The objective of Sick Leave is to ensure that employees do not have to work whilst sick, risking their health and that of their colleagues. It is important that affected employees are able to recover from their illness as speedily as possible.
Absence due to sickness is to be reported directly to the employee’s Supervisor / Manager on the morning of the first day of absence, stating the general nature of the illness and estimated duration of absence. Thereafter contact must be made at regular intervals (at least once a week) in the case of prolonged illness. It is preferred that the employee personally contacts the company, but if the employee is unable to report personally, a relative or friend must do so.
It is the Line Manager’s responsibility to ensure that absence due to sickness is recorded via a Leave Application Form and the completed documentation, together with a doctor’s certificate (where applicable) is approved by the respective Line Manager. The documentation should then be forwarded to Payroll, so that the balance of Sick Leave remaining may be adjusted.
All employees are entitled to a maximum of 30 (thirty) days sick leave within a 3-year leave cycle. During the first year of employment, an employee is entitled to one day sick leave for every 5 weeks of completed service. When 10 days sick leave per annum is exceeded, and additional sick leave is required, Human Resources must be contacted immediately for the situation to be evaluated in conjunction with the Line Manager.
When entitlement to Sick Leave is exhausted, absence due to sickness is to be recorded with the notation “Sick days without pay - Sick Leave exhausted”.
In cases where Sick Leave allocation is exceeded, the employee and Manager must discuss the matter and the following options can apply:

    Excess days Sick Leave can be taken off Annual Leave entitlement;
    Excess days Sick Leave may be treated as unpaid.

No payment for Sick Leave may be made as an exception to this Policy unless the Supervisor / Manager concerned believes that exceptional circumstances exist, and the exception is referred to the Human Resources Director or HR Manager, stating the reason for the request, Sick Leave record, and length of service details.
The presentation of a medical certificate does not automatically entitle an employee to have paid Sick Leave granted by the company. If leave is applied for on frivolous or dishonest grounds, disciplinary action may be taken.
Granting Of Sick Leave
Sick Leave may not be granted to any employee whilst working their notice period. If this instance arises, Human Resources must be contacted immediately.
An application for sick leave in excess of 2 (two) consecutive days must be supported by a certificate from a registered Medical Practitioner in such form as may be prescribed or approved by the employer. This rule will also apply if the employee is ill the day before or after a weekend or on a Public Holiday. The company also reserves the right to request a sick note where the sick leave is less than one day.
The Company is not required to pay an employee if the employee has been absent from work for more than two consecutive days or on more than two occasions during an eight-week period and does not produce a medical certificate stating that the employee was unable to work for the duration of the employee’s absence.
Where an employee is regularly off sick on a Monday or Friday, the manager may request a doctor’s certificate for all future absences. Disciplinary action may also be taken in such cases to ascertain whether the individual has the capacity to fulfill the employment contract.
Sick Leave will be paid for the maximum periods shown above in any one cycle calculated from the employee’s anniversary of joining the company. Sick Leave in excess of the above will be treated as unpaid leave, unless other prior arrangements have been made and agreed by Management.
It is not an official policy that employees who stay at work until 11h00 and then go home ill do not have to complete a leave form. Authorised sick leave will be deemed to have been taken in such circumstances. Alternatively, Managers may make arrangements for time to be worked in.
For Sick Leave purposes, accidents - other than those covered by the Compensation for Occupational Injuries and Diseases Act - are considered as sickness. Any paid Sick Leave granted in excess of these provisions may only be granted in consultation with the Employee Relations Section of Human Resources. Each case will be treated individually and on merit.

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