Dear all,
In my company there is a strange rule: if you are sick, it will be counted as your normal leave.
And about normal leaves -we have quota just 2 days per month (with the option of accruering)
The result is that nobody wants to use these precious days for a sick leave and come to office, feeling not well.
For example today I feel terible, but still I have come to the office, as I didn't plan to be sick and I have plans for my annual leave, more interesting than to spend it being ill.
The question is: is it legal that my boss merge 2 different leaves?
being HR -manager, i understand the possibility of misuse a sick leave,
but beaing now really sick employee - i want to cry and absolutely don't agree.
In my country there you can take sick leave and have to provide medical certifiact in case your illness was more than 2 days. this is accourding to the Russian Labor Law.
Whart about India?
From Russian Federation, Saint Petersburg
In my company there is a strange rule: if you are sick, it will be counted as your normal leave.
And about normal leaves -we have quota just 2 days per month (with the option of accruering)
The result is that nobody wants to use these precious days for a sick leave and come to office, feeling not well.
For example today I feel terible, but still I have come to the office, as I didn't plan to be sick and I have plans for my annual leave, more interesting than to spend it being ill.
The question is: is it legal that my boss merge 2 different leaves?
being HR -manager, i understand the possibility of misuse a sick leave,
but beaing now really sick employee - i want to cry and absolutely don't agree.
In my country there you can take sick leave and have to provide medical certifiact in case your illness was more than 2 days. this is accourding to the Russian Labor Law.
Whart about India?
From Russian Federation, Saint Petersburg
It is not strange in most of the MNCs and big organizations there won't be any classification in leaves ie., total per annum 24 / 30 leaves will be credited to the employee account. There is no specification like Casual / Sick / Earned, the employee can use as per his requirement, the inbetween holidays and woffs are not part of these leaves. A minimum of 12 / 15 need to be availed, if not availed also deemed as availed and at the end of the year the balance leaves ie., 12 / 15 or less than the same will be encashed paid along with the salary payable for the month of January. On every first January 24 / 30 leaves are going to be credited to the employee account ie., no carry forward etc. In this case there is no necessity for the employee to submit any medical certificate nor mention the type of leave, only reason & no.of days to be availed.
Most of the organizations in India are following the Sick / Casual / Earned leave structures, in case of SL, if it is more than 3 days a medical certificate need to be attached. CL - can not be carry forward / encashed. SL - in some organizations - carry forward option up to a maximum of 2yrs total - no encashment. EL - accumulation to maximum of 90 days / more / less, encahsment is also there.
With best regards - kameswarao
From India, Hyderabad
30Most of the organizations in India are following the Sick / Casual / Earned leave structures, in case of SL, if it is more than 3 days a medical certificate need to be attached. CL - can not be carry forward / encashed. SL - in some organizations - carry forward option up to a maximum of 2yrs total - no encashment. EL - accumulation to maximum of 90 days / more / less, encahsment is also there.
With best regards - kameswarao
From India, Hyderabad
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