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'Every year, SA companies flush R19 billion down the drain!' Discover all the steps you must take today to ensure your company only pays what it really has to...
And that's why the experts at the Labour Law Handbook for Managers have just released an urgent report to help you manage your employees' sick leave
and ensure they NEVER abuse your company's sick leave
The Complete Guide to Managing Sick Leave electronic report is an easy-to-follow, practical report that'll help you nip 'duvet days' in the bud.
Plus, you'll receive sample sick leave
policy template, sick leave
forms, return to work interview template and so much more. All of which you can use in your office – starting today – to ensure you never pay more than you have to.
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Follow this checklist to make sure you check the medical certificate correctly:
· Is it an original medical certificate or a copy? Insist on an original certificate.
· Has the medical certificate been signed by the medical practitioner? He must personally sign or initial the original and print his name next to it in capital letters.
· Is the medical practitioner properly qualified to issue a medical certificate (see above)?
· Does it have the doctor's name, address and qualifications?
· Does it state the patient's (employee's) name?
· Does it include the employee number (if applicable – especially where you sent your employee to the doctor)?
· Does it state the date and time the patient was examined?
· Do the dates on the certificate correspond with the actual dates the employee was absent?
· Did the employee return to work on the date specified on the medical certificate?
· Is the certificate based on the doctor's personal observations or just according to the patient's say-so (which could still be based on suitable medical grounds)?
· Does it describe the illness in simple words, with the patient's informed consent? If the patient doesn't agree, then the doctor must simply say it's his opinion the patient isn't fit for work (bear in mind that some ailments can be embarrassing).
· Is the patient completely or only partially unable to do his duties?
· Has the medical certificate been altered in any way?
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With the help of 50 ready-to-use template documents, you can be ready in seconds for whatever situation you come up against:
· Leave policy: Handle every leave request promptly with the right sample letter such as annual leave, family responsibility leave, maternity leave, sick leave
, special leave, unpaid leave and religious holidays.
· Drafting a disciplinary code? Print out the exact template document you need, such as a Disciplinary Code Template to be confident that your disciplinary code covers everything you need to do, professionally and correctly.
· Need to recruit? No need to spend hours creating a recruitment and selection policy. We provide you with a sample policy that will ensure you don't discriminate against any candidates according to the Employment Equity Act. Your recruitment policy will be fair and comply with the labour regulations. Avoid discrimination claims and expensive mistakes: get it right from the start.
· Pre-empt and avoid absenteeism
with a Sick Leave Abuse Policy.
· Take the 'treading on eggshells' fear out of handling a termination: Use the Employee Resignation guide, Exit interview form and Staff exit form. Be sure you've followed the correct procedure and you can legally terminate.
· Need to deal with retirement issues, write a policies and procedures code or create an overtime
agreement? Use the HR Policies and Procedures CD. You'll find up-to-date answers and documentation to deal with your HR situation – old or new. In just a couple of clicks, you'll have ready-to-use templates to handle the situation in minutes and move onto the next task on your 'To Do' list.
Get your hands on these documents now…
Make sure the certificate states that the employee was incapacitated and for how long he'd be absent from work. It doesn't have to state the nature of his illness.
Don't simply rely on a medical certificate handed to you by your employee. You're entitled to verify its authenticity and the information it contains. You can do this by phoning the medical practitioner concerned.
Do you have a policy for unpaid leave when it comes to pregnancy? This could be a basis for unfair discrimination… Don't let this happen to you, let Lizle Louw explain a recent case!