Employee refusing to eat... any advice????

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janinki

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So I have this employee who has a lot of medical issues. She has high blood pressure, has frequent blood clots in her legs and the sickness we do not speak of (doctor told me).

The past week she has refused to eat, even though she is constantly light headed, dizzy and feel nauseous from hunger! Why? Because she feels lonely apparently....

She is on waferin, ARV's and blood pressure meds.

Can anyone advise me what action to take? My business is very physical and I am scared that if she doee not listen to me she will die or collapse
 
What is this sickness we do not speak off? Speak off it!

EDIT: I take it ARV is the clue.
 
You can request her to consult with a psychiatrist.
Obtain detailed medical advice on her condition and which type of work she could do without impacting on her health.
Transfer her to an area where she doesn’t have to perform strenuous work.
 
Jip ARV is the clue... She has used up all her sick leave and paid leave until 2016. I have a very small business in the catering industry. I unfortunetly cannot afford her to not work at the moment as I do not have any other staff and am fully booked till end May! She is going for her monthly check up tomorrow at local clinic.
 
janinki said:
Haha @GreGorGy! She does not smoke or drink so that one won't happen
Click to expand...

Pity - it may make her feel better.
Perhaps read up a bit on the use of the herb in her health circumstances, of which you are obviously far more aware than I.

(I Am Not A Doctor.)
 
Problem is....
1. I don't know where to find it
2. How will I give it to her if she refuses to eat and drink anything? :(

Wish they can legalise the oil pills in SA would cure a lot of people...
 
Surely you know which clinic she frequents? Contact them and they should arrange counselling.
 
Buy her some local KFC nuggets. I know she doesn't WANT to eat anything, but if need be - force-feed.

If you know that you're already in dire straights (sorry to say), you shouldn't be able to resist a good take-away.

Also give her a 'Ensure' Strawberry nutritional shake (those drinks are addictive)

And some Effervescent tablets.

It won't cure her, but if this doesn't give her a little bit more energy, then nothing will.
 
Last edited by a moderator:
janinki said:
So I have this employee who has a lot of medical issues. She has high blood pressure, has frequent blood clots in her legs and the sickness we do not speak of (doctor told me).

The past week she has refused to eat, even though she is constantly light headed, dizzy and feel nauseous from hunger! Why? Because she feels lonely apparently....

She is on waferin, ARV's and blood pressure meds.

Can anyone advise me what action to take? My business is very physical and I am scared that if she doee not listen to me she will die or collapse
Click to expand...

If she is so weak and cant work, have an incapacity hearing and dismiss her.

Shedule 8 code of good practice - reasons for dismissal - LRA 1995 as amended.
 
Brawler said:
Surely you know which clinic she frequents? Contact them and they should arrange counselling.
Click to expand...

Patient confidentiality is a biatch...nobody may know anything. If the doctor doing her zuma year didn't tell me indirectly she has a "huisie in die Vrystaat" I would not have known that either. They also don't do counselling at this clinic
 
Leonidas said:
Buy her some local KFC nuggets. I know she doesn't WANT to eat anything, but if need be - force-feed.

If you know that you're already in dire straights (sorry to say), you shouldn't be able to resist a good take-away.

Also give her a 'Ensure' Strawberry nutritional shake (those drinks are addictive)

And some Effervescent tablets.

It won't cure her, but if this doesn't give her a little bit more energy, then nothing will.
Click to expand...

Tried all of the above and wasted loads of money as she simply refuses to eat or drink anything!
 
TEXTILE GUY said:
If she is so weak and cant work, have an incapacity hearing and dismiss her.

Shedule 8 code of good practice - reasons for dismissal - LRA 1995 as amended.
Click to expand...

@TextileGuy, easier said than done with the CCMA on the employee's side all of the time :/
 
TEXTILE GUY said:
If she is so weak and cant work, have an incapacity hearing and dismiss her.

Shedule 8 code of good practice - reasons for dismissal - LRA 1995 as amended.
Click to expand...

This is what I was thinking

janinki said:
@TextileGuy, easier said than done with the CCMA on the employee's side all of the time :/
Click to expand...

Go to the CCMA and ask them how to handle the situation.
 
janinki said:
@TextileGuy, easier said than done with the CCMA on the employee's side all of the time :/
Click to expand...

No, not really.

You need to find out what the nature of the illness is - thats been done already.
You call a hearing - its not a misconduct hearing, its a capacity hearing.
Give the employee time to prepare - (reasonable time - a few days)
At the hearing, remember the employees right to representation.
In essence, the hearing is to probe the extent of the illness - ie - can it be cured, has it affected the job, how long or how many work days are affected.

The next step is the critical step ... you need to be sure that you have no other job for the employee to do considering the condition, and that you cannot adapt the job to ''fit'' the condition. You should offer any reasonable support that you can - such as assisting to find alternate employment, or paying the employee a pro rata bonus.
All of this MUST be recorded in writing or other during the hearing.

If this does go to CCMA - they will want to see that you did everything possible to avoid dismissal, and in the event of dismissal you showed some sort of compassion.

You could also google the Hendricks v Mercantile and General Reinsurance case for precedent. I have used this before in a few cases, and the one where I was taken to CCMA, the commissioner was satisfied with our side of the case.

Also remember, should the employee raise a dispute with CCMA, she only has 30 days in which to raise such.

You could also employ the services of an HR consultant in the name of procedural fairness and let them conduct the hearing for you.

Alternatively - keep the employee and live with the effects of the illness.

Whatever you decide, I hope you are able to solve your issue.
 
TEXTILE GUY said:
No, not really.

You need to find out what the nature of the illness is - thats been done already.
You call a hearing - its not a misconduct hearing, its a capacity hearing.
Give the employee time to prepare - (reasonable time - a few days)
At the hearing, remember the employees right to representation.
In essence, the hearing is to probe the extent of the illness - ie - can it be cured, has it affected the job, how long or how many work days are affected.

The next step is the critical step ... you need to be sure that you have no other job for the employee to do considering the condition, and that you cannot adapt the job to ''fit'' the condition. You should offer any reasonable support that you can - such as assisting to find alternate employment, or paying the employee a pro rata bonus.
All of this MUST be recorded in writing or other during the hearing.

If this does go to CCMA - they will want to see that you did everything possible to avoid dismissal, and in the event of dismissal you showed some sort of compassion.

You could also google the Hendricks v Mercantile and General Reinsurance case for precedent. I have used this before in a few cases, and the one where I was taken to CCMA, the commissioner was satisfied with our side of the case.

Also remember, should the employee raise a dispute with CCMA, she only has 30 days in which to raise such.

You could also employ the services of an HR consultant in the name of procedural fairness and let them conduct the hearing for you.

Alternatively - keep the employee and live with the effects of the illness.

Whatever you decide, I hope you are able to solve your issue.
Click to expand...

Thank you so so much! This has helped a lot! I think that sounds like the solution...
 
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