Hi Raul,
I happy to know that you are concerned about your employee.
But I request you not to be judgemental. Tough you have studied science, i would suggest you to consult doctor and do some more research on What is TB? How its infections passes and How can one prevent other to get infected? And once you will dig out more information, for sure you will be really surprised to know that an person with TB can continue to live a normal life without harming any body with very few precautions.
Don't take any decision based on any perjudices and on half knowledge.
Sorry, if I am using tough words. But I have been working in the field of prevention of communicable diseases for past 7 years, and hence am very concerned and surprised that we in HR have so very limited knowledge of the health concerns of the workers and community in general.
Hope you will take a right decision.
Rgds,
DM
From India, Raipur
I happy to know that you are concerned about your employee.
But I request you not to be judgemental. Tough you have studied science, i would suggest you to consult doctor and do some more research on What is TB? How its infections passes and How can one prevent other to get infected? And once you will dig out more information, for sure you will be really surprised to know that an person with TB can continue to live a normal life without harming any body with very few precautions.
Don't take any decision based on any perjudices and on half knowledge.
Sorry, if I am using tough words. But I have been working in the field of prevention of communicable diseases for past 7 years, and hence am very concerned and surprised that we in HR have so very limited knowledge of the health concerns of the workers and community in general.
Hope you will take a right decision.
Rgds,
DM
From India, Raipur
Hi,
With all said I will have my two cents:
This is also the time when you as an HR can suggest your senior management to have Hospitalisation Policy, in which if a confirmed employee suffers from such ailments ( Jaundice, slip disc are other such dieses which demands recuparation at home) can use sone of their EL and CL's and some of the leave can be granted from the company under the head of hospitalisation (we as an orgainiastion give 30 calender days).This is the time -you frame the policy and give him the benefit. As organisations we all need to grow and learn from such experiences
Also work from home is a good option
Asking for resignation is not fair at all - if your management does not agrees to the hospitalisation policy then the employee could be asked to be with out pay for that duration and then rejoin once the medical practioner gives a goahead.
Cordially,
preet
From India, Bangalore
3With all said I will have my two cents:
This is also the time when you as an HR can suggest your senior management to have Hospitalisation Policy, in which if a confirmed employee suffers from such ailments ( Jaundice, slip disc are other such dieses which demands recuparation at home) can use sone of their EL and CL's and some of the leave can be granted from the company under the head of hospitalisation (we as an orgainiastion give 30 calender days).This is the time -you frame the policy and give him the benefit. As organisations we all need to grow and learn from such experiences
Also work from home is a good option
Asking for resignation is not fair at all - if your management does not agrees to the hospitalisation policy then the employee could be asked to be with out pay for that duration and then rejoin once the medical practioner gives a goahead.
Cordially,
preet
From India, Bangalore
HI Raul,
Good u ppl are thinking of helping him.
I would like to suggest rather telling the person to resign , why dont you check if your comapny can allow him to work from home for few days and take the medical treatment.
If you provide him with this facilite your resource is with you and even he will not be in financial crisis and would be earning.
So like this other employees will not be affected.And he would be able to take proper care of himself and would recover earlier.
stating very clearly 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. There are many companies which provide this facility.
regards,
Manu.
From India, Pune
Good u ppl are thinking of helping him.
I would like to suggest rather telling the person to resign , why dont you check if your comapny can allow him to work from home for few days and take the medical treatment.
If you provide him with this facilite your resource is with you and even he will not be in financial crisis and would be earning.
So like this other employees will not be affected.And he would be able to take proper care of himself and would recover earlier.
stating very clearly 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. There are many companies which provide this facility.
regards,
Manu.
From India, Pune
I opine on work from home. Many organization take this as a the new course of actio for their employees unable to work from their work place. Ultimately the work has to be got done. Pay him the monthly salary and change his work place!!
From India, Delhi
From India, Delhi
Dear Cite Members,
Recently in our organization we have faced a situation which was similar to this, but our case is not a physical constraint it was a psychological one.
we identified the behavior of one of our employee which was peculiar, we suspected him that he may be suffering from psychological disorder, hence we took the employee for treatment. Doctor also supported our suspection and finalized that he was suffering from dis order.
we explained the same to his parents. Then we asked the employee to get a fitness certificate which should be certified by our company psychiatrist too.
Now the employee was in observation and hope he may overcome all his troubles and join with us ............................
regards,
venkatesh
From India, Vijayawada
Recently in our organization we have faced a situation which was similar to this, but our case is not a physical constraint it was a psychological one.
we identified the behavior of one of our employee which was peculiar, we suspected him that he may be suffering from psychological disorder, hence we took the employee for treatment. Doctor also supported our suspection and finalized that he was suffering from dis order.
we explained the same to his parents. Then we asked the employee to get a fitness certificate which should be certified by our company psychiatrist too.
Now the employee was in observation and hope he may overcome all his troubles and join with us ............................
regards,
venkatesh
From India, Vijayawada
Hi All,
Dont want to sound rude ,but am amazed!. All T.B is not contagious. we all especially Indians are most prone to it . as per recent studies ,mostly upper middle class is getting affected!
reason is very simple--moment we compromise with our diet and especially nutritional value associated with it ,we are putting ourselves at risk.
T.B can be of bones /spine and others.
Even if it is contagious ,that's also for some initial period. Pls speak to some specialist after finding out the complete details.
Moreover legally you can not ask him to resign . In the court of law,it will fall under discrimination. u cant even do withHIV+,and this is just T.B.
Give him medical leave and best way of thinking a sol,just empathize with him--i.e put yourself in his shoe and you will get a solution.
regards,
Dm
Dont want to sound rude ,but am amazed!. All T.B is not contagious. we all especially Indians are most prone to it . as per recent studies ,mostly upper middle class is getting affected!
reason is very simple--moment we compromise with our diet and especially nutritional value associated with it ,we are putting ourselves at risk.
T.B can be of bones /spine and others.
Even if it is contagious ,that's also for some initial period. Pls speak to some specialist after finding out the complete details.
Moreover legally you can not ask him to resign . In the court of law,it will fall under discrimination. u cant even do withHIV+,and this is just T.B.
Give him medical leave and best way of thinking a sol,just empathize with him--i.e put yourself in his shoe 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 favour for the employee that pay him cash advance wat ever company may allow.Also make agreement with employee for future problem. Cash problem can be solved by contribution from the co-worker.
You have to be very practical in stating this type of thing to the employee.
Other option may be like this , you may suspend the employee for the aforesaid period.And can pay half salary to him after taking employer in consent.
Hope above suggetion may be helpful to you.
With warm regards
Rajendra Nath jha
From India, Delhi
This is really a critical situation for an HR personnel.In my opinion you can do one favour for the employee that pay him cash advance wat ever company may allow.Also make agreement with employee for future problem. Cash problem can be solved by contribution from the co-worker.
You have to be very practical in stating this type of thing to the employee.
Other option may be like this , you may suspend the employee for the aforesaid period.And can pay half salary to him after taking employer in consent.
Hope above suggetion may be helpful to you.
With warm regards
Rajendra Nath jha
From India, Delhi
Raul,
Though it's one of those highly unexpected situations, still keep your cool and see if this works:
1. Organise a detailed medical report from your empanelled doctors. Understand severity of the problem, may be it's at very early stages and medication along with month or two rest would be enough for him. In this case you can always allow him go on medical leave.......
2. In case problem is severe and cure may take more than 2-4 months....talk to the employee, help him understand the medical facts and pursue him to take rest till such time he gets well
Pls keep in mind, medication for TB is provided free of cost by Govt of India and is available with all Govt Hospitals across country
3. On financial issues, you can help him by multiple mean (depending upon tenure).....
- you can extend him some advance (in case rest is for short tenure)
- you can help him withdraw his EPF
- try and workout some "work from home option"
- In case you finding difficulties in organising "work from home", you may want help your employee identify such opportunities available with NGO's or some other organisations
ALL THE BEST
From India, New Delhi
Though it's one of those highly unexpected situations, still keep your cool and see if this works:
1. Organise a detailed medical report from your empanelled doctors. Understand severity of the problem, may be it's at very early stages and medication along with month or two rest would be enough for him. In this case you can always allow him go on medical leave.......
2. In case problem is severe and cure may take more than 2-4 months....talk to the employee, help him understand the medical facts and pursue him to take rest till such time he gets well
Pls keep in mind, medication for TB is provided free of cost by Govt of India and is available with all Govt Hospitals across country
3. On financial issues, you can help him by multiple mean (depending upon tenure).....
- you can extend him some advance (in case rest is for short tenure)
- you can help him withdraw his EPF
- try and workout some "work from home option"
- In case you finding difficulties in organising "work from home", you may want help your employee identify such opportunities available with NGO's or some other organisations
ALL THE BEST
From India, New Delhi
You could ask the person to avail Leave Without Pay for a few months.
And on humanitarian grounds, you could give the associate 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 employemtn with the organization.
Rgds,
Sangita
From India, Bangalore
And on humanitarian grounds, you could give the associate 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 employemtn with the organization.
Rgds,
Sangita
From India, Bangalore
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
From India, Pune
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
From India, Pune
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