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 may be 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. Every body not just liked but loved him. Though he was a senior staff member he never bossed over any. He was always ready to help even in others family matters; in fact he was every body’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 heart attack, and his grand father’s funeral and so on, quite often repeated same reasons. He never disclosed to any one about his residence or family details. He always used to some how divert the discussion if any one asked on his personal matters.
His work was perfect. His table was always clear. He was however a headache for HR. They could not tolerate his absenteeism. Papers were put up many times for disciplinary action. Despite the warnings and even threat of termination from top he used to be absent.
While on the beach road on way back from some official duty during working hours 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 up.
Very next day the HRMgr had to meet one of his close friends -a Cancer specialist at the hospital. As the HRMgr was entering the Doctor’s room the fellow -our man was coming out. He probably did not see the HRMgr..
On enquiry HRMgr 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 HRMgr, back in the office will you sign the termination orders or not ?
Regards,
Kesava Pillai
From India, Kollam
252I 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 may be 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. Every body not just liked but loved him. Though he was a senior staff member he never bossed over any. He was always ready to help even in others family matters; in fact he was every body’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 heart attack, and his grand father’s funeral and so on, quite often repeated same reasons. He never disclosed to any one about his residence or family details. He always used to some how divert the discussion if any one asked on his personal matters.
His work was perfect. His table was always clear. He was however a headache for HR. They could not tolerate his absenteeism. Papers were put up many times for disciplinary action. Despite the warnings and even threat of termination from top he used to be absent.
While on the beach road on way back from some official duty during working hours 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 up.
Very next day the HRMgr had to meet one of his close friends -a Cancer specialist at the hospital. As the HRMgr was entering the Doctor’s room the fellow -our man was coming out. He probably did not see the HRMgr..
On enquiry HRMgr 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 HRMgr, back in the office will you sign the termination orders or not ?
Regards,
Kesava Pillai
From India, Kollam
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
From India, Mumbai
Dear Friend,
I agree with staffy79. further I am of the opinion that
Onemust realise that as a HR Man you have several role toplay in an organisation. Some of them are you are a Adminstrator where you have to be impartial to all employees. As a part of imparting discipline, appropriate action ( may not be termination) was called for from time to time. Secondly as a Human being you have tobe helpful for a reasonable cause. I feel that when the employee was absent and quoting different reasons the HR guy must have smelled the rat. Does the HR man corssed check the reasonable ground of absenteeism. It appears that NO. had it been that, the guy might have lived few more years as apprpriate treatment/help might have been extended tohim may be by Co. or by colleagues or even by relatives. Such patients doesnot like to gain sympathy and therefore they doesnot like to talk on personal matters.As a HR man where most of the employee look at you as a person who will help in distress, it was one of the duty to check his absence from work. Those who feel that HR is the asset of the organisation. They also care for their people very much.
From India, Nagpur
I agree with staffy79. further I am of the opinion that
Onemust realise that as a HR Man you have several role toplay in an organisation. Some of them are you are a Adminstrator where you have to be impartial to all employees. As a part of imparting discipline, appropriate action ( may not be termination) was called for from time to time. Secondly as a Human being you have tobe helpful for a reasonable cause. I feel that when the employee was absent and quoting different reasons the HR guy must have smelled the rat. Does the HR man corssed check the reasonable ground of absenteeism. It appears that NO. had it been that, the guy might have lived few more years as apprpriate treatment/help might have been extended tohim may be by Co. or by colleagues or even by relatives. Such patients doesnot like to gain sympathy and therefore they doesnot like to talk on personal matters.As a HR man where most of the employee look at you as a person who will help in distress, it was one of the duty to check his absence from work. Those who feel that HR is the asset of the organisation. They also care for their people very much.
From India, Nagpur
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 and in-fact HR itself is self explanatory...Human Resource/ Human Relations
From India, Delhi
From India, Delhi
I think as HR we play several roles; we are management representatives (but not to the point of becoming management cronies) and as such we are to take care of the company's interests, simultaneously we are also the act as representative of the employees to the management (but not to the point of being too employee sided). The only way that we can be effective in both is to detach ourselves from management and from its personnel - we then act as consultants.
In such a case, we know for a fact that in the event that the employee dies, depending on the position, the company's operations will be jeopardized. Given the 2 month or so period that was advised by the doctor, as a management consultant, the option is to recommend the approval of the termination papers. This is in view of the constant absenteeism, which is not just in violation of company rules but is also affecting productivity. If the termination will not be released, there is a big possibility that in the future when the employee is already incapable of coming to work because of this sickness, absenteeism will further increase, and facilitation of the termination will be even more difficult by then. Now that we have a timeline, HR should start with succession efforts i.e. identifying and training possible replacement.
However, as human relations practitioners, the termination should be subject to a number of considerations. One for example is that even if the employee-employer relationship does no longer exist, the company can probably still extend a few benefits like medical /health card benefits to help the employee with his hospitalization. Second is that we can give him a good separation package / pay. i.e. we can give him a month worth of his salary for every year of continuous service with the company.
We can be both management and personnel sided at the same time. We just have to have a deep appreciation of the concerns and views of both parties.
From Philippines, Quezon City
In such a case, we know for a fact that in the event that the employee dies, depending on the position, the company's operations will be jeopardized. Given the 2 month or so period that was advised by the doctor, as a management consultant, the option is to recommend the approval of the termination papers. This is in view of the constant absenteeism, which is not just in violation of company rules but is also affecting productivity. If the termination will not be released, there is a big possibility that in the future when the employee is already incapable of coming to work because of this sickness, absenteeism will further increase, and facilitation of the termination will be even more difficult by then. Now that we have a timeline, HR should start with succession efforts i.e. identifying and training possible replacement.
However, as human relations practitioners, the termination should be subject to a number of considerations. One for example is that even if the employee-employer relationship does no longer exist, the company can probably still extend a few benefits like medical /health card benefits to help the employee with his hospitalization. Second is that we can give him a good separation package / pay. i.e. we can give him a month worth of his salary for every year of continuous service with the company.
We can be both management and personnel sided at the same time. We just have to have a deep appreciation of the concerns and views of both parties.
From Philippines, Quezon City
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, and 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 would be to let him continue and in the mean time search for an appropriate replacement, so that the work does not suffer.
In this way a balance can be struck between the Company interests and the well being of the employee as well.
BTW Mr. Pillai is this one of your case study assignments??
From India, Delhi
Being the HR person i think the best would be to let him continue and in the mean time search for an appropriate replacement, so that the work does not suffer.
In this way a balance can be struck between the Company interests and the well being of the employee as well.
BTW Mr. Pillai is this one of your case study assignments??
From India, Delhi
I think a big consideration here is the culture of the company. If you belong to a highly formalized organization, I think 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. Yuou 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 scenarion given, the employee actually prefers to spend his time doing philanthropic work rather than spend it in the office. Letting him go actually gives him the opportunity to extend himself to the poor and mendicants. So this I think 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
Looking at the scenarion given, the employee actually prefers to spend his time doing philanthropic work rather than spend it in the office. Letting him go actually gives him the opportunity to extend himself to the poor and mendicants. So this I think 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
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
From India, Delhi
The case is hypothetical to the core. Can definitely be a good plot for a celluloid saga. Tell me, an employee who is so clean at work and also in the height of peer relationship, can his family details be a secret???
Watch out for my post with a real life case quite similar to Mr.Pillai's case.
From India, Gwalior
Watch out for my post with a real life case quite similar to Mr.Pillai's case.
From India, Gwalior
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