We have a hospital in Delhi. As per Delhi Shop and Est Act, employees are entitled 12 CL/Sick Leave.
We had same same issue, our Nursing Staff used to avail balance of CL/Sick Leave in Dec.
We permitted encashing the CL/Sick leave in Dec and now we face no such issue.
Those in need take leave, others go for encashment
From India, Delhi
89We had same same issue, our Nursing Staff used to avail balance of CL/Sick Leave in Dec.
We permitted encashing the CL/Sick leave in Dec and now we face no such issue.
Those in need take leave, others go for encashment
From India, Delhi
Hi!
Generally, casual leave gets elapsed at the end of the year, but sick leave or medical leave is allowed to be carried forward in most of the organization. However, the best option to arrest absenteeism at end of the year is either to modify your policy to allow carry forward of sick leave or introduce another scheme whereby employees be rewarded suitably - one by appreciation letter and another cash award, in proportion to sick leave availed. It will serve dual purpose i.e. curtailment in availing sick leave towards the end of the year and also promoting the sense of maintaining good health among employees!
From India, New Delhi
Generally, casual leave gets elapsed at the end of the year, but sick leave or medical leave is allowed to be carried forward in most of the organization. However, the best option to arrest absenteeism at end of the year is either to modify your policy to allow carry forward of sick leave or introduce another scheme whereby employees be rewarded suitably - one by appreciation letter and another cash award, in proportion to sick leave availed. It will serve dual purpose i.e. curtailment in availing sick leave towards the end of the year and also promoting the sense of maintaining good health among employees!
From India, New Delhi
Hi,
I think if employee has not taken a leave for a year and if he is taking leave just because his leave will not carry forward is fine.
We as organization encourage our employees to take SL but it should not effect the business. If whole team is taking leave on the same dates will not be accepted... hence you need to restructure your SL policies.
You may allow employees to take 2 SL in a month or start SL to carry forward.
Regards,
From India, Mumbai
I think if employee has not taken a leave for a year and if he is taking leave just because his leave will not carry forward is fine.
We as organization encourage our employees to take SL but it should not effect the business. If whole team is taking leave on the same dates will not be accepted... hence you need to restructure your SL policies.
You may allow employees to take 2 SL in a month or start SL to carry forward.
Regards,
From India, Mumbai
Please review your sick leave Policy and make provision of carry forward and Reimbursed .
From India, New Delhi
From India, New Delhi
The company may start an encashment policy and/or will introduce an incentive program for those who have not taken medical leave because December SL leave absenteeism is a matter of working force crisis for a specific period of time and not at all a means of enjoying leave.
The business may ask for a civil surgeon to countersign the December SL certificate in order to reduce or eliminate fake certificates. Other measures to reduce or eliminate fake certificates include awards for the best attendance, policies that take attendance into account when making evaluations, and a December notice about possible consequences for taking a false medical leave.
From India,
The business may ask for a civil surgeon to countersign the December SL certificate in order to reduce or eliminate fake certificates. Other measures to reduce or eliminate fake certificates include awards for the best attendance, policies that take attendance into account when making evaluations, and a December notice about possible consequences for taking a false medical leave.
From India,
this is the job of a HR to face such type of atmosphere and how to handle it. For this you need to pro active approach. For this you had to discuss with the Management and should be modified your leave policy. you have to modify your leave policy for future. otherwise same problem will be faced in future also. Just make some policy in the way where company and employee both will not be felt deceived.
From India, Rudarpur
From India, Rudarpur
If they don't utilize it will be lapsed. So misuse one or other way will be there. One way is restricting the quantum of leave that can be availed at a time. Other one may be allowing employees to encash their balance of sick leave in the end of the year.
From India, Bangalore
From India, Bangalore
Only solutions is to do carry forward the sick leaves in discussion with management.
From India, Gurgaon
From India, Gurgaon
Have you thought about an attendance review throughout December. You should be able to identify issues with a particular employee, or identify sick leave trends within a group of employees. Gather the facts then present to the employees in question.
Make sure you are prepared with questions that do no impeded on employee rights and try to be prepared for answers to your questions.
A sick leave review with facts will reduce sick leave as it is monitored, reviewed and actioned upon.
From United Kingdom, undefined
Make sure you are prepared with questions that do no impeded on employee rights and try to be prepared for answers to your questions.
A sick leave review with facts will reduce sick leave as it is monitored, reviewed and actioned upon.
From United Kingdom, undefined
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