1.)HR Dept had always remind employee that MC have to submit after report to work or within 48 hrs the MC is given if not will count as ABSENT. MC and medical fees will not be accepted.
As scenario below :
Emp. A was on MC 1/11/16, but he submitted his MC 2 weeks later(15/11/16). So HR had put this day(7/11/16) as ABSENT.
Can salary be deducted as is ABSENT?( as when key in to payroll system as ABSENT, the salary for this employee show that salary been deducted)
2.) Emp. A had joined on 1/2/2014, he is always on MC and it's seem like habitual MC because his MC always on Friday or Monday. This year, HR found out that he take MC every month( 5 days on Monday, 3 on Fridays, 3 on Wednesday, 2 on Thursday as of this month) and some is 1 day MC and some are 2 days MC, most of his MC from same clinic that near his residence. But there's 2 days MC from another clinic that is 23km away from his house(is this reasonable), and another employee(Emp. B) also get same 2 days MC from that clinic on the same day( the MC number just one number different). HR had been seeking explaination on Employee B's condition from clinic's doctor as the dortor said no serious condition for Emp.A , no body checkup needed. Can we said that this is habitual MC types? Can HR give out warning letter or verbal advice for Emp.A? Sometimes he's late to work although he stays walking distance to office(His MC is affecting his job)
Appointment your own company panel doctor and require all employees to seek medical treatment there. This may help, hopefully.
Thanks KL Siew. That means I can't deduct Emp. A's salary because of Absent right?