Medical Leave for Chickenpox: Should It Affect Your Paid and Casual Leave?

Hi, if anyone is suffering from chickenpox and has taken leave for three weeks with a doctor's advice, is there any law regarding this medical leave for infectious diseases? Or will this leave be adjusted with the employee's PL and CL?
Thank you.

Adjusting Leave for Medical Conditions

How can you adjust this against PL or EL/CL? If your company gives SL, please adjust this against SL. If your company doesn't have SL, make a proposal to management to grant him Extraordinary Leave.

Thanks,

Regards,
R K Nair

I am curious if you are asking this as an HR professional, an employee affected by it, or if you just generally want to know? Workplace hazards and safety set guidelines on communicable diseases. What has been mentioned in your employee handbook about it?

Medical Leave and ESIC Coverage

The employee can take medical leave paid by ESIC if covered under ESIC. For further details, the employee can contact the HR/ESIC Consultant of the company.

Adjusting Leave Balances

Furthermore, the employee can also adjust his/her CL/PL/SL if they have enough leave balance in their account and can even combine any two leaves if the company permits. It purely depends on the Company Leave Policy.

I asked as an employee. My company adjusted my PL, CL, and also converted it to LWP. There is no mention of communicable diseases in our company handbook.

There is no specific rule for medical leave aside from maternity leave. Any leave you take will be deducted from your available leave balance, and the remainder will be considered as leave without pay (LWP) or loss of pay (LOP).

Medical Leave Policy for Extended Sickness

Any sickness beyond three days should be justified with a medical certificate, irrespective of the disease. If an employee is suffering from sickness, they should send a sick note to their employer, mentioning the probable days required to recover. When they return to duty, they should submit a Medical Fitness Certificate.

The period during which they were on leave on medical grounds should be considered with the available sick leave in their credit and then adjusted with Privilege Leave if available. The remaining days should be treated as leave without pay. In certain genuine cases, the employer can grant advance Privilege Leave at their discretion, and the granted advance leave shall be adjusted in the next year's leave account.