Hello please, i need an advise. we have an employee in our organisation who has served her maternity leave, annual leave and was also given sick leave all at the same time. but this employee says she is still admitted at the hospital and brought a hospital form that states that she is still on admission. All efforts made to visit her at the hospital to comfirm her admission proves futile with the excuse that, the hospital authorities are not allowing visitation to the emergency wards.
I had a feeling that she is making up a story in order to keep receiving her salary. I also asked her to bring an official report from the medical doctor stating she is still on admission but had not received it yet. So it proper if we dont pay her this month if she did not bring the report from the hospital?
From Ghana, undefined
I had a feeling that she is making up a story in order to keep receiving her salary. I also asked her to bring an official report from the medical doctor stating she is still on admission but had not received it yet. So it proper if we dont pay her this month if she did not bring the report from the hospital?
From Ghana, undefined
Dear Fiso,
First and foremost let me write about the choice of your category. You have posted your query at "HR Humour". What is humorous about your query? I will change the category.
Same thing about the choice of the heading of the post also. You have just written one word i.e. "Pay". Is your post about payment to the employee or leave of the employee on dubious grounds? I need to change the heading also.
Coming to your query. You may send the official letter to the hospital authorities for the verification of her hospitalisation. Let the letter be sent by the Director of your company and let it be addressed to the Director of Hospital.
Secondly, when we visit the hospital, generally out of patient's ward, there is a desk or counter where nurses or medical assistants sit. They maintain the records of the history of the patient admitted in the ward. You may request at that counter whether the employee is admitted or not. Tell the medical assistant that you are verifying the records to avoid audit objections.
Lastly, about the admissibility of the leave. Are you from India or any other country? What is the leave eligibility for each employee? Do you have employee leave policy well in place? Medical leave cannot be granted for indefinite period.
Thanks,
Dinesh Divekar
From India, Bangalore
7884First and foremost let me write about the choice of your category. You have posted your query at "HR Humour". What is humorous about your query? I will change the category.
Same thing about the choice of the heading of the post also. You have just written one word i.e. "Pay". Is your post about payment to the employee or leave of the employee on dubious grounds? I need to change the heading also.
Coming to your query. You may send the official letter to the hospital authorities for the verification of her hospitalisation. Let the letter be sent by the Director of your company and let it be addressed to the Director of Hospital.
Secondly, when we visit the hospital, generally out of patient's ward, there is a desk or counter where nurses or medical assistants sit. They maintain the records of the history of the patient admitted in the ward. You may request at that counter whether the employee is admitted or not. Tell the medical assistant that you are verifying the records to avoid audit objections.
Lastly, about the admissibility of the leave. Are you from India or any other country? What is the leave eligibility for each employee? Do you have employee leave policy well in place? Medical leave cannot be granted for indefinite period.
Thanks,
Dinesh Divekar
From India, Bangalore
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Why did this talented employee leave.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf