doctor (and preferably an independent medical practitioner who is familiar with TB cases).

You can give him unearned medical leave for two months, stating very clearly that this is a special case, and not meant to create a precedent.

This would be really helpful.

Give him an advance on salary while he is on leave to cover initial heavy medical expenses, the sum to be recovered in easy installments once he resumes full time.

If it is possible to work from home, let him do so, provided there is not too much burden on the rest of the staff.

If, as one of the posts suggests, there is a good TB facility nearby, use the company's influence to get him admitted there and let the company bear his expenses.

You will have to treat this as a special case not creating a precedent, but it will be humanitarian on your company's part to give him as much support as possible during this crucial time.'

Which I think covers all the feasible possibilities. What is your opinion?

Jeroo

Hi Raul,

I am happy to know that you are concerned about your employee. But I request you not to be judgmental. Although you have studied science, I would suggest you consult a doctor and do some more research on what TB is, how its infections pass, and how one can prevent others from getting infected. Once you dig out more information, you will be surprised to know that a person with TB can continue to live a normal life without harming anybody with very few precautions. Don't make any decisions based on prejudices or half-knowledge.

Sorry if I am using tough words. I have been working in the field of prevention of communicable diseases for the past 7 years, and I am very concerned and surprised that we in HR have such limited knowledge of the health concerns of the workers and the community in general.

Hope you will make the right decision.

Regards,
DM

Hi,

With all said, I will add my two cents:

This is also the time when you, as an HR professional, can suggest to your senior management to implement a Hospitalization Policy. Under this policy, if a confirmed employee suffers from ailments such as jaundice or slip disc, which require recuperation at home, they can utilize some of their Earned Leave (EL) and Casual Leave (CL), and additional leave can be granted by the company under the category of hospitalization (our organization provides 30 calendar days). This is the opportunity to create the policy and offer this benefit to the employees. As organizations, we can all grow and learn from such experiences.

Additionally, working from home is a good alternative. It is not fair to ask for resignation. If the management does not agree to the hospitalization policy, the employee could be placed on unpaid leave for that duration and then return to work once the medical practitioner approves.

Cordially,
preet

Hi Raul,

Good to see you people are thinking of helping him. I would like to suggest that instead of telling the person to resign, why don't you check if your company can allow him to work from home for a few days and take medical treatment? If you provide him with this facility, your resource is with you, and he will not be in a financial crisis and would be earning. This way, other employees will not be affected, and he would be able to take proper care of himself and recover earlier.

Please make it very clear that this is a special case and not meant to create a precedent. This would be really helpful. Check if your company has any such policy. Many companies provide this facility.

Regards,
Manu

I opine on work from home. Many organizations take this as the new course of action for their employees unable to work from their workplace. Ultimately, the work has to be done. Pay them the monthly salary and change their workplace!!

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I have corrected the spelling, grammar, and punctuation errors in your text. I have also ensured proper paragraph formatting with single line breaks between paragraphs.

Dear Site Members,

Recently in our organization, we faced a situation similar to this, but our case is not a physical constraint; it was a psychological one. We identified the peculiar behavior of one of our employees and suspected that he might be suffering from a psychological disorder. Therefore, we took the employee for treatment. The doctor also supported our suspicion and confirmed that he was indeed suffering from a disorder.

We explained the situation to his parents and requested the employee to obtain a fitness certificate, which should be certified by our company psychiatrist as well. The employee is currently under observation, and we hope he will overcome all his troubles and rejoin us.

Regards,
Venkatesh

Hi All,

I don't want to sound rude, but I am amazed! All TB is not contagious. We, especially Indians, are most prone to it. As per recent studies, mostly the upper middle class is getting affected! The reason is very simple - the moment we compromise with our diet, especially the nutritional value associated with it, we are putting ourselves at risk. TB can affect bones, spine, and other parts of the body.

Even if it is contagious, that's only for some initial period. Please speak to a specialist after finding out all the details. Moreover, legally, you cannot ask him to resign. In the court of law, it would be considered discrimination. You can't even do that with HIV-positive individuals, and this is just TB. Give him medical leave and the best way to find a solution is to empathize with him - put yourself in his shoes, and you will get a solution.

Regards,
Dm

Hi Friend,

This is really a critical situation for an HR personnel. In my opinion, you can do one favor for the employee by offering a cash advance, whatever the company may allow. Also, make an agreement with the employee for any future problems. Cash flow issues can potentially be mitigated by contributions from coworkers.

When addressing this matter with the employee, it is crucial to be practical and straightforward.

Another option could be to suspend the employee for the aforementioned period and pay him half of the salary after obtaining the employer's consent.

I hope the above suggestions may be helpful to you.

With warm regards,

Rajendra Nath Jha

Raul,

Though it's one of those highly unexpected situations, still keep your cool and see if this works:

1. Organize a detailed medical report from your empaneled doctors. Understand the severity of the problem; maybe it's at a very early stage, and medication along with a month or two of rest would be enough for him. In this case, you can always allow him to go on medical leave.

2. In case the problem is severe and the cure may take more than 2-4 months, talk to the employee, help him understand the medical facts, and persuade him to take rest until he gets well.

Please keep in mind, medication for TB is provided free of cost by the Government of India and is available in all Government Hospitals across the country.

3. On financial issues, you can help him by multiple means (depending upon tenure):

- You can extend him some advance (in case the rest is for a short tenure).

- You can help him withdraw his EPF.

- Try and work out some "work from home" options.

- In case you are finding difficulties in organizing "work from home," you may want to help your employee identify such opportunities available with NGOs or some other organizations.

ALL THE BEST

You could ask the person to avail Leave Without Pay for a few months. And on humanitarian grounds, you could give the associate an advance on his leave balance for Year 2008. Any excess days could be on Leave Without Pay basis. Though this is not allowed as per law, it is an option you could look at internally. I know certain organizations that have gone the extra step in this direction.

Work-from-home is another good idea. Move him to a new role where he can work from home, and that way he will not lose his salary and employment with the organization.

Rgds,
Sangita

Dear Raul,
I came across the same situation last year. The employee was in the Operations dept where his profile was to handle the field work. But we took a decision to give him LWP till the time he is able to join back. He is not financially sound. Hence, form director’s fund certain amount (approx. Half the salary) was given to him per month for nearly six months.
At present the employee is posted in admin dept where in he is functioning very well. He has regained his health as well we got an employee who is whole heartedly interested in his work. This gave confidence to other employees as well.
Regards,
Janavi

Hi Rahul,

I can see so many people coming up with lots of ideas along with humanity. I'm waiting to know about your actions - how did you handle it? Hopefully, by this time, it must have been solved. Always treat people with humanity. Are we not human beings? Make a wise decision.

Regards,
Majestuoso

Hi Rahul,

It's really a very difficult situation to handle. As we have to care for both, the employee and the organization. The first thing is that you cannot hide this from his co-workers because they must be knowing this before you. So, if you try to hide the fact, it will create a bad impression of your department.

You need to be very careful and tactful in this situation. First, speak to the employee in person, then take the opinion of the doctor treating him. Next, discuss and explain the situation to his co-workers he is directly dealing with, take their opinion, gain their confidence, observe their reactions, and then discuss all the aspects with the employee before making a decision.

Also, discuss with your company's legal advisor to find a way out to protect the job of the employee.

Hrishikesh Aponarayan

Hi all,

Let's put it like this: give the person a medical leave for 2 months until he gets cured from his interim phase. Once that person is in a workable condition, we can either instruct him to follow all the precautions if he is in continuous contact with other human beings, or we can give him work that will ensure minimal interaction with other employees. He can stay in contact via mail or phone.

Thank you.

We had faced a similar situation in our organization. We asked the employee to take long leaves, and for 4 months, he was paid half of his salary. We also informed him that when he joins us back, he has to understand that his performance evaluation will be delayed by 4 months. It takes a maximum of 2 to 3 months for a person to be fully curable.

Our employee had visited Fortis Vasant Vihar hospital, where he was treated. During this period, his PF was immaculately deposited so that he is not affected by the break in service.

Regards,
Sharmila Thakur

Hi Sharmila,

When salary is the only source of his income, you can give him an option to work from home.

Hello Raul,

I have just gone through your problem. The first option of having a counseling session with the employee and thereafter asking him to resign would not be the correct way. I personally feel employees in such cases only look up to HR for their assistance. Believe me or not, Word Of Mouth recommendation matters a lot these days.

The second option is uncertain and ambiguous. Nobody knows what may happen. Whether he will really get well soon (9 months, etc.)? Thus, the following points may be evaluated from your end:

a) What is the current job profile of the concerned employee?

b) Is it possible for you to change the job profile for a short while, say for the cure period?

c) You may take his peers and close colleagues into confidence about his medical condition, as they can be very valuable in this situation.

d) At some crucial point of his medical treatment, he may be given leave with pay. As it happens in the Maternity Benefit Act, where we allow 6 weeks leave before and after pregnancy. Till that time, the female employee is expected to come to work, taking into account the exceptions and the medical condition, etc.

e) Analyze the family condition and then think on whether it is possible to extend some financial assistance from the Company side. This assistance will not be taken back from this employee.

The analysis done in such a way would surely help the employee and his family and will help you reduce your attrition levels, if any as well.

Regards,

Shaunak Marulkar

09423877450

Hi,

In this case, you can ask the person to resign now and join when they get cured. This is really necessary because for the sake of one employee, you can't play with the health of other employees. Additionally, you can provide some medical benefits.

I agree with Mr. Nilendra. We can avail leave on medical grounds and can rejoin after it's cured.

Regards,
Ashwathi

Hi,

Asking to resign is not a proper decision. The first thing to consider is whether he is a potential employee, is he a valuable asset of the company. If his performance is good and if he leaves, it will be a loss to the company, then I would suggest that he should go on a medical leave. It is definitely a situation that anyone can face. Tomorrow, if we too face it, we won't like sitting at home leaving or resigning from our jobs. So, until he recovers, he should be given medical leave, and during the leave period, he should be regularly contacted or communicated with through telephone so that he does not feel left out by the company.

Regards,
Reena

Hi,

I would like to share that HR departments are responsible for personnel management and administrative tasks. Manpower is crucial for a company as employees are the heart of the organization. Any issues affecting employees can lead to consequences for the company.

I suggest making a simple decision to allow the individual to take a break and focus on getting well first, as this problem can be treated. There are exceptions in leave policies that can assist those in need.

Public companies offer good facilities by adhering to policies effectively. I am not criticizing private firms, but emphasizing the importance of considering employee well-being alongside profits.

Sandeep

Hi,

I believe that asking a person to resign is not a good gesture from the HR department. Recommending medical leave as an alternative is a more compassionate approach. Additionally, seeking guidance from a senior within the company can provide valuable insights.

Please inform us of your decision as it may serve as a reference for us in the future (God forbid if we encounter a similar situation).

Good luck!

Regards,
Zara

Make sure that the employee resigns. If possible, give him a part of his salary amount for his medical purposes so that once he rejoins, you can deduct it on a monthly basis from his salary.

Helping him to get medical insurance is also helpful.

Dear Raul,

This is a really important and significant case to be discussed. The first option is right because you will be saving the health of several employees and also giving ethical sense to the employees. The only thing you have to do is to keep it confidential so that others will not know about it. After being cured, he will rejoin the office. As an HR executive, you may extend financial help to him.

Thanks & Regards,
Dr. Pampari

Hi, Recently, we came across a situation in our company where an employee was diagnosed with Tuberculosis (T.B). Being a science student, I know that TB is spread through breath and it will be a very rigorous situation for the patient where he has to take numerous precautions like not speaking directly with anybody (as others will be hesitant to do so) and go through 9 months of medication with other precautions.

Now, as my boss and I got to know about the situation as we were personally maintaining a good rapport with him, we are left with two options. First - to ask him to resign and rejoin once he is cured (where he will face a financial crisis as salary is his only source of income); second - to let him continue without informing others about the disease (at the cost of other employees' health and hygiene).

Please suggest as we have been asked for a couple of days to take a stand on it.

Regards,
Raul

Hi,

Please don't ask him to resign from the job as this will lead to mental depression. Nothing is impossible. I have seen lots of people affected by cancer, and now they are doing really well.

As an HR professional, be a good counselor to him and also help him with other colleagues and management in order to support his financial crisis. Give value to people. God will bless you always.

Hope you go with Dr. Kavitha's advice.

Hi Raul,

I have also come in contact with many TB cases, but we have never considered removing them from the environment. The best approach that works safely is boosting the willpower of the sufferer, ensuring they consult a good doctor, and then making sure the sufferer follows the care and precautions advised by the doctor. As far as I know, regular medication and a proper diet are crucial in permanently getting rid of the disease.

Based on my experiences, I believe the individual can continue working. However, if their financial situation does not allow them to sustain the prescribed diet, which may include fruits, milk, etc., financial support may be needed to achieve the desired results. Dealing with the situation is not too difficult once you gather the necessary information about the disease and the financial requirements.

I hope you will be able to make the right decision.

Best wishes,
Neeru Agarwal
With a Passion for HR

Hi,

I had gone through the same when one of our employees was diagnosed with TB. (My mom, who is from the medical fraternity, told me to get him checked when he casually visited my home once).

We immediately started the treatment, which nowadays is not costly, and even government hospitals provide it for free. It lasts about 3 months and has to be continued for six more.

During this period, he was assigned work in open areas that did not contaminate the air. TB is contagious if a weaker person with an improper diet comes in contact.

Sick leave can be sanctioned and continued in exceptional cases so that his monetary condition should not deteriorate. Additionally, he needs to follow a special diet.

We can always find a way with the help of management and consider special cases. If we have to deal with TB cases, what will happen when we come across AIDS cases?

We have to think beyond some brackets and extend our support. That's what HR is all about, isn't it?

[email: sandeep_sable@rediffmail.com]

Hi Raul,

HR professionals are very good decision-makers. An HR should always be a kind-hearted person without hurting the feelings of others. Keeping this problem in view, I can suggest you to be strategic. You need not speak to him directly because he can understand you, but you can speak to him over the phone (intercom connection) or using special equipment. You need not worry about it. At the same time, it is not good to relieve any good resource.

Hi Rahul,

I am aware of TB, and it is not contagious if he is taking medications. It will only spread if you are not taking medications.

Hi,

As an HR professional, we should take care of the employees. It's not like we should make them resign from their job. In other cases, why don't you arrange for a medical check-up for the employee? If you do so, it will be really helpful for your organization, and you will see the difference.

Regards,
R. Rajkumar
Manager - Human Resources

Dear All,

Thank you for all your valuable suggestions and recommendations. The employee is competent and valuable to the organization, and we have retained many employees because of the work culture in our company. It has been 20 days since he was diagnosed with TB, but the situation is being handled by HR, the operations team, and the branch in charge. We have kept this information confidential to prevent any disruption among the employees. The employee, who is quite reserved by nature, has requested leave, which I have approved. On a more personal note, I have arranged for medical leave and advances and will ensure his recovery so he can return to work soon.

Thank you again for your valuable input.

Regards,
Raul

Hi,

I believe HR management can instruct him to work from home and attend the office 2-3 days a week to maintain work pressure and ensure telephonic communication. If he recovers, he may return to the office soon. If the nature of the job allows for it, we can consider the first option.

From,
Sayan

Hi,

I think HR Management can instruct him to work from home and attend the office 2-3 days a week to manage work pressure and maintain telephonic communication. If he recovers, he may return to the office soon, provided the nature of his job allows it. Otherwise, we can consider the first option.

From Sayan

Well, I have the same idea as Dr. Kavita Shanmughan. We need to be considerate not only of her feelings but also of her financial status. Nowadays, it is hard to find a job, and even harder to manage finances if she resigns.

Hi,

For an HR manager, handling such situations is not uncommon. Sometimes we are forced to make decisions in the interest of the company and its employees, which may go against your conscience. It's a situation like this. Consider allowing the sick man to continue working; that may seem humanitarian, but you are also putting the health of other employees at risk. I believe you should ask the sick man to go on leave with pay until all his available leave days are used up. Once his leave days are exhausted, he should visit his doctor to determine if he can return to work. If the doctor recommends further rest, you should consider allowing him to go on leave with half/quarter pay as a special case on humanitarian grounds until he fully recovers. If your company does not agree to half/quarter pay, instruct him to go on leave without pay with the assurance that he can return to work once he is completely cured or no longer poses a risk of infecting others.