Misuse of maternity benefits

Hi,If she had a miscarriage, then it must be in hospital. You can do one thing. Just ask the employees to submit the copy of the details like: Hospital Charges, Prescriptions, Reports etc.And get it checked & verified.RegardsArpu

Dear Sonal,
day after tomorrow this mail again.
Rgds

Sonal:
I have seen your query and understood the situation; after going through the responses from the fraternity; thought to add few more points to make it little more clear

Maternity leave can be availed 4 weeks prior the delivery
As per the Law, one can avail 5 months as Maternity leave basing on the condition for which the employee should be submitting the required documents

One can not take the Maternity leave in 2-3 shifts, it should be continued at a stretch

As Samia, rightly pointed out, you need to have a policy document which talks about the Maternity leave and should be over communicated to the employees so that they do not mis-use it

Particularly, In this case, if an employee is claiming that she had an abortion, it is evident that she should be carrying the Medical reports along with the Admission and discharge summary

at the end, you can directly talk to the Doctor who had given the Certificate and tell him the consequences

Hope it clarifies

Thanks,
- Mirza

An organization should have a panel of approved doctors. Certification from such doctors can be obtained in these cases. Policies should be formulated but while formulating such policies one has to be careful about the fact that rules of any company cannot be above the laws of that country.

Hi Sonal,
There is always a possibility of complications during pregnancy, hence, employees may need leave due to genuine reasons also. I do not recommend changing policy due to one exception. I have been concerned about HR losing its human face and being more administrative than being facilitative.
The employee is know to have poor leace record and is now coupled with misrepresentation of facts calls for counselling. There could be some concerns that efficient HR can certainly help to resolve and will be appreciated by all.
It is possible to veryify the facts presented by employee from doctor who issued the certificates, you may also make sure that employees consult empanelled doctors, that too is known to be employee friendly policy.

i think this facility is avilable for two times only............

Dear Sonal,
what you can do is have the employee examined by a doctor from your side and in fact you can make this a mandatory practice that employee need to be checked up by company doctor before leave is granted

well there cud be two things for all such cases

- Try to push for test and check-up by the company prescribed clinic or doctor. You can connect with a doctor and get the medical done in all such cases on the company's behalf before approving a leave. Make it mandatory to get the check-up done from the same doctor for maternity leave.

- Then ensure that in any case where in the leave is not justified make it Leave without pay on medical grounds. Do not pay untill the person gets the certificate again from the company's prescribed doctor.

If you circulate this wud certainly be eliminated.

Hi,

Great. The morality is at stake. Have a doctor empenneled, Hope he will be Honest.

Tunar

Dear All,

I want to add few other points
a) Medical leave policy in Standing Order of Company, make it is on the discreation of management, that if anybody is going on maternity leave, it should be examined by the penal doctors of the Compnay, so that no one misuse this policy;

b) As far as my knowledge is concern you can not limit the maternity leave upto 2 case.

Thanks

Shish Uniyal