You should NOT:
- Have to grant sick leave to employees who work less than 24 hours’ per month.
- Have to grant paid sick leave to your employee if he exceeds the minimum entitlement in terms of the BCEA.
- Reduce sick leave pay to below three quarters of your employee’s normal pay.
- Accumulate sick leave. Your employee will forfeit whatever he hasn’t used at the end of the sick leave cycle.
- Pay an employee if he was absent from work for more than two consecutive days or on more than two occasions during an eight-week period and doesn’t give you a medical certificate when you request it.
- Insist on a medical certificate for an isolated day of sick leave, unless you identify a pattern of absence over an eight-week period.
- Pay an employee for sick leave if you have proof his medical certificate was forged.
- Apply sick leave to periods when an employee can’t work as a result of an injury or occupational disease (as defined in the Compensation for Occupational Injuries and Diseases Act or the Occupational Diseases in Mines and Works Act).
- Pay sick leave for employees to visit the doctor for check-ups or appointments, unless the doctor states he’s unable to work because of an illness: rather allow unpaid leave.
- Grant sick leave to an employee who’s undergoing voluntary cosmetic surgery, unless it is for specific medical reasons and she’s unable to work.
Remember, your employee must be too ill to work to claim sick pay. If you have proof he wasn’t ill enough not to work, have a meeting with the employee to correct his behaviour. If the abuse continues, you can take disciplinary action for abuse of sick leave or absence without leave.
With thanks to The Labour Bulletin – LabourandHRClub.co.za