sick leave day что это

От «попятьсот» или по полной: как ИТ-компании компенсируют больничные

Только пятая часть белорусских айтишников заявляет о том, что им компенсируют больничные от средней по стране зарплате; половина не в курсе, как это происходит. Почему так, dev.by разбирался вместе с сотрудниками ИТ-компаний.

Исследование dev.by выявило: каждый второй айтишник в стране не осведомлён о том, как происходит расчёт больничных выплат. 24% говорят, что больничные им оплачивают в полном объёме, а почти 8% айтишников видят в расчётных листках, что это больше, чем в среднем по стране, но не 100% от фактической зарплаты. Только 20% айтишников указало, что больничные им компенсируют от средней по стране зарплате.

По законодательству, работникам компаний-резидентов ПВТ больничные начисляются со средней по стране зарплате (в октябре она составила 1 123,4 рубля), поскольку они подписывают заявление о льготном исчислении обязательных страховых взносов. Первые 12 календарных дней нетрудоспособности оплачиваются на 80%, остальные — на 100%.

Четверть айтишников, по данным исследования, обращалась за больничными в прошлом году, в том числе и на детей. Треть респондентов обычно даже на фоне неважного состояния работает — из дома.

Иван (имя разработчика изменено по его просьбе) не так давно уволился из EPAM. Он говорит, что за всё время работы в компании ни разу не приходилось брать больничный: обычно договаривался с менеджером — и работал из дома. «Болел не очень серьёзно», — отмечает разработчик.

Он рассказывает, что EPAM, как и многие другие компании, предоставляет своим сотрудникам так называемые sick leaves — 7 оплачиваемых дней, которые можно использовать, чтобы «отлежаться дома». Справка от врача при этом не требуется.

— Чудесная штука — считайте, отгул, но за счёт компании, чтобы не выходить на работу с недомоганием и не заражать коллег. Но я старался не злоупотреблять и брал их только, когда надо.

В EPAM больничный оплачивается, как и в других-компаниях резидентах ПВТ, — по средней по стране зарплате. Но Ивана не это останавливает, он «просто не любит бывать в медучреждениях».

Ещё один человек добавляет к этим словам, что в EPAM можно оформить матпомощь, и таким образом «в сумме догнать до текущей зарплаты». Он правда не знает, работает ли такое правило, если сотрудник провёл на больничном несколько месяцев.

Ольга и Елена просят, чтобы их фамилии остались в тайне. Названия компаний, в которых работают, открывать не хотят — фирмы небольшие, «ещё вычислят и уличат в нарушении NDA», — говорит одна из девушек.

Ольга рассказывает, что в компании им «оплачивают по полной», то есть, как если бы сотрудник ходил на работу, первые 7 дней болезни. «А я дольше и не болею», — говорит она. У Елены в компании количество полностью оплачиваемых дней, которые можно провести на больничном, больше — до 10.

— А потом — как везде в ПВТ, по нормам закона: рассчитывают от зарплаты «по пятьсот». Поэтому долго болеть не выгодно. Чтобы лечь в больницу на плановую операцию, коллеги, бывает, берут отпуск — отдохнуть не получится, но и копейки в результате считать не придётся, отпускные получишь.

Android-разработчик Дмитрий Лукьяненко отмечает, что «полноценно болеть не привык» — в «Яндексе», где он работал раньше, брал по 5 дней sick leaves. И за это время старался восстановиться.

— А ещё, когда я болел, старался договориться со своим руководством — и работать из дома. Или брал отпуск за свой счёт. После я перешёл в один стартап — там не очень относились к тому, что человек пропускает работу, даже по болезни.

Фронтенд-разработчик Герман сменил несколько компаний, ни разу после болезни он не видел в листке какую-либо разницу.

— Была у меня даже такая история: я устроился в компанию, а через четыре дня слёг с пневмонией. Как вышел с больничного, естественно, был уволен. Но деньги мне выплатили все до копейки — казалось бы, так мало работал, но получил за целый месяц.

Из-за серьёзной болезни разработчику Intetics (имя не указываем по его просьбе) пришлось брать больничный:

— Голова болела так страшно, что работать совсем не мог. Восемь дней выпали. Но компания, тем не менее, выплатила весь оклад. Зато лечение влетело мне в копеечку — я не заметил, как мой лимит на медуслуги в частном центре исчерпался, и перерасходовал его. Теперь даже боюсь заболеть.

Экс-сотрудник Wargaming отмечает, что во всех компаниях, где он работал, никто не требовал, чтобы сотрудник брал больничный.

— У нас был простой подход: заболел — можешь отлежаться дома, и в поликлинику бежать не обязательно. Главное было не злоупотреблять этим. Но я в целом болею нечасто. Я слышал также, что иногда требуют, чтобы сотрудники приносили больничные — и их компенсируют по 0,7 от зарплаты, но сам я с таким не сталкивался.

Сотрудница Playtika говорит, что в компании есть как sick days — их 3 в году, так и больничные.

— 2 недели в году оплачиваются на 100%, всё остальное — по средней зарплате в стране. Конечно, ребята заинтересованы в том, чтобы болеть реже и укладываться в эти дни. Да и в целом чем лучше ты работаешь, тем больше бонусов получаешь в конце года. Работа из дома у нас не приветствуется, разве что иногда — день-другой, или в исключительных случаях, когда, например, ты сломал ногу.

Что говорят компании

В целом понять, как именно в белорусских компаниях решают проблему оплаты больничных, и систематизировать их подходы оказалось сложно: выборка компаний «случайна» из-за многочисленных отказов их эйчаров и пиарщиков общаться с dev.by на эту тему.

Lead HRM в ID Finance Александра Куприянчик отмечает, что в их компании, как и много где в ИТ, у сотрудников есть возможность работать из дома — «если их состояние в принципе позволяет выполнять свои рабочие задачи».

— Также после прохождения испытательного срока каждому работнику ID Finance начисляется по 5 sick days, в течение которых можно спокойно отлежаться дома, если заболел. Если этих 5 дней не хватит, больничный лист будет компенсирован человеку полностью.

Александра отмечает, что «в целом ребята почти не болеют». Если уходят на больничный, то не более, чем на неделю. Более 50% сотрудников используют возможность привиться от гриппа — эту услугу компания ежегодно заказывает прямо в офис.

Директор минского офиса Kaseya Алексей Шафранский отмечает, что за 15 лет своей карьеры руководителя лишь однажды заплатил работнику «не по полной».

— Девушка проболела простудой половину испытательного срока, а потом пошла делать пластическую операцию. Сказала, что возьмёт отпуск за свой счёт, а потом принесла больничный. Но это был единственный исключительный случай.

В остальном у меня политика простая — лучше на раннем этапе побыть дома пару дней, чем потом выпадать надолго. Общее правило: можешь работать из дому, тогда работай, не можешь — тогда не стоит. И в любом случае поправляйся. При этом человек, конечно же, получит полную зарплату.

1. Заполните анонимную форму — 5 минут.
2. Укажите зарплатные (и другие) ожидания.
3. Выберите желаемую индустрию или область деятельности.
4. Получайте релевантные предложения​​.​​​​​​​​​​ ​

Источник

Sick Leave and Personal Days

Sick leave and personal days are a form of employment benefit in the form of paid time off for illness or to deal with a personal/private matter.

Sick leave and personal days are a form of employment benefit in the form of paid time off for illness or to deal with a personal/private matter. Since nearly everyone occasionally needs such time off, all businesses should have a clear policy established regarding sick leave and personal days. A sick day is fairly self-explanatory and can be used for everything from a common cold to a more serious illness that could require hospitalization or even surgery. Personal days can cover things like the illness of a child, a death in the family, jury duty, military obligations, or religious holidays. Most companies also allow vacation time for employees in addition to their set amount of sick leave and personal days.

Most companies allocate only a certain number of days for sick leave and personal time. For example, in a calendar year an employee could have five sick days and three personal days. If the employee fails to use them all in the given amount of time, the company must decide whether to allow employees to roll them over (that is, add or bank them to the number of sick days for the following year). The company could also reward the employee for not taking all available sick and personal days by offering cash bonuses, perks, or additional vacation days.

In an article for Business First, Dr. James D. Levy discussed employee attendance issues and described the three employee types that most businesses have to contend with. «On average, a small portion of employees will rarely, if ever, be absent because of illness. They pride themselves on being the iron man or iron woman and prove that people can, and do fulfill their responsibilities even when they don’t feel well,» he explained. «A second group, the great majority, will use a few sick days a year, well within most organizations’ guidelines. The third group, usually only 5 percent or so, use their sick days plus most or all of their vacation time and additional lost time because of illness. It’s this group that blurs the line between actual illness and the kind of ‘not feeling well’ that can be an excuse for poor performance or absences. Improvement in the attendance and performance of that small group would pay big dividends to organizations.»

PROBLEMS WITH SICK LEAVE AND PERSONAL DAYS

From a business standpoint, the main problem that companies face when an employee takes time off because of an illness or personal matter is the loss of production. This in turn leads to a loss of money (in most instances, an employee is paid when they take a sick or personal day). The loss of productivity occurs simply because the work that the employee was supposed to do that particular day has to be done by one or more other employees or by a temporary employee. There is also the chance that the work could not get done at all.

The existence of sick and personal days also leaves the door wide open for them to be abused by employees who are less than honest about their health or personal lives. Most everyone has played hooky by calling in sick to work at one time or another, but those who make a habit of it are costing their employers a lot of money over the long run. In addition, the other employees who have to cover for them while they are taking time off may start to build up resentment if this situation occurs over and over again with the same individuals. This dip in morale can also hurt the company over a long period of time.

Editor’s Note: Looking for Payroll Services for your company? If you would like information to help you choose the one that’s right for you, use the questionnaire below to have our partner, BuyerZone, provide you with information for free:

WAYS TO COMBAT ABUSE OF SICK LEAVE AND PERSONAL DAYS

There are many ways employers can fight back and make sure that their employees are not abusing the sick and personal days that they have been allotted. The first step would be to examine the existing policy and determine if it encourages unscheduled absenteeism. Management and supervisors can also force themselves to become more aware of their employees’ habits and be on the lookout for things like stress or specific types of lifestyles that may force an employee to take more time off. Single parents or recent divorcees would fall into this category.

In some instances, the company could consider providing counseling or other assistance to employees who suffer from problems that cause them to miss work (including alcoholism, drug abuse, and psychological problems). In addition, many employers can combat an attendance problem before it gets out of hand simply by confronting the employee and discussing the reasons why he or she has missed so much work. An official attendance record could be kept just in case the employee disputes the employer’s claims. Policies requiring an employee to file a report stating why they missed work can also be helpful in these types of situations. Also, since many employees spend a lot of time in the workplace, an employer can also reduce the chances of them getting sick in the first place by promoting a clean, safe, and healthy office environment.

Another concept that many employers have found useful in cutting down on unscheduled absences is known either as a paid leave bank (PLB) or a paid time off program (PTO). This program requires employees to consider all of their vacation, sick, and personal days as one unit to be used either for PTO or serious catastrophic situations. This system forces an employee who is abusing his or her sick day privileges to subtract them from vacation time or personal days if he or she continues to do so. Since the time that falls under the PTO plan is essentially the employee’s time, they would be less likely to abuse it. This plan also helps to cut down on unscheduled absences that disrupt the workplace. On the positive side, a company is better able to control costs under this system while still allowing an employee to take additional time if something catastrophic happens. A reward system can also be built into this plan to encourage employees from taking unscheduled absences off.

If a company offers employment options like flex-time or the opportunity to work from home, they also stand the chance of cutting back on unscheduled absences. With a flexible schedule, employees can rearrange their work times to attend to a personal situation like taking their child to the doctor in the morning. After their personal business is taken care of, they can still come in and put in a full day at the office and not have to use a personal day. The option to work at home can also cut down on an unscheduled absence if employees are too sick to report to work but healthy enough to perform their duties. Many such duties can be done at home with the help of a laptop or other device that is useful in telecommuting. Another benefit to this option is that other employees will stand less of a chance of coming down with an illness if the employee who is already sick just works from home.

If constant abuse of sick and personal days continue to be a problem between a company and a particular employee, more drastic measures can be taken. One tried and true method requires that the employer insist on a note from a doctor before allowing an employee who has been out for more than several days to return to work. Policies regarding raises or other rewards can also be tied directly to employees’ attendance records, therefore encouraging them not to take an unscheduled absence.

In serious circumstances, an employee can be fired for taking too many days off. The employer should make sure that they have a legitimate case against the employee in this instance because many situations are covered by the Family and Medical Leave Act (FMLA) and other laws that protect employees. If an employer is found to have wrongfully terminated an employee under one of these laws, it could stand to lose a considerable amount of money in a settlement.

But the best policies for reducing employee absenteeism have to do with creating a health workplace. Stephen Moir put it this way in an article on the subject that appeared in Personnel Today. «Staff wellbeing is about providing an environment that is conducive to people wanting to come to work and doing a good job. It is about having managers who manage well, and an organizational culture that is mature enough to recognize that a degree of absence is a natural side effect of employing real people. It is also about creating greater access to flexible working, and a broad range of benefits that motivate and encourage individuals. A truly successful approach to absence management is a holistic one that doesn’t just do the hard stuff, but also thinks about the total package that you offer as an employer-;friendly colleagues, access to learning opportunities, work-life balance, fair pay and rewards and so on.»

SICK LEAVE AND PERSONAL DAY POLICIES FOR SMALL BUSINESSES

Small businesses that pay their employees by the hour often have no sick leave and personal day policies. In most cases, companies in this situation experience fewer cases of abuse of sick days off because when employees do not show up for work, then they do not get paid. Time clocks or official attendance ledgers are also used to let employers know exactly how many hours a particular employee works per day so that they can be paid accordingly. Of course, things like extended illnesses, a death in the family, or religious holidays can always force an employee to miss work.

For companies that employ salaried staff, a clear and defined policy for handling necessary sick days and personal days should be in place and followed carefully. In the case of an abuse of the system serious enough to motivate a termination, care must be taken. As Phillip M. Perry stated in Industrial Distribution: «If your business is small enough that you operate as the sole supervisor, you are still open to legal problems if you don’t have a written policy followed to the letter. Employees who are terminated for excessive absenteeism will sue, claiming discrimination over those employees-;possibly the ones who are more vital to your business success-;who are absent just as often.»

BIBLIOGRAPHY

Collis, Leighton. «The Hidden Costs of Sniffles and Sneezes.» HR Magazine. July 1997.

Kaiser, Carl P. «What Do We Know About Employee Absence Behavior? An Interdisciplinary Interpretation.» The Journal of Socio-Economics. January-February 1998.

Levy, Dr. James D. «Employers Can Make Sick Leave Less Debilitating.» Business First-Columbus. 8 December 2000.

Moir, Stephen. «Tightening Sickness Absence Policies Is Not Necessarily the Answer.» Personnel Today. 4 April 2006.

Perry, Phillip M. «Where’s Jones? It’s 9 A.M., Do You Know Where Your Employees Are?» Industrial Distribution. June 1996.

Editor’s Note: Looking for Payroll Services for your company? If you would like information to help you choose the one that’s right for you, use the questionnaire below to have our partner, BuyerZone, provide you with information for free:

Источник

Sick leave days: перевод, синонимы, произношение, примеры предложений, антонимы, транскрипция

Произношение и транскрипция

Перевод по словам

noun: больные, болезнь, приступ тошноты

adjective: больной, болезненный, нездоровый, уставший, слабый, жуткий, мрачный, пресыщенный, раздосадованный, чувствующий тошноту

noun: отпуск, разрешение, уход, отъезд, увольнение, прощание, позволение

verb: оставлять, покидать, уходить, уезжать, бросать, удаляться, предоставлять, завещать, сходить, прекращать

Предложения с «sick leave days»

Copyright © 2009-2021. All Rights Reserved.

Источник

How to Write a Professional Sick Day Email (With Examples)

You wake up feeling terrible and you realize you can’t report to work today.

Telling your boss that you can’t come to work is scary, even if your office has a lax policy on absences. You don’t want your boss to think you’re slacking off, but you also don’t want to divulge so much information that the conversation gets awkward.

When you can’t come to work you need to write a sick day email. (Image Source)

This tutorial covers everything you need to write a professional sick day email, plus easy-to-edit templates. You’ll also find tips for writing a sick day email for recurring or invisible illnesses.

1. Follow Company Protocol

Follow the protocol for absences in your employer’s handbook or go with your manager’s preferred communication method. For some people, this means you’re required to inform your manager at least two hours before your shift. Some companies may require you to call in sick instead of sending an email or text. You may also need to inform your colleagues and clients that you’re out of the office.

Some employers need a doctor’s note for leaves that will last longer than three days. But there are also strict companies where you need to submit a doctor’s note even if you’ll only be absent for one day. Ask your manager or check your employment contract if you’re not sure where your employer stands on doctor’s notes.

2. Do it Early

Email in sick or call ahead of time, as soon as you realize you can’t come in to work. Sudden illness and trips to the emergency room can put work out of your mind. But it’s still your responsibility to call your manager as soon as you’re able. You don’t want to leave them clueless about your whereabouts.

3. What to Include in Your Sick Day Email

Keep your email clear and concise. Below is a list of what you need to include when you call or email in sick:

You can also email your team with an abridged version of this email that doesn’t include details of your ailment and doctor’s note.

Sick Day Email Sample for Your Team

It’s also a good idea to set up an out-of-office email to keep everyone else you work with informed.

4. Sick Leave Email Templates

Here are different templates to show you how to email in sick, depending on your circumstances:

1. Simple Sick Day Email Sample

Use this template when you’ll only be absent for a day. It’s short and doesn’t include a lot of details because a one-day absence doesn’t need five paragraphs to explain.

Thank you for understanding,

The phrase “urgent help” is there to suggest that you won’t be checking and replying to emails the whole day. Think of it as a subtle way of saying that you need time to rest, but you also honor your obligations and will be available to step in if a situation arises that only you could fix. Remove the phrase “urgent help” if you plan to answer emails like you would on a normal day at the office.

2. Sick Day Email Sample with Request to Use Paid Leave

Use this template if you’ve got a doctor’s note and if you’ll be using your sick leave to cover the absence.

I’ve also attached the doctor’s note to this email. I’d appreciate it if you would forward this email with the attachment to HR so they can process my sick leave. Thank you for your help.

Remove the phrase about going to the emergency room if you didn’t, or just switch it to “visited the doctor” if you went to the doctor after coming home from work.

Note that U.S. Federal law doesn’t require companies to offer a paid sick leave according to the Department of Labor. Other countries may have their own labor laws regarding sick leave. Check your employment contract before using this template.

Human Resources (HR) isn’t always responsible for approving sick leaves. Sometimes your manager has the final say, so you may want to tweak that part of the template according to your employer’s policy.

3. Out Sick Email Template for Indefinite Leave

Use this template if you’re not sure when you can report back to work.

I’m writing this to let you know that I can’t come to the office today. I’ve been feeling (sick, light headed, etc.) since (last night, yesterday, etc.), and only saw a doctor yesterday.

I’ll do my best to inform you if I can’t make it to work tomorrow, so that we can make some temporary arrangements for my workload. In the meantime, (Colleague’s Name) has agreed to look after my tasks for the day.»

For more general information on how to write professional emails, refer to the following tutorial:

5. Arrange for Someone to Cover You

Have you noticed that all the email samples above include a hand-off of your tasks to a trusted colleague? You should already have a predetermined arrangement with that colleague way before you need to be absent, so you can just call on that favor when you need it.

Your colleague’s lack of consideration isn’t the only reason for a predetermined arrangement. Your colleague needs to know how to do your work, where to look for certain files in your computer, and who your contacts are with clients or vendors. Otherwise they’ll look clueless while filling in for you.

You don’t need to prepare a textbook’s worth of information about your job. Just compile some notes on your tasks, such as:

6. Set Up an Out-of-Office Message

If you haven’t done it already, set up an out-of-office message to inform people that you’re not at work and are unable to answer emails. You only need to activate this message if you called in sick and also informed your boss that you won’t be able to answer emails at home.

This isn’t like the sick day email you wrote for your boss and co-workers though. You’re not required to inform people outside your team about your illness, much less your symptoms. They probably also don’t want to hear the details.

Below is a simple out-of-office message you can set-up on your Gmail, Outlook, or other email provider.

Please contact (Name) at (email address) or (phone number) for your urgent concerns. Otherwise, I’ll attend to your emails upon my return. Thank you.”

7. Special Cases: Sick Day Emails for Recurring & Invisible Illnesses

A few years ago, I called the workforce hotline to call in sick, a standard procedure for my job back then. After explaining why I couldn’t make it to work, the person on the other line berated me because this was the third time in six months that I called in sick for the same reason. My reason was an invisible illness—one of the many ailments where the person seems fine unless you see all the prescription medicines they’re taking.

Lots of invisible and recurring illnesses exist, some of which are manageable enough it’s possible to have a job. Based on my research, it looks like I’m not the only one who feels guilty and scared of awkward conversations when calling in sick. This section is for people looking for advice on how to handle this situation at work.

Julia Esteve Boyd, an Etiquette Consultant with an international background in corporate etiquette, says,

“Recurring illnesses are problematic, but most employers are understanding when they know all the important facts.”

Disclosing your recurring or invisible illness at work may trigger further scrutiny from your boss or HR. That’s why it’s in your best interest to research your employer’s policies regarding absences before you broach this topic. If there’s nothing in your contract or employee manual about recurring absences, ask your coworkers if they know someone with a similar situation within the company. Then talk to that person to see how they handled previous sick leave requests, and how their boss and HR handled it. Their experience will give you a clue on what you can expect.

Eva Doyle, a manager with more than 20 years of experience, advises employees with recurring illness to talk to their manager about their condition before they need to take a sick day. She continues,

“Come prepared to discuss your plan to manage your condition and its effect on your work.”

Doing this allows you to collaborate with your boss in creating a contingency plan for your tasks, while minimizing bad surprises, like if you email in sick multiple times in one month.

As for possible awkward conversations regarding your illness and symptoms, Boyd and Doyle both agree that you only disclose the important details of your condition. You can disclose what your illness is and a general explanation of how it prevents you from working, such as migraine, pain, or fever. Leave out the finer details about what you’re going through. Your boss will be happier not knowing about them.

The Family and Medical Leave Act (FMLA) provides employees of covered U.S. based employers up to 12 weeks of unpaid sick leave for specific medical conditions, which they can use for themselves or a member of their immediate family. Check if your employer is covered by the FMLA act, so you can use this benefit if you need a sick leave even if your boss is reluctant to give you one.

Wrapping It Up: Email in Sick the Right Way

You many not remember everything on this tutorial when the time comes that you need to email in sick. That’s okay. If you think you might need this information, bookmark this article so you can refer to it later.

One thing you should remember though is to follow your company’s sick day policy. Following instructions ensures your sick day doesn’t earn you a scolding the next day you report to work.

Discover great email signature templates on Envato Elements or GraphicRiver.

Editorial Note: This content was originally published on January 12, 2018. We’re sharing it again because our editors have determined that this information is still accurate and relevant.

Источник