One employee had a paralytic attack. After receiving two months of medical treatment, he is unable to move his left hand, and it is not functioning properly. Kindly advise on the appropriate actions to be taken in this matter.
Regards,
From India, Sedam
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Regards,
From India, Sedam
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In the medical context, you can terminate his service. However, before proceeding, you need to collect a medical unfit certificate from the doctor, either through your company doctor or the E.S.I. office.
Regards,
Ratikanta Rath
From India, Durgapur
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14Regards,
Ratikanta Rath
From India, Durgapur
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The answer to your question can range from a sheer legal standpoint to an entirely humanitarian approach. It would be better if you present to the group a couple of options that you are thinking of and then ask for opinions. Also, I request you to clarify if the paralysis attack happened during his working hours, at home, or in the office. Please provide details such as the age of the employee, the period for which he has been employed in the organization, etc. This information will give a clear idea to other members for suggesting their options or recommending the opinion of your choice.
Regards,
Preetam Deshpande.
From India, Mumbai
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Regards,
Preetam Deshpande.
From India, Mumbai
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I am unable to understand why this topic is being discussed here. Normal practice dictates that employees should be supported in all aspects, such as medical benefits and other benefits. Why are you considering legal action? He hasn't committed any robbery in your organization! You cannot terminate him while he is still under medical treatment!
From India, Mumbai
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From India, Mumbai
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It is unfortunate that one of your employees is suffering from a paralytic attack, which is seriously hampering his normal day-to-day work-related activities. In such cases, the approach of the management varies from company to company. I have worked with some well-known MNCs, and let me tell you, these companies not only care for their employees but also have empathy and compassion for those whose earning capacity is severely affected by ill health or accidents. We continue to support such employees and transfer them to a department or area where they can handle lighter work without compromising the quality of their output. We do not dismiss such employees simply because they are no longer as productive or able to perform at their previous level.
As an HR professional, I believe we should all have sensitivity, empathy, and compassion and make an effort to understand the pain, suffering, and challenges of others by putting ourselves in their shoes. Unfortunately, some comments from colleagues in my field suggest that they only believe in cutting ties rather than finding solutions. It is important to consider how we would feel if we were in a similar situation. How would we react if our management took a similar stance against us? Would we accept their decision happily if we were paralyzed or unable to work due to illness?
I recently came across a case where an employee, Jagdish Gupta, was dismissed without any prior notice while on sick leave for about a month and a half. Isn't it shameful that some individuals still operate in a manner reminiscent of the autocratic kings of old, who callously took lives without reason or mercy?
Mitesh, I urge you to discuss with your management the possibility of transitioning this employee to a lighter workload. Let's not prolong his suffering any further; he is already enduring enough.
Regards,
Rakesh Srivastav
From India, Gurgaon
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As an HR professional, I believe we should all have sensitivity, empathy, and compassion and make an effort to understand the pain, suffering, and challenges of others by putting ourselves in their shoes. Unfortunately, some comments from colleagues in my field suggest that they only believe in cutting ties rather than finding solutions. It is important to consider how we would feel if we were in a similar situation. How would we react if our management took a similar stance against us? Would we accept their decision happily if we were paralyzed or unable to work due to illness?
I recently came across a case where an employee, Jagdish Gupta, was dismissed without any prior notice while on sick leave for about a month and a half. Isn't it shameful that some individuals still operate in a manner reminiscent of the autocratic kings of old, who callously took lives without reason or mercy?
Mitesh, I urge you to discuss with your management the possibility of transitioning this employee to a lighter workload. Let's not prolong his suffering any further; he is already enduring enough.
Regards,
Rakesh Srivastav
From India, Gurgaon
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There are two approaches to the issue: humanitarian and legal. As part of the humanitarian approach, first, take into account his work, conduct, length of service, and everything in his favor. You may suggest to management to shift him to a job of lighter nature.
If things do not turn out positively, the employee should undergo a medical examination. If found unfit for the job, his services should be terminated according to the law.
Please remember, an employee who does not meet the loyalty and performance standards of the management does not deserve compassion as a gift.
Regards,
S.K. Johri
From India, Delhi
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If things do not turn out positively, the employee should undergo a medical examination. If found unfit for the job, his services should be terminated according to the law.
Please remember, an employee who does not meet the loyalty and performance standards of the management does not deserve compassion as a gift.
Regards,
S.K. Johri
From India, Delhi
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