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 work for less than one year, what is the treatment in claiming of Medical Leave? And how many days does he entitle to?
Please Help!
Kit.
From Malaysia, Johor Bahru
I have some confusion about these :-
1) Does one who's not yet confirmed allow to claim Medical Leave?
2) If a staff has work for less than one year, what is the treatment in claiming of Medical Leave? And how many days does he entitle to?
Please Help!
Kit.
From Malaysia, Johor Bahru
No medical leave is granted before confirmation. However on considering the situation the leave can be granted and deducted on eliigibility
HI,
I am not aware about Malaysia rules and regulations.
I can suggest you to check the company policy on this issue.
Check any Law about the medical leave in Malaysia by Malaysian government.
thanks
shravan
From United Kingdom, London
I am not aware about Malaysia rules and regulations.
I can suggest you to check the company policy on this issue.
Check any Law about the medical leave in Malaysia by Malaysian government.
thanks
shravan
From United Kingdom, London
Hi Kit,
From the subject, I assume that your company has 14 medical leaves per annum.
1. You need to check on the leave policy for that. It is not mandatory that an employee on probation have leave. And also it depends on what the legal system has got to tell for it.
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 to take leave or an employee without work might be hail and hearty.
It would be nice to know if I have answered your questions. But if it is no, then plz redefine your questions.
Regards,
Soumya Shankar
From India, Bangalore
16From the subject, I assume that your company has 14 medical leaves per annum.
1. You need to check on the leave policy for that. It is not mandatory that an employee on probation have leave. And also it depends on what the legal system has got to tell for it.
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 to take leave or an employee without work might be hail and hearty.
It would be nice to know if I have answered your questions. But if it is no, then plz redefine your questions.
Regards,
Soumya Shankar
From India, Bangalore
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 which i can use is to keep track on how many complete months he's working and so i grant him how many days base on the aggregate 14 days per annum policy?
Thanks alot. :)
Kit.
From Malaysia, Johor Bahru
Or if there's such treatment which i can use is to keep track on how many complete months he's working and so i grant him how many days base on the aggregate 14 days per annum policy?
Thanks alot. :)
Kit.
From Malaysia, Johor Bahru
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