Sick Leave

Employees who are absent for over a week, generally have to obtain a note from their GP which should set out the nature of the illness and how long the employee is likely to be off work. Employers are required to accept a fit note at face value unless they have convincing evidence which casts doubt on whether the employee is genuinely ill.

Business owners in Oregon did not have to worry about overworking their employees because if they grew sick and unable to work then there would be another to take his or her place. However, when the law was passed, that stated that women who worked in factories, work no more than ten hours a day; the owners had to be more careful of how many hours they demanded of their female employees lest they create a lawsuit.

Employees are expected to return to work immediately upon release by a health care provider or at the expiration of the approved leave of absence. At the end of the leave, the employee will be reinstated to the same or an equivalent position. If the employee does not return to work upon release by a health care provider or at the expiration of the approved leave of absence, the employee will be considered to be absent without authorized leave and subject to disciplinary action, up to and including termination. An employee who has been released by a health care provider to return to work and fails to return to his/her employment may be held responsible for costs incurred by the County

A vacation of two weeks after 12 months of service and within the following 10 months or, if the employee has been employed with the same employer longer than 8 years, a vacation of at least three weeks

This leave entitles employees to a 12 week unpaid leave within a 12 month period. It is 26 weeks for service men and women and their families. There are several components of this law that pertain to the number of employees, location of employees and the amount of time an employee has at their place of employment. Some employers may require you to use any accrued sick time, personal days or vacation time before the unpaid period

Almost all workers are legally entitled to 5.6 weeks’ paid holiday per year (known as statutory leave entitlement or annual leave). An employer can include bank holidays as part of statutory

Temporary workers are also are entitled to legal rights under the employment rights act (1996) and the Agency workers regulations (2010) such as: equal working conditions, holiday leave entitlement which is usually with the same amount of days as a fixed term/permanent employee pro-rata, the 48 hours a week working time regulations and the 12 week qualifying period”.

PTO system allowed employees to take time off without any restriction imposed through traditional time off policies .the approach give employees certain number of days that put in leave bank system ,upon withdrawal from employees the system reduce the balance of leaves remaining for the employees .with the paid off leave system the employees can utilize their allocated days however they wish, without having to specify reasons .employers can advantage from PTO asking the employees to determine their leaves in advance and employer can plan for lost work days and creating family environment through the organization .

28 days holiday (paid) for full time employees (part-time employees would receive this on a pro rata basis);

By law all workers should also not work for more than 48 hours a week on average over 17 weeks. This does not apply to workers under 18. They should not work for more than 8 hours a day and 40 hours a week.

Women employees have the right to take up to one year’s (52 weeks’) maternity leave. All women have the right to return to their

To conclude, Employment Act 2008 also improves the areas of employment which includes minimum wage, holiday pay, equal opportunities and also contains trade unions. Holiday pay such as employees are entitle to 28 days of leave if they are working full time and 12 weeks of holiday pay if they are working part time rendering to the hours they are working. Trade unions are the representatives in a firm as they stand for all employees that are working and solve issues within the firm. Parents are entitle to ask for flexible working hours as they have a right which includes part time work or working during school hours, working from home, job sharing and finally shift working. They have permit to put in a request to work flexibly every 12 months.

2). Employees who absent without any doctor’s note for more than to 4 days/month will receive warning.

The most popular form of time off is vacation time, this is typically a time that has to be scheduled off in advance and the time allotted is determined based on employee seniority. The amount of vacation an employee may receive is determined by many factors in the company such as the industry, organization size and locale. Companies tend to offer one to two weeks for employees after they have had a position for one year, and once the position has been held for five or more years the employee will receive an additional allotment of scheduled time off. Paid holidays are nationally observed holidays such as New Years Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas; an employee would normally get this day off with pay or if asked to work would receive additional compensation for working on the holiday. Sick time is for the unexpected time of illness and is generally something that an employee would have to "call out" for, thus notifying their manager that they will not make it to work for that day. Sick time consists of one week or forty hours and can be scattered through out the year. (Bohlander 479) FMLA or Family Medical Leave of Absence is considered an excused absence in the event there is an illness in the family or a health condition with ones self, and the birth of a child. FMLA is something that is doctor approved and an employee obtains a certain amount of hours to use per year. FMLA can be an option that you are not

The legal and institutional framework for regulating domestic work and protecting the rights of the domestic workers in Bangladesh consists of particular provisions in various laws of the country: the Constitution of the Peoples Republic of Bangladesh, the Labour Act, 2006,the Domestic Servants’ Registration Ordinance,1969 , Penal Code 1860, the Nari O Shishu Nirjatan Daman Ain 2000 (the Prevention of Suppression Against Women and Children Act 2000); the Children Act 2013, the Contract Act,1872,the Specific Relief Act,1877 etc .Out of these laws only Domestic Servants’ Registration Ordinance 1961 directly applicable upon the domestic workers.