HR Manager- TUCB
Many staff have tested positive for Covid during this period. Does anyone have any guidelines from ICMR/GR which states how to manage/account for their absence due to being covid affected? Will there leaves be deducted from their leave repositories? Would they be granted special leaves?
From India, Pune
Deputy Commissioner Of Labour..a.p.
Sr Hr Manager Talent Acquisition
Hr Consultant
HR Manager- TUCB
Hr- Manager- Tucb


As per the guidelines of the Ministry of Home Affairs, Govt of India as well as guidelines of State govt and local Municipalities under Disaster Management Act they have restricted attendance of employees in offices and advised employers to allow workers to attend work from home. When the work is attended from home, the workers are to be marked present and salary need to be paid. If the worker has not attended the work as per roster maintained by the employer by considering the attendance of 15 % to 50 % as allowed by the concerned authority, the worker can be marked absent and his leave can be deducted or if leave is not at his credit his pay can be deducted after giving him an opportunity of being heard. The workers residing in containment zone may also be allowed to attend work from home and their pay is to be paid as they are restricted by the Govt from movement from their area by declaring it as containment zone. The company need to formulate policy of attendance by considering the guidelines issued by the competent authorities from time to time. If the worker is deliberately not attending the job or he has taken up another job during lock down, he may be given show cause notice for absenteesm and appropriate action of dismissal can be taken by followind due process of law by keeping in mind Principle of natural justice.
From India, Pune

If the worker found COVID positive his period of admission to the hospital can be treated as Medical leave and period of home quarantine or home isolation can be treated as work from home as on production of medical certificate. The doctors are specifying the period of home quarantine to avoid spread of infection. Like wise if family member of worker found positive, the worker need to be allowed to work from home to restrict spread of Covid 19 and need to pay wages. However, employer has to take a decision considering his requirement of work from home, financial condition as well as compliance to the guidelines/ orders issued under Disaster Management Act. Vioation of orders under Disaster Management Act can invite prosecution.
From India, Pune

Some of the company provide SPECIAL LEAVE to their employees in case of hospitalization / Home Quarantine due to COVID 19.
From India , Gohana

Nothing more to say as SSushr told. As even govt. Depts closed and followed covid norms by downloading from google wht is the fun of this query.. Sir. Not your company entire world faced absence of employees and stopped productivity..
Don't isolate from co realities in surroundings. Pls don't harrass ur employees with exclusive nature of thought. Go with the wind to safe land in safe zone

From India, Nellore

This is not an answer but my thought...
"Will there leaves be deducted from their leave repositories"...Covid is an unforeseen disease and neither the employee nor employer would have had an idea that such crisis would occur. The company already has established a leave policy related to health or medical leaves and when this is considered as medical emergency, then the leaves also needs to be deducted from leave repositories.

This might sound a bit harsh but inspite of the companies giving the flexibility of work from home to avoid the spread of pandemic, no employees are giving any guarantee that they are staying home to be safe. People are roaming around for attending functions, social gatherings. The reason WFH is provided is to stay safe from the pandemic. And inspite of that if they are getting affected with Covid means they are not following the proper guide lines.

The medical leave policy of the organization is designed for health related issues and even Covid is now a health related issue. So it must be considered as sick leave and limited and counted to the number of sick leaves as per organization policy. (Infact taking into consideration, the guidelines provided by health ministry and labour department).

Even I am an employee and this answer doesnt mean to hurt any employees feelings especially those who have been affected with Covid.

From United States, Ashburn

if indian employees get normal FMLA in line with US employment policy and if they get social security as per US policy then such question does not arise at all, but in india it is "No Work-No Pay" policy everywhere, and absence of more than three working days is treated as violation of disciplinary rules,
so there are certain safeguards fixed by states for this pandemic time as there was almost no public transport available to the employees, and employer even did not bothered to arrange for same,
Consider on location wise and territory wise to get more logical view

as per law under covid 19 minimum 50% of salary will be credited to employee's account if he or she found covid 19 positive or Quantrine in period. Otherwise give them full salary and mark as SPL Leave under Covid 19 to pay full.


If any staff member have tested positive for Covid during this period then organization can protect their employees by introducing special policies to assure quarantining employee that their quarantine period will not affect their salary.
From India, Pune

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