Dear all, I need some help here. I have staff members who both reported sick and were sent home. However, they were told to go and see a doctor to get a Medical Certificate. The next day, they claimed that they have no money to see a doctor. Please advise on what I should do? HELP!!
From Singapore, Singapore
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From Singapore, Singapore
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Maybe that is true, or maybe not. Sometimes people take Crocin, then rest, and after 2 to 3 hours, they feel okay; maybe this is the situation. Genuinely try to find out what the issue was. Henceforth, also keep your medical box/first aid box in the office and check for temperatures before making any decisions in case of fevers.
From India, Mumbai
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49From India, Mumbai
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Handling Employee Sickness Reports
Generally, when an employee reports sick or even pretends to be sick, please assign a person to take them to the nearest doctor, dispensary, or health center and provide necessary medical assistance. By doing so, employees will feel that the employer cares for them. However, you may need to restrict yourself to providing only first aid, and any follow-up treatment (if it is really serious) should be done by the employee.
On the other hand, if the employee has pretended to be sick, they will be exposed. We have encountered employees who, under the pretext of sickness, absent themselves to take care of personal work. In such cases, request the doctor to detain them in the dispensary for the day (no treatment, only rest) to prevent them from attending to personal work. This will deter them from repeating such actions in the future. Though the suggestion may appear to be crude, sometimes we need to act in such a manner in the interest of the organization.
Regards,
M.V. Kannan
From India, Madras
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Generally, when an employee reports sick or even pretends to be sick, please assign a person to take them to the nearest doctor, dispensary, or health center and provide necessary medical assistance. By doing so, employees will feel that the employer cares for them. However, you may need to restrict yourself to providing only first aid, and any follow-up treatment (if it is really serious) should be done by the employee.
On the other hand, if the employee has pretended to be sick, they will be exposed. We have encountered employees who, under the pretext of sickness, absent themselves to take care of personal work. In such cases, request the doctor to detain them in the dispensary for the day (no treatment, only rest) to prevent them from attending to personal work. This will deter them from repeating such actions in the future. Though the suggestion may appear to be crude, sometimes we need to act in such a manner in the interest of the organization.
Regards,
M.V. Kannan
From India, Madras
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Dear pooh83, How long have you observed them? Has such a thing happened earlier? If not, then it could be a coincidence. Cold and viral fevers are contagious. For just a day of absence (that too a part of the day), one need not insist on a Medical Certificate. All the more, since they reported for duty the next day. Unless it is a recurring phenomenon, you should not get unduly worried about it.
Warm regards.
From India, Delhi
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Warm regards.
From India, Delhi
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A medical certificate may be insisted upon when the sickness extends beyond three days. However, when individuals claim "no money," it is not your responsibility. What do they expect? Do they also want you to provide them with money to visit the doctor?
It appears as though school children are behaving in a corporate environment.
Regards,
V. Balaji
From India, Madras
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It appears as though school children are behaving in a corporate environment.
Regards,
V. Balaji
From India, Madras
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Based on my experience, a loyal employee never tries to trouble the organization. If their health genuinely prevents them from attending work, they will take leave. In the case of minor illnesses, they may be less productive but will still come to work. If these employees fall into this category, there is no need to even ask for a medical certificate. Their attitude will show just how loyal they are! However, this situation can serve as a lesson on how to act next time a similar situation arises. You can issue a notice for a cash advance for treatment and deduct it from the salary.
In our organization, we do not even deduct medical leave for loyal employees because many of them only take 2-3 sick days per year. In fact, we reward them with reimbursement at a ratio of 1:3 for unused sick leave. It depends on how you can convince your senior management.
Regards,
VIJAY
From United Arab Emirates, Ras Al Khaimah
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In our organization, we do not even deduct medical leave for loyal employees because many of them only take 2-3 sick days per year. In fact, we reward them with reimbursement at a ratio of 1:3 for unused sick leave. It depends on how you can convince your senior management.
Regards,
VIJAY
From United Arab Emirates, Ras Al Khaimah
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Handling Employee Sick Leave and Medical Certification
Normally, companies have their own dispensary or some arrangement with an outside hospital for treating their personnel. I don't know the size of your organization and whether you have any such facilities or arrangements.
Getting sick is not uncommon, whereas absconding under the guise of illness should be taken seriously. It is comical to note the reply of your personnel (no money for treatment as much as the illness appears to be ordinary), and your reaction to it seems unprofessional.
When you are unable to tackle such trivial problems and prefer to seek the advice of experts in this forum, then what can be said about the capabilities of personnel at a high level to handle bigger problems such as strikes, etc.?
Anyways, all the best.
Regards,
R. Ganesh
From India, Tiruppur
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Normally, companies have their own dispensary or some arrangement with an outside hospital for treating their personnel. I don't know the size of your organization and whether you have any such facilities or arrangements.
Getting sick is not uncommon, whereas absconding under the guise of illness should be taken seriously. It is comical to note the reply of your personnel (no money for treatment as much as the illness appears to be ordinary), and your reaction to it seems unprofessional.
When you are unable to tackle such trivial problems and prefer to seek the advice of experts in this forum, then what can be said about the capabilities of personnel at a high level to handle bigger problems such as strikes, etc.?
Anyways, all the best.
Regards,
R. Ganesh
From India, Tiruppur
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Usually, we as HR keep a first aid kit with us, or in a big company, a sick room where not only a first aid kit is available but also a person trained in first aid. In case of mild health problems like a headache, cold, etc., we provide them with medicines for temporary relief so that the person can work, rest, and consult a doctor after office hours.
Consider Employee History
In your case, please look into the person's history. If he has been taking leaves or excuses from the office on a medical basis frequently, then it might be fishy, but it may be genuine in some cases.
Sick Certificates for Short Absences
Secondly, for a day, sick certificates are not required. Sometimes only a day's rest is enough for the body to cope with the illness.
Regards
From India, Delhi
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Consider Employee History
In your case, please look into the person's history. If he has been taking leaves or excuses from the office on a medical basis frequently, then it might be fishy, but it may be genuine in some cases.
Sick Certificates for Short Absences
Secondly, for a day, sick certificates are not required. Sometimes only a day's rest is enough for the body to cope with the illness.
Regards
From India, Delhi
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