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Hi guys,

 

What can I do to prevent an employee from taking a sick leave? What do you guys do? if you're running a company

 

This is first time where I feel that the employee is dishonest. For the first 120 days of "probation" the employee did not take any sick leave at all. First day after probation took his first sick leave day. In last 90 days he took 15 days. They aren't consecutive.

 

Is there anything I can do to deter this type of behaviour?

 

Thanks,

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You can require then to get a doctor's certificate every time they are off, even for a single day. This, however, is easy to obtain.   At this point you might want to consider terminating th

Get rid of this employee before the problem consumes any more of your energy or generates resentment among any other employees you might have. He is not going to improve and it is not your responsi

Hi guys,   What can I do to prevent an employee from taking a sick leave? What do you guys do? if you're running a company   This is first time where I feel that the employee is di

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Some companies offer an annual bonus if the number of sick days taken are below a certain level.......The draw back being, if someone is fit and well, they may see the sick day target as extra holiday entitlement and take them towards the end of the year. Swings and roundabouts.

Edited by Surelynot
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If you want to get rid of someone, surely there is a way - the employee turns up late, you give him a verbal warning, you wait until they go for lunch break and comes back a few mins late, you notice he’s not at his post, you give him a written warning - later in the afternoon they are slow, you give them another warning, expecting more enthusiasm, then at the end of his shift, you notice that they are already preparing to go home, you ask them not to come back the next day, is there any legal comeback from that?

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5 hours ago, recom273 said:

If you want to get rid of someone, surely there is a way - the employee turns up late, you give him a verbal warning, you wait until they go for lunch break and comes back a few mins late, you notice he’s not at his post, you give him a written warning - later in the afternoon they are slow, you give them another warning, expecting more enthusiasm, then at the end of his shift, you notice that they are already preparing to go home, you ask them not to come back the next day, is there any legal comeback from that?

 

Yes, the employee would take you to Labour Court and easily win their claim if you did that. It's quite a process to terminate an employee for a valid reason and not have to pay them severance.

 

I terminated an employee after numerous documented verbal and written warnings and some really atrocious behaviour on their part. The employee took the company to Labour Court and won. My mistake cost the company well over 100,000 baht.

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I too have had this problem. Do you use a carrot or stick to solve it? Unfortunately Thai labor law doesn't give you too many sticks. So use carrots instead... give them a low salary and tie bonuses and incentives to using minimal sick days, always arriving and leaving on time, meeting every objective, etc.

 

Maybe too late to change the comp plan for this case, in which case cut your losses quickly as he's abusing you and maybe souring other staff as well. Unfortunately this is the state of things in the Thai labor system.

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Why are you wasting time and effort on this Guy ?

Unless he really is the best thing since sliced bread, just off him, and concentrate your efforts on the more important aspects of running a Business.

 

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🤣

You are running a business and asking this type of question!  You should have an employee policy stating conduct of behavior, number of vacations with sick days per year paid. A level of enforcement for policy violation based on your post not only is your employee out of control the reason you got none look in the mirror.

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5 minutes ago, thailand49 said:

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You are running a business and asking this type of question!  You should have an employee policy stating conduct of behavior, number of vacations with sick days per year paid. A level of enforcement for policy violation based on your post not only is your employee out of control the reason you got none look in the mirror.

Thai labor law guarantees unlimited sick days, did you know that? So long as the employee can provide a doctor's note.

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10 minutes ago, SbuxPlease said:

Thai labor law guarantees unlimited sick days, did you know that? So long as the employee can provide a doctor's note.

Thanks, I didn't know that because I have no intend of starting or running a business here in lazy Thailand but if I did I would surely know that it is unlimited and after getting over the shock I would start to find the fine print as to why and how to prevent the abuse. If it isn't noted in their labor laws or is  outlined I would surely create my own company policy to outline how it should be applied. Although in Thailand no country is going to dictate all the terms that will put an employer like this guy in a position of not making money! 

 

As you noted " Doctors note " is a start if it doesn't say where I will dictate after a certain numbers of sick calls that the employee must see a Doctor not at a clinic but a Private hospital that itself the cost should put a stop or slow down the calls.

 

Even here in Thailand there are restrictions to those " unlimited " as I said If I was running a business I would have known it but since I don't never needed to take the time!  But would be interesting to see the Thai Labor Law regarding this issue?  There is always a loop hole!

 

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School I worked for had a lot of teachers taking days off sick.  School stipulated doctors note or salary docked.  Doctors notes in clinics too easy to obtain, sometimes you dont even see the doctor to get the note, just the old "200 baht krup!".  School changed the rules and clinic notes no longer accepted, only from a hospital.  That reduced absenteeism by approx 50 %.  I dont know if this is legal or not to specify source but I worked for a big 'influential' chain and they always got away with murder.  They also had a yearly bonus (monthly salary increased by, not one of) that was calculated by your scores on a lot of factors ie sick days, lesson plans, observations etc.  This bonus had a great influence if there for the long haul but some teachers were just drifters who knew they could be in Vietnam or China etc next year so didnt give a sheet..

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