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I think during the sick leave company pay for two things salary and production of the Employee .. so if the sick leave was during the weekend the company will losse salary only ….
so I feel company should pay for this two days if there is a Medical Certif.
If there is ample reliable proof that she got sick for two days, I think that you should just accept that fact and not be too bookish not to accept her sick leave application.
Let’s modify the situation. What if an executive comes for work at 8AM and by 9AM she starts not feeling well. Instead of going home to rest, she instead sleeps the rest of the day at her closed office. She applies for a sick leave. Will you say, “No way, I don’t care what you do while you’re in the office. You’re still present, so you can’t apply for a sick leave.”
Two of the attributes of good managers, among many others, should be flexibility and common sense.
Sick pay is for when you’re too sick to show up for work. This person wouldn’t have shown up anyway…so if someone is sick on Saturday or Sunday, would that person get paid sick time if he or she is not normally scheduled for that day?
You must have strict policies about how time off can be used. We prefer a paid time off bank where sick, vacation and personal time are accrued and recorded, but for employees, it falls under one umbrella of general paid time off. Employees appreciate the flexibility and give us as much advance notice as possible before they take off time.