GMC Srinagar implements stringent protocols for Medical Leave
Srinagar: In a recent development, the Government Medical Colleges, Srinagar, and Associated Hospitals (GMC&AH) have introduced stringent measures regarding medical leave for its staff dealing with patient care. Certificates from private clinic doctors will no longer suffice, as the employees must now obtain certification from the Standing Medical Board to avail of a medical leave.
During a meeting of the Medical Superintendents of all the Associated Medical Colleges with the Administrator of GMC&AH, decisions were taken to enhance the accountability and authenticity of medical leave applications. The move aims to ensure a standardized and credible process for assessing the health-related grounds for leave. Furthermore, female employees seeking Child Care Leave will now be required to submit necessary documents for verification by hospital authorities before the leave is granted. These measures are designed to streamline the process and ensure that leaves are granted based on legitimate and documented reasons, reports The Daily.
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As per a recent media report by Daily Excelsior, employees often seek extended medical leave based on the medical certificates of private clinics. “Similarly, some female employees seek extended leaves for extraneous purposes, such as staying at home or traveling outside the UT during winters under the guise of Child Care Leave.” Under such circumstances, the authorities have decided to make it mandatory to get verified medical certificates exempting maternity leave applications from the District Medical Boards/Standing Medical Board of SMHS Hospital, Srinagar.
It has been clarified that “Regarding the grant of Child Care Leave, it was clarified that leave is not an absolute right, and such leave should be sanctioned for genuine and bonafide purposes…Moreover, while granting Child Care Leave, it should be ensured that the delivery of patient care services is not compromised.” Some employees have sought Child Care Leave with fake and forged DOBs. The new directive mandates applicants to provide explicit details and documentary proof explaining the type of service they intend to render to their children during the leave period. To ensure accuracy, the leave sanctioning authority will cross-verify information, including the service book, date of birth of the child, and CPIS ID of the applicant, aiming to maintain consistency in the date of birth records.
In a crucial meeting led by the Administrator, discussions were made regarding the imperative need for rationalizing duty rosters and working hours to mitigate the ongoing staff shortages. The gathering highlighted a concerning trend where employees assigned night duties from 10:00 AM to 10:00 AM the following day for a total of 24 hours were found prioritizing extended breaks over fulfilling their professional responsibilities. “This practice adversely affects patient care services and results in staff shortages, making it challenging for the Medical Superintendents to manage affairs.”
In response to the ongoing deliberations regarding the most effective shift mechanism for employees, Associated Hospitals have chosen to implement a two-shift model, steering away from the initially proposed three-shift solution deemed "currently impractical." Under the newly adopted system, employees assigned to night duty will be entitled to two days off—one day preceding the night duty and one day following it. Moreover, after securing a promotion many people refuse to accept the duties assigned to them unethically using their superiority. The new rules clarify that “not to exempt employees from legitimate duties.”
The issue of some staff refusing night duties due to a lack of personal transport and accommodation within municipal limits was raised. The management clarified that employees already receive House Rent Allowance (HRA) and transport allowances, eliminating grounds for abstaining from assigned duties, reports The Daily. Medical Superintendents have been instructed to enforce discipline, optimize manpower, and report non-compliance promptly. Non-compliance may result in disciplinary actions, including demotion or labeling disobedient officials as deadwood. A letter has been dispatched to Medical Superintendents, demanding a compliance report within a day to ensure adherence to the directive.
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