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labour law vs company's policy on sick leave entitlement

Samantha  
Guest
Wed, 23 Jul 2008 11:32:40 AM  (Last updated: Wed, 23 Jul 2008 03:52:49 PM)

Our company has set a policy on sick leave entitlement, which is 7 days per year and must be from company panel doctor (a clinic).

There is 1 staff suddenly fainted during work. Colleagues help to send her to the nearest hospital for emergency check up.

After 1 day, she came back to work and apply sick leave with the supporting sick cert from hospital.

Company rejected her sick leave by saying that her sick cert is not issued by company panel doctor and deducted her annual leave.

My question:-

1. Can company do so?

2. When comes to sick leave entitlement, can labour law regulation replaced company policy?

Thanks alot!

KL Siew
Administrator
Wed, 23 Jul 2008 01:07:25 PM

First, 7 days sick leave per year is not enough under the Employment Act. 10 is the minimum.

I don't know what had actually happened there that day. I just quote the relevant section of the Employment Act for your info. Please note (1)(b). She can consult the Labour Office about this

"60F. Sick leave.

(1) An employee shall, after examination at the expense of the employer:

(a) by a registered medical practitioner duly appointed by the employer; or

(b) if no such m

Samantha
Guest
Wed, 23 Jul 2008 02:43:45 PM

Thanks for your advise.

Just want to know, Im from Sarawak.

Currently labour law also applies in Sarawak?

Or we still have to follow Sarawak Ordinance?

ikuwara
Guest
Wed, 23 Jul 2008 03:50:17 PM

If you signed an agreement with them, u must follow the contains in the agreement that you have agreed with them. Correct me if i am wrong.

ikuwara
Guest
Wed, 23 Jul 2008 03:52:49 PM

Sarawak Labour Ordinance

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