Thread Started by #sojuloyola@yahoo.com

DearFriends,
Please help me take a genuine decision.
Our company is allowing 1 sick leave and 1 casual leave per month.
One of our employee took two days leave due to his illness, fever.
He had not met a doctor for his illness.
As per our leave policy I can sanction only if he submit medical document. Other wise it should be a casual leave.
In this situation and as per leave policy in our company he will not get sanctioned his leave unless he submit medical document.
In this way he will loose his two days salary.
Please advice me to take a decision on this. Any option for changing one sick leave to casual leave.
Please advise.
Waiting for your comments
Thanks
Soju
17th July 2009 From India, Kochi
Dear Soju,

I cant believe wat u say…..Actually medical certificate has to be submitted only if an employee avails leave for more than 3continous working days…For one day or two, no company will ask for medical certificate………..wat if an employee availed one day leave for an headache or stomach ache or body pains or vomiting or sun stroke etc……..should submit MC , no way…….As a HR I would request you change the policy first.

In ur company employee leave is not calculated on annual basisi rather its calculated on monthly basis i.e.,1CL and 1SL so format the policy in such a way where u don’t place urself in critical situations taking weird decisions….Would suggest you to allocate leave on annual basis rather than monthly…….This way u will reduce more headaches……..as well as u can reduce the leaves too( IYear u give 12CL and 12SL so u can make it as 8CL, 8SL and 8PL)…If u want I can help u out……Plz let me know

Leave in a company is given as a perk to the employee………Leave adjustment can be done anytime any where depending on the situation and this initiative should be taken by a HR…..HR cannot be strict all the while like a teacher . HR should understand the situation and respond accordingly sometimes in the favor of employee and sometimes in the favor of management

HR is responsible for employee welfare….and should do that in a proper manner………Ask that employee to apply one day casual leave and another day as sick leave(Don’t deduct his salary)…Talk to ur management and change the policy for an healthy environment
17th July 2009 From India, Madras
RJ getting a MC is very easy...........Just pay Rs. 50 or 100 to any doctor........u will get it. The issue here is the policy.....Why should the employee get a MC paying Rs.100 for availing just 1 day SL for the reason headache( Just an example - headache) .....His tablet would have costed Rs. 1 but MC Rs. 100..............Ridiculous.

Rs.100 may be a small amount to us but there are employees to whom this Rs.100 mean alot......Let me give u an example of an incident.......I was moved alot after hearing this

My friend is working as an HR in a small company tat holds just 20employees....July 1st was their MD's birthday so everyone had to contribute Rs.100 to purchase a gift for him(This was an order from the 2 TL's).....Everyone contributed....But because of this Rs.100 forceble contribution one guy from tat company had to walk 3kms - morning and 3km - evening because he has given away his full month bus fare to purchase MD gift

A guy name XXX(Didint want to mention his name) was getting Rs. 7000 as salary but he has too many family commitments.....for him every rupee counts.
He has to send Rs. 5000 every month to his home to pay the debts....he is residing in his sisters home - 3kms from his office...He has to pay Rs. 1500 to his sister for food and stay....So Rs. 500 is all left for his expenses where in which monthly once he goes to his native to see his mom(Dad expired when he was 4yrs old) so bus fare (To and fro) Rs. 180. Balance amount Rs. 320...he has to run entire month with that money..

Think over how difficult is it...............Wat say brother????:(:(:(



17th July 2009 From India, Madras
Thanks Malini for your genuine thoughts
Me too have same thoughts.
I am attaching herewith our company leave policy.
If you have time please review. It is already in force.
An employee can take medical leave as per his health condition.
Our compnay is providing only 12 medical leave per annum and also one per month.
Casual leave herecome 10 per year and would be taking approximatly one per month
Thanks
Soju
17th July 2009 From India, Kochi

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Dear Malini, what you think of our leave policy. Please have a look if you have enough time Soju
18th July 2009 From India, Kochi
Please find below one reply I recieved
nehakhale's Avatar
nehakhale nehakhale is online now

Join Date: Jun 2007
Location: mumbai
Posts: 81

nehakhale
Dear Sojuloyola,
We do have the same policies as you. it is quite understandable on the person's level that he might be sick and isnt able to provide any medical document from doctor.....ask him to submit any medical precicription or a bill which states tht he has taken some medicine for his illness.
Now a days it is too obvious tht people take sick leave as they need to apply for any other kind of leaves.
Ask him to submit any proof of his illness as it needs to be as per the company policy...thn tht is his job how to produce it.. you need to stick to wat the norms of ur organization has.......
Hope i have added some value to ur question.
Regards,
Neha Khale
18th July 2009 From India, Kochi
Soju i will get back to you on the policy by the end of the day.................

By the way i agree with Neha thoughts and views tat we need to stick to wat the norms of ur organization has but HR is the one who formulates all these so plz formulate in such a way tat neither the management nor the employees should feel dissatisfied.

For any IT company no HR or the management will implement norms like these........If the employee has taken leave for headache how come an employee submit medical prescription or bill for the tablet that costs 50paise or 1Rupee please think???????can u submit???????..........As a HR the first thing that we should keep in mind is that, while formulating a policy we should make sure tat it is not complicated, where we stand dumb in front of employees when they shoot such sirt of questions.

Policy should always be clear...I dont know whether the employees in your company come back with such kind of questions.....Usually no employee agrees to such policies....

Soju one thing tat i couldnt understand is that when leaves are meant annually then why did u again spilt it into monthly ........Once u say that there are 12CL and 12SL for an employee for one calender year then tats over why do u split tat and say tat u cannot take more than 1CL n 1SL per month and if u dont avail that leave its gone.........ooooooo............so u force them to take 2leaves per month ...........y is it so?????????

Actually when leaves are allocated for a particular employee then its between the employee and their reporting head to decide whether their team member can avail so many leaves or not because the TL alone know what work has been allocated to tat employee, can i allow him on leave or not etc...If leave approved HR will mark as leave...if thats Sickleave HR marks leave and asks him to submit Medical cerificate if exceeded more than 3 continous working days.........If all the leaves of that particular employee has been exhausted and if still the TL approves the leave then mark it as LOP........its so simple then y do u wish to complicate it. Quarterly once HR has to send the leave details (i.e leave availed by an particular employee)to the TL which includes the no. of leaves taken by their team members-----monthly leave details

Never give room for questions or complications....leaves are meant annualy not monthly......monyly leave calculation is done for employees on contract or consultansts.....yearly leave allocation is done for permanent employees.........these are certain rules n regulations tat need to be followed before allocating leave for an employee

Let me know if u have any more doubts????????????/
20th July 2009 From India, Madras
Hi Malini I am an HR student.I would like know the basis for calculation of leaves.How does the operation come into picture here?
22nd July 2010 From India, Warangal
Hi Malini I am an HR student.I would like know the basis for calculation of leaves.How does the operations come into picture here?
22nd July 2010 From India, Warangal
Dear Malini
Hi!! Great info, especially the leave policy has been formulated very clearly and genuinely. But still I have a query here...human mind u see!!
If all the leaves of a particular employee has been exhausted and if still the TL approves the leave should be marked as LOP. Can't the approval and the MC be considered for his pay and not LOP?? A person earning, say, Rs. 5000/-p.m. and going on a sick leave due to malaria for a month, after all his treatment might be left with just meagre amount in hand. How do u suggest.....esp. "to pay or not to pay"?
Eagerly waiting for a response.
Regards
Pal
19th November 2010 From India, Hyderabad
Hi,

Very well said MALINI, I am really impressed with your thorough understanding about employees benefit and Organizations Policies making. About leave policies, its the only HR who is solely responsible for it formulations and Implementation if he cannot persuade the management to change the stringent policies of the company for employees' benefit then what is the use of having such passive person on the seat of HR. Policies are designed to provide benefits to both the management and the employees, these are the perks provided to the employee for his benefit and no leave policy has any hard and fast rules to formulate it, it all depends upon organization to organization that how to formulate their leave policies or other rules and regulations.

I too have not witnessed any such ridiculous rule of submitting MC Or MP for SL of 1 day and if it is existing in any organization then I would just like to request the reader who are designated as an HR to talk to the management and convince your management to revise the such policies for the employees benefit as management is not going to get anything from 1 days MC it will be just counted among the waste paper but the one who is procuring it from the Doctor, for him it is going to matter a lot & more over management itself it encouraging the employees to act deceitfully with the organization which will lead the employees to submit unreasonably fake proof to the company on every small little thing.

Many times we suffer such problems like backache, headache, bowel disorder, giddiness, nauseousness or mild fever due to exertion but after a day or 2 days rest problem vanishes like any thing and its a matter of common sense that every physical problem doesn't carry MC & MP as many people have some home remedies available with them to cure this or that problem, sometimes one has to give time to the time to heal it up & those company who are always demanding certificates for every small little thing is first of all is not acquainted with the real structure and scenarios of the big companies' policies formulation and they have only learned that every thing has some written evidence so they start imitating them blindly without using a slight common sense that for what circumstances those policies were designed does they carry any sense if we mold it in xyz direction & its disgusting to have those people on the seat of Human Resource who doesn't even understand how to take care of organizations' most valuable assets that is HUMANS.

AND

Dear RJ you are really lucky to have some Doctor to provide such free certificates but I will never appreciate that my employee has to submit me any spurious document to sanction his leave and not everybody is good enough to earn such a contacts who can provide them MC free of cost.

Bro. this is really not a matter of derision, read the above example quoted above by MALINI that really galvanize any superior to think again about his policy making.
19th July 2012 From India, Chandigarh
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