Hello,
In our software firm, every month at least 2 employees are getting sick.
And we can not stop it.
We did a mistake, 2 month ago one employee was sick and we allow him long the sick leave and gave full salary. After the that now everybody start doing it.
We think all are getting the advantages though s/he is not sick and submit fake medical certificate
Please help me how do we over come this situation.
Thank You,
Rasel
From Bangladesh
In our software firm, every month at least 2 employees are getting sick.
And we can not stop it.
We did a mistake, 2 month ago one employee was sick and we allow him long the sick leave and gave full salary. After the that now everybody start doing it.
We think all are getting the advantages though s/he is not sick and submit fake medical certificate
Please help me how do we over come this situation.
Thank You,
Rasel
From Bangladesh
Hi Whether u got the solution or not i dont know abt that just i am giving the idea to tackle this which i was face in my client place . . Put the circular notice like this is that if an employee got the salary for sick leave with fake medical certificate then the management will take serious action (i.e., memo, dismiss based upon the no of the days taken for the sick leave) against the particular employee before doing this u consult with the particular doctor whether he/she given the fake certi or not so that u can control this . . . . If u have taken any measures then post that measures . . If it is useful then reply ur suggestion bec i done this in my client place its working u know . .
From China, Taoyuan
From China, Taoyuan
Dear friends,
FAKE DOCUMENTS ???? IN AN IT COMPANY ???? :shock:
Its very bad !!! Highly un-ethical !!!!! MY GOD !!!!!
Today Medical Certificate, tomorrow anything !!!!
Its a question of INTEGRITY and ETHICS !!!!!
I am quoting what an HR Expert in IT Sector has to say on such issues :
"If i did let her go, i will be responsible for violating QMS procedure and would be held liable if the employee errs (again). My point is, if the employee can fake a document today, she can fake other things out as well. Mgmts perception is same and is in accordance to future threats that could be envisaged from the erring employee."
I guess, the norm is TERMINATION. Right Taz ????
Do it with these words .... "A company such as ours has an obligation to adhere to the most exacting standards of employement integrity. Since you have demonstrated a willingness to compromise these standards, we cannot in good faith accede to your continued employment with us."
If you need further guidance; refer to this link :
https://www.citehr.com/197032-submit...on-letter.html
Warm regards.
From India, Delhi
1425FAKE DOCUMENTS ???? IN AN IT COMPANY ???? :shock:
Its very bad !!! Highly un-ethical !!!!! MY GOD !!!!!
Today Medical Certificate, tomorrow anything !!!!
Its a question of INTEGRITY and ETHICS !!!!!
I am quoting what an HR Expert in IT Sector has to say on such issues :
"If i did let her go, i will be responsible for violating QMS procedure and would be held liable if the employee errs (again). My point is, if the employee can fake a document today, she can fake other things out as well. Mgmts perception is same and is in accordance to future threats that could be envisaged from the erring employee."
I guess, the norm is TERMINATION. Right Taz ????
Do it with these words .... "A company such as ours has an obligation to adhere to the most exacting standards of employement integrity. Since you have demonstrated a willingness to compromise these standards, we cannot in good faith accede to your continued employment with us."
If you need further guidance; refer to this link :
https://www.citehr.com/197032-submit...on-letter.html
Warm regards.
From India, Delhi
Hello Rasel,
What is the leave regulation in your company? How many types of leave are there? You can subside by reducing the leave balance of an employee. Keep a limit for all leaves. How many sick leave is provided for an employee? Just let me know in detail so that I might be able to help you out with points...
From India, Bangalore
What is the leave regulation in your company? How many types of leave are there? You can subside by reducing the leave balance of an employee. Keep a limit for all leaves. How many sick leave is provided for an employee? Just let me know in detail so that I might be able to help you out with points...
From India, Bangalore
Hi there
I think you can stop this by identifying if there is a trend in an employee sick leave applications. Its not easy to dispute this but if you feel that sick notes are not originals you can recommend a doctor for check ups to see if the sickness is the same.
silindileb
From South Africa
I think you can stop this by identifying if there is a trend in an employee sick leave applications. Its not easy to dispute this but if you feel that sick notes are not originals you can recommend a doctor for check ups to see if the sickness is the same.
silindileb
From South Africa
hi rasel,
have a company doctor/hospital and tell your employees that you would accept the MC only from these people. anything else is not acceptable.
in another sense, might be genuine as well - check the facilities management, ambience, canteen food, strain on eyes, mental pressure handled by the employees.
have a general meeting with the employees - check with the sick ones what are the problems. if symptoms are same, might be there's problem. let's not jump to conclusions.
maybe after re-joining put these guys to work under someone on par or below them in rank/ different team - infuriates people, if they are asked to report to someone below them/ taken out of comfort zone. one of our senior guys who has been inefficient was asked to quit on incompetency, lots of complaints against him, refused to do it. we transferred him and posted him to work under a junior. naturally the guy quit.
we can separate the chalk from the cheese if there's some ingenuity - don't go by the rules always. where rules fail, smartness and having an ear to the ground helps.
From India, Madras
have a company doctor/hospital and tell your employees that you would accept the MC only from these people. anything else is not acceptable.
in another sense, might be genuine as well - check the facilities management, ambience, canteen food, strain on eyes, mental pressure handled by the employees.
have a general meeting with the employees - check with the sick ones what are the problems. if symptoms are same, might be there's problem. let's not jump to conclusions.
maybe after re-joining put these guys to work under someone on par or below them in rank/ different team - infuriates people, if they are asked to report to someone below them/ taken out of comfort zone. one of our senior guys who has been inefficient was asked to quit on incompetency, lots of complaints against him, refused to do it. we transferred him and posted him to work under a junior. naturally the guy quit.
we can separate the chalk from the cheese if there's some ingenuity - don't go by the rules always. where rules fail, smartness and having an ear to the ground helps.
From India, Madras
:-?
Dear Sir,
In this case you can give the sick leave high mark in the monthly evaluation then you will see that none will take any sick as long as it has been connected to the evaluation and bonus.
:shock:
:-|
Best regard
Jameel Al-Hitar
Shift Planner Specialist
From Yemen
Dear Sir,
In this case you can give the sick leave high mark in the monthly evaluation then you will see that none will take any sick as long as it has been connected to the evaluation and bonus.
:shock:
:-|
Best regard
Jameel Al-Hitar
Shift Planner Specialist
From Yemen
Hi Rasel,
I think your problem is very simple. Every company has sick leave policy wherein they allow full salary refund for a particular period of time say 15 days in an year, after that any type of sick leave is unpaid or half paid for next 15 days, again depends upon the company's policy. It is true that sick leave has to be justified with a medical certificate, however there is no way you can keep a check on the same. I mean even if you will have your own company doctor, which will again be a cost to the company and even if he declares someon to be fit....the employee can anytime say that he is not feeling well and no law in the country can challenge his saying....
So the best thing is to have a fixed no. of sick leaves, after that start deducting. You can also keep some bonus amount on showing 100% attendance example if an employee is present for the whole months without any absence give him some bonus amount such as 750 or 1000 rs and then you see, the attendance will automatically improve.
Hope this will help, also for long term I would like to advice you to have a very healthy culture and positive energy flow inside the company, your employees should enjoy coming to the office.....:)
Take care!
From United Arab Emirates, Dubai
I think your problem is very simple. Every company has sick leave policy wherein they allow full salary refund for a particular period of time say 15 days in an year, after that any type of sick leave is unpaid or half paid for next 15 days, again depends upon the company's policy. It is true that sick leave has to be justified with a medical certificate, however there is no way you can keep a check on the same. I mean even if you will have your own company doctor, which will again be a cost to the company and even if he declares someon to be fit....the employee can anytime say that he is not feeling well and no law in the country can challenge his saying....
So the best thing is to have a fixed no. of sick leaves, after that start deducting. You can also keep some bonus amount on showing 100% attendance example if an employee is present for the whole months without any absence give him some bonus amount such as 750 or 1000 rs and then you see, the attendance will automatically improve.
Hope this will help, also for long term I would like to advice you to have a very healthy culture and positive energy flow inside the company, your employees should enjoy coming to the office.....:)
Take care!
From United Arab Emirates, Dubai
Hey Rasel,
Suggestion,
don't break your head on this issue which at the final conclusion will be a employees/staff win case, besides, you will also use them as a employee.
Rather, have a way to record all such incidence in an employee personal file and raise it during appropriate time if you believe someone has faked and due to his sickness has effect the company business.
Anyways, every employee even yourself has the right to avail the SL, if you have the proper medical certificate to quantify the same. You get the certificate from doctor, don't challenge it, provided you have a strong case or else just forgrt it. Business Owners will always want to know the truth, but we are not policing officer..are we.
I am currently in Middile East, and here the doctors are obligated by the insurance company to issue the certificate only in case of geniune cases. Besides, continues sickess for more than 90 days wil result in termination of staff due to "unfir for Job", as per Labor Act in Middiel East.
Hope in future this maybe implemented in India as well with proper guidelines.
Regards,
Ukmitra
From Saudi Arabia, Riyadh
Suggestion,
don't break your head on this issue which at the final conclusion will be a employees/staff win case, besides, you will also use them as a employee.
Rather, have a way to record all such incidence in an employee personal file and raise it during appropriate time if you believe someone has faked and due to his sickness has effect the company business.
Anyways, every employee even yourself has the right to avail the SL, if you have the proper medical certificate to quantify the same. You get the certificate from doctor, don't challenge it, provided you have a strong case or else just forgrt it. Business Owners will always want to know the truth, but we are not policing officer..are we.
I am currently in Middile East, and here the doctors are obligated by the insurance company to issue the certificate only in case of geniune cases. Besides, continues sickess for more than 90 days wil result in termination of staff due to "unfir for Job", as per Labor Act in Middiel East.
Hope in future this maybe implemented in India as well with proper guidelines.
Regards,
Ukmitra
From Saudi Arabia, Riyadh
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