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The sick-list on holiday
|Imagine such situation: you left in long-awaited holiday and... ached. It is unpleasant not to take pleasure in deserved rest. Whether compensation is possible? Whether the employer the sick-list on holiday has to otplachivat?|
The sick-list on holiday — quite burning topic, after all diseases after an exit in holiday are not so rare. While we live a certain working rhythm, the organism gets used to work according to the established schedule, as much as possible makes active protective forces and tries to overcome stresses. As soon as we leave in holiday, and vigorous activity is succeeded sharply by rest and silence, immunity is undermined, and there are high chances to ache. And from accidents, alas, nobody is insured.
Whether the employer to you the sick-list is obliged to pay during holiday? It depends on a type of holiday. If you went on the next paid leave, according to article 124 of the Labour code of Russia you have the right to prolong the current holiday or to transfer rest to other term. For this purpose you need to issue and provide to the employer the sick-list confirming temporary disability. After recovery and closing of the sick-list you will be able to prolong the annual paid vacation on number of calendar days of your disability.
In addition, the sick-list during holiday does not deprive of you the right to temporary disability benefit. This grant is made out after presentation of the sick-list and pays off in accordance with the established procedure. The sick-list can be issued directly during holiday, and right after it you can count on payment of a grant. If in the sick-list there is a mark about violation of the mode, the sick-list is paid for the law only about day of violation.
If you upon termination of the next holiday lasting 28 days show the sick-list, the special order on extension of the next paid holiday it is not required. If you decided to attach the days which remained owing to an illness to the following next holiday or to use them within the current working year, you need to address to the employer in writing. If he agrees, the response from holiday will be issued and the relevant decree is issued. Having certified the decree the signature, you thereby agree to a response from holiday.
After that you have the right to attach unused days to the following holiday, to use them within the current working year or to replace them with monetary compensation (in this case you will need to write the application).
The sick-list on holiday is not paid and does not grant the right for holiday extension if you are in holiday without maintenance of a salary (holiday at own expense) or on educational holiday.
If you got sick during a child care leave, the sick-list to you is not issued and is not paid. But if you during a maternity leave work at home or on the terms of part-time, the leaf of disability is given and paid in accordance with general practice. Anyway, the sick-list during a child care leave does not grant the right of extension of holiday.
The sick-list during holiday is not issued and, respectively, is not paid if loss of capacity was the result of alcoholic or drug intoxication.
If you issued the sick-list on care of the sick child or other family member, such sick-list during holiday is not paid and does not grant to you the right for holiday extension.
Thus, the sick-list on holiday is paid by the employer and grants the right for holiday extension if you got sick during the next paid holiday and provided correctly issued sick-list. The sick-list during educational or unpaid leave is not paid and the right for extension of holiday does not grant.
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