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Medical examination
Dear sir/madam kindly inorm me that as per factory act 1948 medical examination is needed for the employees through the certifying surgeon? who will be the certifying surgeon in case of hazardous process? regards ankita
Re: retrenchment
Hi retrenchment is a different procedure all to gether and has no relevance to employee being on fake medical leave. if you are thinking of terminating the services then kindly follow the procedure as under. 1 if it is proved by records/ witness that the employee is on fake medical leave / feigning sickness issue a letter to appear for a medical examination before the panel / doctors decided by your company. 2 in the examination the claim of sickness along the supporting documents if any submitted by the employee can be verified and a written opinion from the doctors/ panel can be obtained. 3 based on the above issue a show cause notice and proceed with the disciplinary actions like enquiry second show cause and termination. 4 or if the employee is not a workman under the id act you can staright way ask him to report for medical examination and on finding his claim of sickness to be false can be issued a letter of trmeination. 5 if the employee being not a workman and if does not appear for the medical examination also then you may send a termination letter to his permanent address with specific justification for termination. kind regards dayanand l guddin
Medical surveillance - frequency
Dear experts we having work force who are in exposure of chemicals and some physical hazards. we use to conduct medical examination to each and every employee at time of joining. my query is "is there any frequency of medial surveillance for employees? is any legal aspect comes in to this?" please also mention what type of medical tests to be conducted to employees who exposes to hazardous chemicals. please enlighten me on this.. regards i khan
Medical examination - who should pay the bills?
Dear admins please my organization in nigeria has asked all staff to go for medical examination because they believe some staff that were employed less than a year ago are always taking sick leave whereas we older staff have not be having health challenge. though this is a welcome development by all staff but the problem is that the management what the staff to foot the bills is this appropriate?
Termination without genuine reson
Dear team i am sales manager in the pvt bank. handling contractual sales team have right to approve leave.dont have any financial right.now i receive termination letter from the bank due to absconding and not appear for the medical examination. i was on medical from the 17 nov 2014.i have all receiving for leave application and medical certificate. and i have receive one letter from my bh for the medical examination by the bank. i visited the bank on that day which is mention in letter and visit doctor clinic alongwith one branch staff . have a copy of dr. priscription. request you to please guide me can i go in labour court or some were else. akhilesh
Measures to reduce joining decline rates
Hi we all know how difficult it is for talent acquisition group to make candidates join on the specified joining date. every organization suffers from candidates declining to join them at the last moment. so what steps should we take to prevent/ minimize decline rates for joining. and what steps should we take to ensure candidates do not shop around with offers and create embarassment to the organization that is interested in recruiting him/ her?