Dear Friends,
I recently came across a posting on absenteeism seeking advice on action required in such cases. I will be presenting two cases, one after the other, maybe imaginary one - if you feel so. Expect your reactions.
Case No. 1
The employee was a chronic absentee. But once he was present, he used to do his work as well as help all others too. He was so humorous and jovial. Everybody not just liked but loved him. Though he was a senior staff member, he never bossed over anyone. He was always ready to help even in other family matters; in fact, he was everybody's family friend. At anyone's family function, either happy or sorrowful, he was all in all there. Even the children of almost every staff loved his presence.
For his chronic absenteeism, every time he used to present solid reasons. His baby girl was ill, his mother-in-law had a heart attack, and his grandfather's funeral and so on, quite often repeated the same reasons. He never disclosed to anyone about his residence or family details. He always used to somehow divert the discussion if anyone asked about his personal matters.
His work was perfect. His table was always clear. However, he was a headache for HR. They could not tolerate his absenteeism. Papers were put up many times for disciplinary action. Despite the warnings and even threats of termination from the top, he used to be absent.
While on the beach road on the way back from some official duty during working hours, the HR Manager saw the fellow on the beach with poor village children flying kites. At the office, he confirmed that the fellow was absent. He decided to sign his termination papers and called for the office to put them up.
The very next day, the HR Manager had to meet one of his close friends - a Cancer specialist at the hospital. As the HR Manager was entering the Doctor's room, the fellow - our man was coming out. He probably did not see the HR Manager.
On inquiry, the HR Manager was shocked to hear from his Doctor friend that the fellow was a cancer patient to die in a month or two, he was living alone, spending all his money for the poor village children, spending time for social service - all the time suffering severe pain and eating pain killers for food.
If you are the HR Manager, back in the office, will you sign the termination orders or not?
Regards,
Kesava Pillai
From India, Kollam
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256I recently came across a posting on absenteeism seeking advice on action required in such cases. I will be presenting two cases, one after the other, maybe imaginary one - if you feel so. Expect your reactions.
Case No. 1
The employee was a chronic absentee. But once he was present, he used to do his work as well as help all others too. He was so humorous and jovial. Everybody not just liked but loved him. Though he was a senior staff member, he never bossed over anyone. He was always ready to help even in other family matters; in fact, he was everybody's family friend. At anyone's family function, either happy or sorrowful, he was all in all there. Even the children of almost every staff loved his presence.
For his chronic absenteeism, every time he used to present solid reasons. His baby girl was ill, his mother-in-law had a heart attack, and his grandfather's funeral and so on, quite often repeated the same reasons. He never disclosed to anyone about his residence or family details. He always used to somehow divert the discussion if anyone asked about his personal matters.
His work was perfect. His table was always clear. However, he was a headache for HR. They could not tolerate his absenteeism. Papers were put up many times for disciplinary action. Despite the warnings and even threats of termination from the top, he used to be absent.
While on the beach road on the way back from some official duty during working hours, the HR Manager saw the fellow on the beach with poor village children flying kites. At the office, he confirmed that the fellow was absent. He decided to sign his termination papers and called for the office to put them up.
The very next day, the HR Manager had to meet one of his close friends - a Cancer specialist at the hospital. As the HR Manager was entering the Doctor's room, the fellow - our man was coming out. He probably did not see the HR Manager.
On inquiry, the HR Manager was shocked to hear from his Doctor friend that the fellow was a cancer patient to die in a month or two, he was living alone, spending all his money for the poor village children, spending time for social service - all the time suffering severe pain and eating pain killers for food.
If you are the HR Manager, back in the office, will you sign the termination orders or not?
Regards,
Kesava Pillai
From India, Kollam
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No Or Yes hard to judge let not the faint hearted take the decision as they will repent all their life for doing so but the strong hearted will guide him the right path & he too will feel good.
From India, Mumbai
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From India, Mumbai
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Dear Friend,
I agree with staffy79. Furthermore, I am of the opinion that one must realize that as an HR professional, you have several roles to play in an organization. Some of them include being an administrator where you have to be impartial to all employees. As part of imparting discipline, appropriate action (which may not involve termination) is called for from time to time. Secondly, as a human being, you have to be helpful for a reasonable cause. I feel that when an employee is absent and provides different reasons, the HR personnel must have smelled something fishy. Did the HR person cross-check the validity of the reasons for the absence? It seems that they did not. If they had done so, the employee might have lived a few more years as appropriate treatment or help could have been extended to them, either by the company, colleagues, or even relatives. Such individuals do not seek sympathy and, therefore, avoid discussing personal matters. As an HR professional, where most employees look to you for help in times of distress, it was one of your duties to investigate the employee's absence from work. Those who believe that HR is an asset to the organization also deeply care for their people.
Thank you.
From India, Nagpur
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I agree with staffy79. Furthermore, I am of the opinion that one must realize that as an HR professional, you have several roles to play in an organization. Some of them include being an administrator where you have to be impartial to all employees. As part of imparting discipline, appropriate action (which may not involve termination) is called for from time to time. Secondly, as a human being, you have to be helpful for a reasonable cause. I feel that when an employee is absent and provides different reasons, the HR personnel must have smelled something fishy. Did the HR person cross-check the validity of the reasons for the absence? It seems that they did not. If they had done so, the employee might have lived a few more years as appropriate treatment or help could have been extended to them, either by the company, colleagues, or even relatives. Such individuals do not seek sympathy and, therefore, avoid discussing personal matters. As an HR professional, where most employees look to you for help in times of distress, it was one of your duties to investigate the employee's absence from work. Those who believe that HR is an asset to the organization also deeply care for their people.
Thank you.
From India, Nagpur
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There is a word "EXCEPTION" and in this case, you need to be considerate. Mr. Sunil is very right in saying that you, as an HR, did not step out to understand the real reasons for him being late for work. In fact, HR itself is self-explanatory - Human Resource/Human Relations.
From India, Delhi
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From India, Delhi
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As an HR professional, we play several roles. We are management representatives (but not to the point of becoming management cronies). As such, we are to take care of the company's interests. Simultaneously, we also act as representatives of the employees to the management (but not to the point of being too employee-sided). The only way we can be effective in both roles is to detach ourselves from management and its personnel - we then act as consultants.
In such cases, we are aware that in the event of an employee's death, depending on the position, the company's operations will be jeopardized. Given the two-month period advised by the doctor, as management consultants, the option is to recommend the approval of termination papers. This is due to constant absenteeism, which not only violates company rules but also affects productivity. If the termination is not approved, there is a high possibility that in the future, when the employee is incapable of coming to work due to sickness, absenteeism will further increase, making termination more difficult. With a timeline in place, HR should initiate succession efforts by identifying and training possible replacements.
However, as human relations practitioners, termination should be subject to several considerations. For example, even if the employee-employer relationship no longer exists, the company can still provide benefits such as medical/health card benefits to assist with hospitalization. Secondly, a good separation package/pay can be offered, such as a month's worth of salary for every year of continuous service with the company.
We can balance being both management and personnel-oriented. It is essential to deeply appreciate the concerns and viewpoints of both parties.
From Philippines, Quezon City
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In such cases, we are aware that in the event of an employee's death, depending on the position, the company's operations will be jeopardized. Given the two-month period advised by the doctor, as management consultants, the option is to recommend the approval of termination papers. This is due to constant absenteeism, which not only violates company rules but also affects productivity. If the termination is not approved, there is a high possibility that in the future, when the employee is incapable of coming to work due to sickness, absenteeism will further increase, making termination more difficult. With a timeline in place, HR should initiate succession efforts by identifying and training possible replacements.
However, as human relations practitioners, termination should be subject to several considerations. For example, even if the employee-employer relationship no longer exists, the company can still provide benefits such as medical/health card benefits to assist with hospitalization. Secondly, a good separation package/pay can be offered, such as a month's worth of salary for every year of continuous service with the company.
We can balance being both management and personnel-oriented. It is essential to deeply appreciate the concerns and viewpoints of both parties.
From Philippines, Quezon City
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In this situation, where this employee, who is an exceptional performer otherwise, and considering that he is staying alone and comes to work as he has made his colleagues his family, putting up his papers for termination would be devastating for the rest of the 2 months he has with him. It would even reveal his ailment to all his colleagues, and he, being the family friend of so many, would invite sympathy from which he is actually escaping.
Being the HR person, I think the best course of action would be to let him continue and in the meantime search for an appropriate replacement so that the work does not suffer. In this way, a balance can be struck between the company's interests and the well-being of the employee as well.
By the way, Mr. Pillai, is this one of your case study assignments?
From India, Delhi
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Being the HR person, I think the best course of action would be to let him continue and in the meantime search for an appropriate replacement so that the work does not suffer. In this way, a balance can be struck between the company's interests and the well-being of the employee as well.
By the way, Mr. Pillai, is this one of your case study assignments?
From India, Delhi
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I think a big consideration here is the culture of the company. If you belong to a highly formalized organization, justifying why the employee has to stay would be relatively difficult. If HR is aware of any illness and that such illness will render the employee incapable of coming to work, then we also have to be fair to the company.
Another consideration is his work; if his work is critical to the operations of the company, then it is probably wise to look for an immediate replacement. You can still keep him and at the same time hire a replacement so he can already assimilate the employee with his work. Although, I think he will not be able to do this given that he only has 2 months or so.
Looking at the scenario given, the employee actually prefers to spend his time doing philanthropic work rather than spend it in the office. Letting him go gives him the opportunity to extend himself to the poor and mendicants. So, I think this is a win-win solution.
This will all depend on how the "termination" is packaged. It may seem antagonistic, but in the end, I think it would be helpful to both parties.
From Philippines, Quezon City
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Another consideration is his work; if his work is critical to the operations of the company, then it is probably wise to look for an immediate replacement. You can still keep him and at the same time hire a replacement so he can already assimilate the employee with his work. Although, I think he will not be able to do this given that he only has 2 months or so.
Looking at the scenario given, the employee actually prefers to spend his time doing philanthropic work rather than spend it in the office. Letting him go gives him the opportunity to extend himself to the poor and mendicants. So, I think this is a win-win solution.
This will all depend on how the "termination" is packaged. It may seem antagonistic, but in the end, I think it would be helpful to both parties.
From Philippines, Quezon City
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even an hr is also a man having emotions so it may be an exceptional case in term of absenteesm. if the situation is unknown ans. is YES & if situation is kn own to HR as in this case the ans. is NO
From India, Delhi
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From India, Delhi
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The case is hypothetical to the core. It can definitely be a good plot for a celluloid saga. Tell me, can an employee who is so clean at work and also in the height of peer relationships keep his family details a secret?
Watch out for my post with a real-life case quite similar to Mr. Pillai's case.
From India, Gwalior
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Watch out for my post with a real-life case quite similar to Mr. Pillai's case.
From India, Gwalior
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Yes, HR is not exempted from feeling empathy. However, the reality is that HR professionals are also employees. We have direct accountability, first and foremost, to management because we are, after all, employees. At most, HR can present options to management and let management decide.
From Philippines, Quezon City
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From Philippines, Quezon City
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