Hi all,
I have some confusion about these:
1) Does one who's not yet confirmed allow to claim Medical Leave?
2) If a staff has worked for less than one year, what is the treatment in claiming Medical Leave? And how many days is he entitled to?
Please help!
Kit.
From Malaysia, Johor Bahru
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I have some confusion about these:
1) Does one who's not yet confirmed allow to claim Medical Leave?
2) If a staff has worked for less than one year, what is the treatment in claiming Medical Leave? And how many days is he entitled to?
Please help!
Kit.
From Malaysia, Johor Bahru
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No medical leave is granted before confirmation. However on considering the situation the leave can be granted and deducted on eliigibility
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Hi,
I am not aware of Malaysia's rules and regulations. I can suggest that you check the company policy on this issue. Please look into any laws regarding medical leave in Malaysia set by the Malaysian government.
Thank you,
Shravan
From United Kingdom, London
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I am not aware of Malaysia's rules and regulations. I can suggest that you check the company policy on this issue. Please look into any laws regarding medical leave in Malaysia set by the Malaysian government.
Thank you,
Shravan
From United Kingdom, London
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Hi Kit,
From the subject, I assume that your company has 14 medical leaves per annum.
1. You need to check the leave policy for that. It is not mandatory that an employee on probation has leave. Also, it depends on what the legal system has to say about it.
2. There is no connection between work in a year and an employee falling sick. An employee burdened with work all the working days in a year may require time off, while an employee without work might be hail and hearty.
It would be nice to know if I have answered your questions. If not, please redefine your questions.
Regards,
Soumya Shankar
From India, Bangalore
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16From the subject, I assume that your company has 14 medical leaves per annum.
1. You need to check the leave policy for that. It is not mandatory that an employee on probation has leave. Also, it depends on what the legal system has to say about it.
2. There is no connection between work in a year and an employee falling sick. An employee burdened with work all the working days in a year may require time off, while an employee without work might be hail and hearty.
It would be nice to know if I have answered your questions. If not, please redefine your questions.
Regards,
Soumya Shankar
From India, Bangalore
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2. There is no connection between work in a year and an employee falling sick. An employee who is burdened with work all the working days in a year may require taking leave, or an employee without work might be hale and hearty.
I mean if an employee is confirmed on 1 Jan 05, and he/she has taken 10 days of Medical Leave to date and if he/she is leaving the company on 31 Aug 05, I'll have to pro-rate the aggregate of 14 days Medical Leave per annum (which will be only 9 days) and deduct any medical leave taken in advance. (The Company policy stated "aggregate 14 days per annum.") Or if there's such treatment that I can use is to keep track of how many complete months he's working and then grant him how many days based on the aggregate 14 days per annum policy?
Thanks a lot. :)
Kit.
From Malaysia, Johor Bahru
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I mean if an employee is confirmed on 1 Jan 05, and he/she has taken 10 days of Medical Leave to date and if he/she is leaving the company on 31 Aug 05, I'll have to pro-rate the aggregate of 14 days Medical Leave per annum (which will be only 9 days) and deduct any medical leave taken in advance. (The Company policy stated "aggregate 14 days per annum.") Or if there's such treatment that I can use is to keep track of how many complete months he's working and then grant him how many days based on the aggregate 14 days per annum policy?
Thanks a lot. :)
Kit.
From Malaysia, Johor Bahru
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