I am little perplexed about this undue concern for precedents. Not all precedents are bad. Managements need not be apprehensive of setting up good precedents that convey positivism of the management, enhance it's image and good will among employees, help employer branding and smooth employer-employee relations which in fact may have a healthy effect on productivity.Work-life balance is one the important factors that is engaging the minds of employees in choosing their employers and that of employers in retaining employees. Precedents of this nature are not of daily occurrence and the management shall accord concessions on merits of each case and should it be so apprehensive of a precedent, it can lay down certain norms too to regulate their sanction.
B.Saikumar
From India, Mumbai
1897B.Saikumar
From India, Mumbai
I hope you know very well how in a work place ‘precedents’ once created for one person sought to stay as a norm to follow for the future for everybody. In this query, it’s likely to be created in order to manage the peak hour rush during the pregnancy associated uneasiness. Let’s remember the concession is sought not for one day or a few days. It’s for a continuous period of about 3 months therefore we cannot rule out a ‘precedent’ is being created with the blessings of HR. Thus it’s also possible to quote this precedent in other matters too. And when arises it may be difficult for HR to wardoff as the precedent is being created not of pregnancy per se but to manage the travel blues. And it goes without saying the blues are there for every body. That's why it's better to keep it at HOD's level who ultimately is responsible for managing the show in the respective dept.
From India, Bangalore
From India, Bangalore
Dear Shri Dhingra,
I have never stated one should be scared of grape vine.
I only suggested that such special dispensation given to an employee-coming half hour early and leaving one hour early- will become common knowledge.
Some earlier member had suggested keep this permission/relaxation known to limited people ""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?""
My response was regarding how grape vine would ensure all staff become aware.
Precedents have a tendency to become rules.
So one should be careful of setting a new precedent.
From India, Pune
I have never stated one should be scared of grape vine.
I only suggested that such special dispensation given to an employee-coming half hour early and leaving one hour early- will become common knowledge.
Some earlier member had suggested keep this permission/relaxation known to limited people ""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?""
My response was regarding how grape vine would ensure all staff become aware.
Precedents have a tendency to become rules.
So one should be careful of setting a new precedent.
From India, Pune
It is always better, if the employees become aware of all welfare moves made by the management. That should not remain secret.
From India, Delhi
From India, Delhi
Welfare measures should be common for all. Tomorrow another employee or other employees have a medical condition the management should extend the facility to all.
My only point is management can be and should be helpful and considerate,but effect of each welfare decision needs to be carefully weighed and then implemented.
From India, Pune
My only point is management can be and should be helpful and considerate,but effect of each welfare decision needs to be carefully weighed and then implemented.
From India, Pune
True, I am not for bad precedents.Good precedents that reflect a culture of sensitivity to the emotions and sentiments about what a woman employee considers most important for herself and the family and in most cases justified by a medical condition, can be a norm but not for all but for all similarly placed women.When law itself compels an employer to put up with the absence of a pregnant women for 12 weeks with the prospect of enhancing it to 24 weeks shortly without asking any questions in addition to embargo on other restrictive actions by him, the request for such small concessions can be considered on merits.For fear of precedents, if the management is hesitant, probably the woman employee may be compelled to choose between her employment and safety of herself and the child in the womb and in all cases she will choose the latter.If the woman employee is a good resource, the cost of finding a suitable replacement for her may be many times more than the cost of one hour concession.Not only this it may also shut other avenues of compensating this cost of one hour concession like asking her to come one hour early or she may be more productive during the shortened hours of work to complete her tasks of the day or the options of working from home too. A lot of options can be worked out by HR to compensate for her presence at office for one hour less and it may even formulate policy for this to regulate their sanction.
B.Saikumar
From India, Mumbai
B.Saikumar
From India, Mumbai
There is a difference between exceptions and general rules. Exceptions cannot be made a general rule for extending to one and all. A manager's obligations towards the organisation and the workers are not fulfilled by merely folowing dotted lines. So, where is the need of a manager, when anyone can follow the dotted lines. A manager has to show his insight and acumen by his abilities in judging the prevailing circumstances and conditions and to work as the occasion demands.
However, if liked, you may extend such facilities to one and all pregnant women in your organisation, may she be or not be in need of extra care by the management. Nobody would object to that. They would definitely enjoy that concession at the cost of your own career.
My best wishes!
From India, Delhi
However, if liked, you may extend such facilities to one and all pregnant women in your organisation, may she be or not be in need of extra care by the management. Nobody would object to that. They would definitely enjoy that concession at the cost of your own career.
My best wishes!
From India, Delhi
Dear friends,
Concessions and special cases do exists with various establishments. These will differ from estt. to estt. and methodology adopted depending on the circumstances. I have seen even male employees who met with accidents/ill allowed to work from home when he was immobilised for months together till became alright (I also was one such person). At the same breadth we have also seen pregnant female employees are relieved either during or at the expiry of ML by a few employers despite the law against such action. There is also talk of granting single male parent & husband of pregnant female employees paternity leave. I only wish to say I'm not for or against agreeing to certain concessions on merits. But at the same time if it is going to be commonly implemented for all female pregnant employees no one is going to object. The emphasis is on equality in granting such concessions which is sought gain thru' the precedents being created which will compel the HR/ admin. not to implement this on selective basis or discriminate on the pretext of disputable merits.
From India, Bangalore
Concessions and special cases do exists with various establishments. These will differ from estt. to estt. and methodology adopted depending on the circumstances. I have seen even male employees who met with accidents/ill allowed to work from home when he was immobilised for months together till became alright (I also was one such person). At the same breadth we have also seen pregnant female employees are relieved either during or at the expiry of ML by a few employers despite the law against such action. There is also talk of granting single male parent & husband of pregnant female employees paternity leave. I only wish to say I'm not for or against agreeing to certain concessions on merits. But at the same time if it is going to be commonly implemented for all female pregnant employees no one is going to object. The emphasis is on equality in granting such concessions which is sought gain thru' the precedents being created which will compel the HR/ admin. not to implement this on selective basis or discriminate on the pretext of disputable merits.
From India, Bangalore
Hello Dipal,
At least you can ask for the concession to be certified by a registered Medical practitioner from there you will treat that as a special medical attention so the treatment will not be the same like all other employees.
From Tanzania
At least you can ask for the concession to be certified by a registered Medical practitioner from there you will treat that as a special medical attention so the treatment will not be the same like all other employees.
From Tanzania
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This rejoinder is only for deliberations sake not otherwise.
Referring to the instant case, the concession is being sought to have comfortable commuting to & fro to office especially during peak hours. If so, we have to consider the request on merit basis means, will a medical practitioner certify to this requirement ?
From India, Bangalore
This rejoinder is only for deliberations sake not otherwise.
Referring to the instant case, the concession is being sought to have comfortable commuting to & fro to office especially during peak hours. If so, we have to consider the request on merit basis means, will a medical practitioner certify to this requirement ?
From India, Bangalore
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