Medical Leave Clarification Required - CiteHR
Employee Engagement And Retention, Day To
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Gunjan Sarojwal
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Dear All seniors,
I am seeking clarification for the below issue on leave.
One of our staff took a medical leave in the month of May. He haven't submitted his medical supportive documents till now. We have a policy that a loss of pay would be if failed to submit medical document by the employee.
If he is submitting medical document this month can we reimburse the holded one day salary to the employee?
Please advice........:icon1::icon1::icon1::icon1:

yes u can reimburse,there is no any hard and fast rule ..u hv to follw that only...if u can ..then uhv to reimburse....Just imagine if iwill dedduct ur one day salary on the same issue.....then wat u wil think abt me??abt ur HR???providing teh facility to ur emp is one of your duty ...but if the same emp is repeating the same thing ...then u should be strict that time....see its depend on the situtaion,emp ...but wat ur rule exactly u hv any rule to sumbit the medical reprts within so and so dates oafteravaling the leave

Yes our time line is along with the leave application form. He have submitted leave application form.
not a prob at all.......u hv to give his one day salary ..may be he was unable to provide the med certificate coz of soem reason.....ask the reason tell him dont repeat it again give his salary......ths is very simple issues hapning in all companies,u hv to manage these things but if it wil take one more month then u should not ...

How can you make sure that the document provided after a month as medical proof is fake or not?
If someone takes a leave for genuine medical reason then that person should provide the medical within a week.
In our firm, we give 5 working days time to submit medical or else the leave will remain unpaid.
If you have not paid the salary of May till date that you can adjust that leave but a reprimanding is needed.

Any medical leave application has to be supported by a medical certificate issued by a registered medical practitioner, with his signature and seal. If no supportive certificate is produced along with leave application, you can reject his request and treat his absence as loss of pay/ unauthorised leave. Further when the employee reports for resuming duty after the medical leave, he is required to produce a fitness certificate from the same medical practitioner, without which employer can not permit such an employee to resume duty.
Supportive medical certificates should not be accepted later. Treat his absence as loss of pay and initiate action for unauthorised leave , if he had not intimated that he was sick during the period of absence.
Be stern in dealing with such situations as an HR Manager. Do not show any kind of leniency.Rules are meant for compliance and not for flouting.

I agree with gopan ,processes have to be disciplined.if in ur policy its not documented that within certain time frame medical certificate shud be provided else it wont be considered. This can be a lesson to ur management too and hopefully after this happening they will agre easily to ur point of putting a slab on the time period for submission
Thanks All Seniors,
We finally took the decision as what Mr. Gopan Said.
Since our company is a small start up and we are implementing these policies.
If we care for for any leniancy it will create big problems near future.
Thanks for all for valuable comments and advice

If you have a policy on leave matters, do implement it. To add, generally, if one takes sick leave for 4 days and beyond, a medical certificate is mandatory in most companies. This must be submitted immediately upon his return to work. If you have a medical officer or a doctor, the associate is referred to him and the certificate is countersigned for validity & also as a process, this works very well. Now, if he has submitted at his own sweet time, the organisation can take the call whether to consider his application or not. It is not mandatory for us to accept. You are the BOSS !!!
Dear friends,

Gone through all your suggestions and comments, as Mr. Ravikumar told any employee will be going to the doctor for treatment if it is a continued sickness ie., more than two days. Generally for cold etc we normally use some medicines on our own and attend the duty the next day hence it is better and as a practice it should be for more than 3 days absence of sickness.

The other point is that you should look into the attitude of the employee, if it is first time or it happens very rarely then you have to clear after obtaining the clearance from the HOD this type of flexibility is very much required or else the rule should be rule that means we should follow the same procedure in case of HODs / senior level employees (in most of the organizations this will not happen, in some organizations the senior management people may be sending mails regarding their absence or will mark leave in the attendance register ) failing which there is every possibility of the employees questioning HR and HR will loose the credibility.

regards - kameswarao

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