We work in the workplace, it is inevitable that we will be sick or non-work-related injuries, at this time, we need to spend some time to treatment, including in some cases, we are still not able to work at the end of the treatment, how to deal with the company at this time is legitimate and reasonable?
For the company, surely want to create value for employees, and because employees are sick can not perform the current position, the company can not accept; for employees, surely also want to do a stable job, but forced to be sick, that the company should be humane treatment, can not be unloaded to kill the donkey. Then in this case, divided into the following three aspects to understand how to deal with the company and employees can be accepted by both sides.
a. Sick at work can enjoy these rights and interests!1, due to illness or non-work-related injuries, the need for treatment, you can use the company to pay for medical insurance to see a doctor for reimbursement, which will save a lot of money.
2, due to illness or non-work-related injuries, in-service period can be based on the number of years of work, enjoy a certain period of sick leave medical period, specifically so stipulated.
The actual working experience is less than 10 years, and if the work in the Company is less than 5 years, the medical period of sick leave is up to 3 months, and if it is more than 5 years, it is up to 6 months. The actual work experience of more than 10 years, the company less than 5 years of work, is 6 months, 5 to 10 years is 9 months, etc., the longest medical period is generally 24 months. Because it is too complicated to calculate the actual years of service, most places only calculate the number of years of service in this company.
4, sick leave medical period stipulates the maximum time to enjoy, the specific actual also depends on the certificate issued by the hospital, as well as the company rules and regulations require the provision of supporting materials.
5, the company wants to deal with this kind of employees, whether it is transferred, or terminate the labor contract, must be in the provisions of the medical period can be. During the medical period, there are no special circumstances, the company can not dismiss the employee.
Two, because of the disease can not be qualified for the current position, should be dealt with in this way!If at the end of the medical period, combined with the hospital's certificate and recommendations, can not engage in the current position, then the company has the right to adjust the employee's position. Just post adjustment to comply with the relevant provisions, should be carried out in accordance with the following priorities.
1, there must be relevance, that is to say, prioritize the transfer to similar, associated positions. For example, it was originally an equipment technician, because it is not suitable to touch the equipment again, then adjusted to the research and development technician, this is possible; and if adjusted to go to the cleaner, then certainly not.
2, there must be feasibility, that is to say, the transfer of the position of employees in the objective to be able to do. For example, an employee's original position is a mold room with noise positions, has been unable to engage in noise jobs, the results of the company to transfer him to the hardware stamping workshop, although the position adjustment, but there is still noise, which is not feasible.
3, in principle, the salary remains unchanged, unless the two sides agreed. In general, the transfer to a similar position, the salary is unchanged, in order to prevent the company to use this name to reduce the salary.
3, due to illness can not be qualified for any position in the company, should be dealt with in this way!If the employee due to illness, at the end of the medical period can not be engaged in any position in the company, then the company can be 30 days in advance or pay one month's wages in lieu of notice, the termination of labor relations with the employee, at the same time to pay the employee's economic compensation. That is, we often say N +1 compensation. N is your working years, every year of work to pay the equivalent of one month's salary compensation, working years less than half a year according to 0.5 months, more than half a year according to 1 month.
In general, in this treatment, the company and the employee to real-time communication, only the two sides have reached an agreement is the best way to deal with, so as to avoid the two sides to make unpleasant, labor disputes, and even court, wasting the time and energy of both sides.