An employee of ours has been on leave for the last month due to an accident. He has been sending us updated medical reports that suggest he needs more rest and additional time to recover before returning to work. While there have been performance issues with this employee, not much action has been taken formally by his manager or HR regarding this matter. Given that we have sufficient records from the tracker system indicating his underperformance for several months, can we proceed with terminating his services before his return to work?
From India, Hyderabad
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1From India, Hyderabad
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That will be illegal if you don't take actions legally.
On the other hand, I understand that management has never discussed any performance related issues with this employee earlier and never gave him/her any feedback formally. Terminating this employee during this tough period of his/her life is very inhuman. I advise you to please not consider terminating him. Think about yourself in that particular employee's situation. Would you ever make this decision if you were being terminated by your employer?
From India, Kochi
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On the other hand, I understand that management has never discussed any performance related issues with this employee earlier and never gave him/her any feedback formally. Terminating this employee during this tough period of his/her life is very inhuman. I advise you to please not consider terminating him. Think about yourself in that particular employee's situation. Would you ever make this decision if you were being terminated by your employer?
From India, Kochi
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1. Termination in such difficult times might not be a good call, especially when that fellow member has been continuously sending you his updated reports.
2. Once he resumes work, you can put him under a PIP (Performance Improvement Plan), check on his performance post that, and then take appropriate action.
3. HR is the employees' advocate. Always remember.
Wishing that member a speedy recovery.
From United Kingdom, Harrow
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2. Once he resumes work, you can put him under a PIP (Performance Improvement Plan), check on his performance post that, and then take appropriate action.
3. HR is the employees' advocate. Always remember.
Wishing that member a speedy recovery.
From United Kingdom, Harrow
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Dear Swarnas,
Are you paying or compensating that person in your organization? If not, consider taking a humanitarian approach and ensuring he receives proper medical care as soon as possible. Grant him sanctioned leave without pay, and in the meantime, you can hire someone else to prevent any disruptions to the work. When he returns to duty, you will then have two options to choose the best candidate, as it is not guaranteed that the replacement will be suitable for the HR department.
I am suggesting this because the person was previously selected by your team. Do not blame any individual or management for any hiring mistakes.
Thank you.
From India
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Are you paying or compensating that person in your organization? If not, consider taking a humanitarian approach and ensuring he receives proper medical care as soon as possible. Grant him sanctioned leave without pay, and in the meantime, you can hire someone else to prevent any disruptions to the work. When he returns to duty, you will then have two options to choose the best candidate, as it is not guaranteed that the replacement will be suitable for the HR department.
I am suggesting this because the person was previously selected by your team. Do not blame any individual or management for any hiring mistakes.
Thank you.
From India
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Thank you all. We have decided against terminating this employee. We will follow a principled approach and retain him. We will probably watch his performance in the upcoming months and see if there is any improvement and then take a decision based on the same.
Thank you.
From India, Hyderabad
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Thank you.
From India, Hyderabad
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Dear Swarnas,
There are many ways to deal with employees when the management has decided to terminate him/her, such as performance, integrity, job rotation, transfer, health, absenteeism, safety, confidentiality, under probation period, etc.
1. First, try to find out what kind of accident it is and the severity of it, including the normal time for recovery.
2. If you find anything suspicious, check whether he is hospitalized or resting at home.
3. If he is at home, conduct a recheck through a different doctor in your presence, which will establish the facts for the further course of action.
4. If the decision is to remove him due to performance issues, wait until he resumes the office. Show him his past performance ratings and appraisal records (although your communication mentions several months). If his performance has been below expectations for the past 2-3 years, you may ask him for his resignation. However, do this in front of his reporting manager and also review your policy on Performance Management System (PMS) before taking action. Do not halt his salary until the Full and Final (F&F) process is completed.
Regards,
PS
From India, Bangalore
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There are many ways to deal with employees when the management has decided to terminate him/her, such as performance, integrity, job rotation, transfer, health, absenteeism, safety, confidentiality, under probation period, etc.
1. First, try to find out what kind of accident it is and the severity of it, including the normal time for recovery.
2. If you find anything suspicious, check whether he is hospitalized or resting at home.
3. If he is at home, conduct a recheck through a different doctor in your presence, which will establish the facts for the further course of action.
4. If the decision is to remove him due to performance issues, wait until he resumes the office. Show him his past performance ratings and appraisal records (although your communication mentions several months). If his performance has been below expectations for the past 2-3 years, you may ask him for his resignation. However, do this in front of his reporting manager and also review your policy on Performance Management System (PMS) before taking action. Do not halt his salary until the Full and Final (F&F) process is completed.
Regards,
PS
From India, Bangalore
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Selecting another person is truly unprofessional and inhuman. There are many companies working around who do stand in such tough situations alongside with their employees and take due care of their well-being.
Furthermore, if the employee was a non-performer and had been working for the last 2-3 years, then what were the HR team and management doing during these years? It is utter nonsense to simply blame the poor person for non-performance in their difficult times just because you want to part ways with the individual employee. Please grow up and get rid of such a desi attitude. Remember, this is not a Banana Republic. There are comprehensive laws governing such situations. Therefore, please deal with the situation in a professional way.
Regards,
Virendra Rai
From India, Mumbai
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Furthermore, if the employee was a non-performer and had been working for the last 2-3 years, then what were the HR team and management doing during these years? It is utter nonsense to simply blame the poor person for non-performance in their difficult times just because you want to part ways with the individual employee. Please grow up and get rid of such a desi attitude. Remember, this is not a Banana Republic. There are comprehensive laws governing such situations. Therefore, please deal with the situation in a professional way.
Regards,
Virendra Rai
From India, Mumbai
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