------------
Good that you are reaching to some solution to the issue. And suggest, would it be possible to not to put on record and limit it to the HOD level so that the arrangement worked out not get exposed to whole of your estt. and would remain 'one time arrangement' so that others may not follow suit?
From India, Bangalore
1063Good that you are reaching to some solution to the issue. And suggest, would it be possible to not to put on record and limit it to the HOD level so that the arrangement worked out not get exposed to whole of your estt. and would remain 'one time arrangement' so that others may not follow suit?
From India, Bangalore
Such compromises are necessary at times in handling human problems.
But such favors/compromises can never remain a secret and will be known through office grapevine.
That is why great and careful consideration has to be given when .we help out staff in ways which are not fully covered by rules.
From India, Pune
But such favors/compromises can never remain a secret and will be known through office grapevine.
That is why great and careful consideration has to be given when .we help out staff in ways which are not fully covered by rules.
From India, Pune
[QUOTE=Dipal Shah;2272909]Dear All,
Thank you for your inputs.
the Employee has asked for a concession as travel in the evening rush is becoming difficult for her. I am planning to give her an option to come half-n-hour early in the morning and then leave one hour early.
....
/QUOTE]
I wonder whether we would have such a lengthy discussions had Dipal told us, at the outset, that the employee was finding it difficult to travel in the rush hour.
Hence, my appeal to bloggers is to give complete information about the scenario in their first post rather than later. Such a detailed post will get precise responses.
From United Kingdom
Thank you for your inputs.
the Employee has asked for a concession as travel in the evening rush is becoming difficult for her. I am planning to give her an option to come half-n-hour early in the morning and then leave one hour early.
....
/QUOTE]
I wonder whether we would have such a lengthy discussions had Dipal told us, at the outset, that the employee was finding it difficult to travel in the rush hour.
Hence, my appeal to bloggers is to give complete information about the scenario in their first post rather than later. Such a detailed post will get precise responses.
From United Kingdom
Dear Friend,
Perhaps you have reached a square solution, in what way this is going to help the lady and your organisation? Here in the absence of timing readily accept the better existing option. Since, you are willing to give the timing..coming one hour before and going half an hour earlier to the hours seems better option..is it suitable for her and your organisation is not known to us, then why not you propose half an hour later to the office and half an hour before to the closing hours, both are materialised option, neither you are going to take her travelling in the mids of rush and relief at the evening hour, this is seems better as she could start her travel to the office by attending all her house with confidence? Taking a solution on the both the grounds is important..
Best of luck for coming into a square solution... A Solution is not a success it is the way to betterment ...
From India, Arcot
Perhaps you have reached a square solution, in what way this is going to help the lady and your organisation? Here in the absence of timing readily accept the better existing option. Since, you are willing to give the timing..coming one hour before and going half an hour earlier to the hours seems better option..is it suitable for her and your organisation is not known to us, then why not you propose half an hour later to the office and half an hour before to the closing hours, both are materialised option, neither you are going to take her travelling in the mids of rush and relief at the evening hour, this is seems better as she could start her travel to the office by attending all her house with confidence? Taking a solution on the both the grounds is important..
Best of luck for coming into a square solution... A Solution is not a success it is the way to betterment ...
From India, Arcot
Hello There,
I would like to add my two cents here. Being a mother of two and an HR Manager, I believe that as the pregnancy progresses it starts taking toll on a woman mentally and physically. At this phase a little support from the Employer goes a long way for the employee. By supporting the precedent of a supporting culture is set in the organization. By supporting her you may also set the precedent of letting employees deal with their difficult situation. If you are worried about the work getting hampered then if possible then she can probably provide support from back home.
We practice this in our organization which has helped us with gaining employee confidence and more engagement once they come back after maternity leave.
If you talk about the law, it also states that if the woman requires to take time off then it should be allowed.
We usually cut down the hours during the third trimester. We allow them to take work from home and once they join back they start with short hours at works which helps them with a smooth transition.
It has set wonderful examples here and has brought about a lot of positivity.
Thanks,
From India
I would like to add my two cents here. Being a mother of two and an HR Manager, I believe that as the pregnancy progresses it starts taking toll on a woman mentally and physically. At this phase a little support from the Employer goes a long way for the employee. By supporting the precedent of a supporting culture is set in the organization. By supporting her you may also set the precedent of letting employees deal with their difficult situation. If you are worried about the work getting hampered then if possible then she can probably provide support from back home.
We practice this in our organization which has helped us with gaining employee confidence and more engagement once they come back after maternity leave.
If you talk about the law, it also states that if the woman requires to take time off then it should be allowed.
We usually cut down the hours during the third trimester. We allow them to take work from home and once they join back they start with short hours at works which helps them with a smooth transition.
It has set wonderful examples here and has brought about a lot of positivity.
Thanks,
From India
Hi Dipal Shah.
There is no hard fast rule that an employee should be provided concession. However, on humanitarian ground concessions can be granted
1. The employee is 7 months old pregnant seeking one hour permission
2. You should understand that when she is still working during advance stage of pregnancy clearly indicates she in need of money, to met her delivery charges at hospital and also meet her post pregnancy expenses
3. In circumstances like this you can consider granting her one hour permission, so that she can avail medical facilities like hospital consultation with gynecologist and some rest for her.
4. Please see how many days maternity leave can be granted to the employee, it is two months in statute with salary.
5. By doing so, you will earn good rapport from all your employees.
6. Try to manage your employees as a family.
These are some of the tips.
From India, Bangalore
There is no hard fast rule that an employee should be provided concession. However, on humanitarian ground concessions can be granted
1. The employee is 7 months old pregnant seeking one hour permission
2. You should understand that when she is still working during advance stage of pregnancy clearly indicates she in need of money, to met her delivery charges at hospital and also meet her post pregnancy expenses
3. In circumstances like this you can consider granting her one hour permission, so that she can avail medical facilities like hospital consultation with gynecologist and some rest for her.
4. Please see how many days maternity leave can be granted to the employee, it is two months in statute with salary.
5. By doing so, you will earn good rapport from all your employees.
6. Try to manage your employees as a family.
These are some of the tips.
From India, Bangalore
I fully agree with Mrs. Sanjukta. Those interested may read my response earlier on in this thread. A S Bhat
From India, Pune
From India, Pune
Dear Dipal,
I understand your mindset that if you allow one lady with the concession all others will also accept that as a norm. You can politely ask her to avail either half day leave or if she is unwell, then proceed with her maternity leave. But granting this concession will not resolve your issue
From India, Pune
I understand your mindset that if you allow one lady with the concession all others will also accept that as a norm. You can politely ask her to avail either half day leave or if she is unwell, then proceed with her maternity leave. But granting this concession will not resolve your issue
From India, Pune
Hi Dipal,
This solution was the first that came to my mind (because the organisation where I worked did not have any door lock -it worked 24hrs throughout the year) but I did not know what kind of organisation yours is.If it was like any other office with 10 a.m to 5 p.m , then coming one hour early may not be of much use.Anyway,it's good that you made it a win-win situation !
From India, New Delhi
This solution was the first that came to my mind (because the organisation where I worked did not have any door lock -it worked 24hrs throughout the year) but I did not know what kind of organisation yours is.If it was like any other office with 10 a.m to 5 p.m , then coming one hour early may not be of much use.Anyway,it's good that you made it a win-win situation !
From India, New Delhi
Dear Shri Nathrao,
My belief is, any person afraid of grapevine rumours and gossips cannot effectively manage the affairs of an organization. Facility/ concession allowed or not by any manager, even otherwise also, rumours and gossips continue to be aired very frequently against the managers by groups of frustrated employees.
If you are afraid of the grapevine, you cannot assure even your own productivity, what to say of your team members. So, if any activity is made in good faith and intention in the mutual interest of employees and the organisation, why to be afraid of grapevine?
From India, Delhi
My belief is, any person afraid of grapevine rumours and gossips cannot effectively manage the affairs of an organization. Facility/ concession allowed or not by any manager, even otherwise also, rumours and gossips continue to be aired very frequently against the managers by groups of frustrated employees.
If you are afraid of the grapevine, you cannot assure even your own productivity, what to say of your team members. So, if any activity is made in good faith and intention in the mutual interest of employees and the organisation, why to be afraid of grapevine?
From India, Delhi
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Time-management -7439-4556_187. ppt
Time-management _sent__1__200.d oc