Page 2 of 2 FirstFirst 12
Results 11 to 12 of 12

Thread: Warnings and Leave

  1. #11
    Full Member
    Join Date
    Mar 2010
    Location
    Pretoria
    Posts
    25
    Thanks
    7
    Thanked 5 Times in 4 Posts
    Thanks Guys...

    I guess Labour relations is not really 1 + 2. I will stick with the unpaid leave for now. We do have policies in place, and I will make a note of it to quote them to her.

    Thanks one again!!

  2. Thanks given for this post:

    tec0 (21-Oct-10)

  3. #12
    New Member
    Join Date
    Nov 2017
    Location
    Pretoria
    Posts
    1
    Thanks
    0
    Thanked 0 Times in 0 Posts
    Firstly the employee must provide proof of the child's condition through a doctor's note. If the doctor's note is valid and reflects a severe health condition the employee will be entitled to take 3 days Family Responsibility Leave.

    Should she be unable to provide such evidence or if her Family Leave days are exhausted, then she may ask her managers authorization to use her leave of her annual leave day cycle in advance. But it is still up to the employer to decide whether or not to grant her the leave.

    If an employee receives permission to take leave but their annual leave is exhausted then it will result in unpaid leave.

    But should the employee be absent without the authorization of their employer it can constitute to a first written warning since it is regarded as a serious offense because not only did the employee abuse her leave days, she also ignored a direct order from her authority.

    We are HR specialist, should you need more info you are welcome to send me a mail.

Page 2 of 2 FirstFirst 12

Did you like this article? Share it with your favourite social network.

Did you like this article? Share it with your favourite social network.

Posting Permissions

  • You may not post new threads
  • You may not post replies
  • You may not post attachments
  • You may not edit your posts
  •