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Do you know what to do when your employees claim compassionate leave or family responsibility leave?

by , 22 May 2013
A special official state funeral will be held for former Morning Live presenter Vuyo Mbuli this Friday at West Park Cemetery in Johannesburg. With much of the nation still in shock over his death, you can expect your employees to put in for a day's compassionate leave as they're still in mourning. Here's how to treat the situation...

 
'Mornings just won't be the same again'. 
 
That seems to be the sentiment across most of the country following the death of Morning Live presenter Vuyo Mbuli this weekend, says FSPHealth.
 
Now, a special official state funeral will be held for Mbuli on Friday.
 
This means 'the flag will be flown at half-mast at government buildings on Friday, and Mbuli will be buried at West Park Cemetery in Johannesburg where national heroes are buried', explains SowetanLive.
 
While citizens across the country are in mourning, this doesn't mean they can claim a day's compassionate leave or family responsibility leave to attend the funeral.
 
That's because family responsibility leave usually only applies to the funeral of the employee's close relatives, says the Labour Law for Managers Loose Leaf.
 
Here's what to do if your employees want to take compassionate leave or family responsibility leave…
 
So even if your employees say they want to take the day off as compassionate leave or family responsibility leave, you should only grant this type of leave if Mbuli was actually a family member, says FSP Business.
 
If this is the case, you're entitled to ask for a copy of the death certificate when your employees take family responsibility leave.
 
If your employees can't prove the relationship but insist on taking the day off work anyway to mourn, make sure they tick 'annual leave' on their leave form – and if they don't have enough annual leave due to them, it'll have to count as unpaid leave.
 
Revealed: The best way to keep track of your employees' leave!
 
To keep track of this, you'll need to devise a system that shows whether their absence was based on paid leave, or unpaid leave if they've exceeded their annual leave allocation.
 
This is a great idea as it's your responsibility under the Basic Conditions of Employment Act to keep track of employees' absenteeism with accurate records to back you up, says FSP Business.
 

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