We have a hospital in Delhi. As per the Delhi Shops and Establishment Act, employees are entitled to 12 CL/sick leave.
We had the same issue; our nursing staff used to avail the balance of CL/sick leave in December. We permitted encashing the CL/sick leave in December, and now we face no such issue. Those in need take leave, others go for encashment.
From India, Delhi
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97We had the same issue; our nursing staff used to avail the balance of CL/sick leave in December. We permitted encashing the CL/sick leave in December, and now we face no such issue. Those in need take leave, others go for encashment.
From India, Delhi
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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 organizations. However, the best option to address absenteeism at the end of the year is either to modify your policy to allow the carry forward of sick leave or introduce another scheme whereby employees are rewarded suitably – one with an appreciation letter and another with a cash award, in proportion to sick leave availed. This approach will serve a dual purpose, curtailing the availing of sick leave towards the end of the year and promoting the importance of maintaining good health among employees!
From India, New Delhi
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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 organizations. However, the best option to address absenteeism at the end of the year is either to modify your policy to allow the carry forward of sick leave or introduce another scheme whereby employees are rewarded suitably – one with an appreciation letter and another with a cash award, in proportion to sick leave availed. This approach will serve a dual purpose, curtailing the availing of sick leave towards the end of the year and promoting the importance of maintaining good health among employees!
From India, New Delhi
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Hi,
I think if an employee has not taken a leave for a year and is taking leave just because their leave will not carry forward, that is fine.
We, as an organization, encourage our employees to take sick leave (SL), but it should not affect the business. If the whole team is taking leave on the same dates, it will not be accepted. Therefore, you need to restructure your SL policies.
You may allow employees to take 2 SL days in a month or start allowing SL to be carried forward.
Regards,
From India, Mumbai
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I think if an employee has not taken a leave for a year and is taking leave just because their leave will not carry forward, that is fine.
We, as an organization, encourage our employees to take sick leave (SL), but it should not affect the business. If the whole team is taking leave on the same dates, it will not be accepted. Therefore, you need to restructure your SL policies.
You may allow employees to take 2 SL days in a month or start allowing SL to be carried forward.
Regards,
From India, Mumbai
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Please review your sick leave Policy and make provision of carry forward and Reimbursed .
From India, New Delhi
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From India, New Delhi
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You have given very useful information. Keep it up and keep blogging. I look forward to reading your next post. emoji
From Vietnam, Hai Duong
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From Vietnam, Hai Duong
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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 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 false medical leave.
From India,
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The business may ask for a civil surgeon to countersign the December SL certificate 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 false medical leave.
From India,
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This is the job of an HR professional to face such types of atmospheres and know how to handle them. To do this, you need to take a proactive approach. You should discuss this with management and consider modifying your leave policy. You must adjust your leave policy for the future; otherwise, the same problems may arise again. Create a policy that ensures neither the company nor the employees feel deceived.
From India, Rudarpur
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From India, Rudarpur
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If they don't utilize it, it will be lapsed. So misuse in one way or another will be there. One way is restricting the quantum of leave that can be availed at a time. The other may be allowing employees to encash their balance of sick leave at the end of the year.
From India, Bangalore
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From India, Bangalore
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Only solutions is to do carry forward the sick leaves in discussion with management.
From India, Gurgaon
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From India, Gurgaon
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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 them to the employees in question.
Make sure you are prepared with questions that do not impede on employee rights and be ready for answers to your questions.
A sick leave review with facts will reduce sick leave as it is monitored, reviewed, and acted upon.
From United Kingdom, undefined
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Make sure you are prepared with questions that do not impede on employee rights and be ready for answers to your questions.
A sick leave review with facts will reduce sick leave as it is monitored, reviewed, and acted upon.
From United Kingdom, undefined
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