The policy of the Government of Bahrain prescribes that the administration of Sick Leave will be conducted on a uniform and equitable basis with due consideration to the needs of the Government of the State of Bahrain and the health and welfare of the individual employee.

In accordance with regulation No (6), issued by the Minister of State for Cabinet Affair , this regulation establishes procedures and provides information as needed by Ministries and all levels of management and supervisors for the effective administration of Sick Leave for all employees of the Government; of the State of Bahrain as detailed below:

1. RESPONSIBILITIES
   
   1. The Civil Service Bureau: The Civil Service Bureau has the primary responsibility for the administration of this regulation and for insuring that the procedures stated herein are followed.

   2. Supervisors: Supervisors at all levels in the Ministries are responsible for insuring that the requirements of this regulation are applied properly and equitably.

   3. The Medical Commission: The Medical Commission appointed by the Minister of Health is responsible for determining the fitness of the employee to perform the duties of his position, the validity of medical certificates and periods of incapa­citation due to illness.

2. Scope: This regulation establishes procedures and responsibilities for authorizing sick leave for all employees of the Government of the State of Bahrain except those specifically excluded in paragraph (6) of this regulation.

3. Authorization of Sick Leave:
   1. Sick leave for one (1) work day may be authorized and approved at the lowest supervisory level without requiring a medical certificate if the supervisor is satisfied that the absence was due to illness. However, the supervisor may, if he suspect that the sick leave privilege is being abused, required medical certificate for all periods of absence.

   2. Sick leave for a period beyond one (1) work day but less than six (6) work days must be supported by a medical certificate that may be accepted by the supervisor. However, in case of doubt of the validity of the certificate, the supervisor may refer the employee to the Medical Commission for conformation.

   3. All absence of six (6) work days or more due to illness must he supported by a medical certificate approved by the Medical Commission.

4. Computation of Sick Leave: Effective 1st July, 1979 earned sick leave will be computed and credited to each employee’s account; at the rate of (2) work days for each full month of duty for a maximum total of (24 ) work days each year. No sick leave is earned for a period of less than one (1 ) month.

5. Accumulation of Sick leave: The maximum number of days of sick leave that an employee may have to his credit and carried for ward is 288 work days.

6. Eligibility: All employee of the Government of the State of Bahrain except those listed below, earn sick leave from the date the employee enters on duty. The following category of employees listed below are not covered by this regulation.
   1. Consultants and. contract hire on a daily (per diem) basis.
   2. Temporary employees appointed for less than 90 days.
   3. Part time employees.

7. Crediting Sick Leave:
   1. Effective 1st July, 1979 eligible employees will accumulate and be credited. with sick leave as it is earned at the rate of (2) work days for each full month of duty.

   2. Effective at Lire time this regulation is implemented, the outstanding balance of sick leave to be credited for each employee will be calculated by multiplying the number of completed, full months of service by 2. The result of this calculation less any recorded used sick leave will be the total number of work days of sick leave that will be carried forward to the credit of the employee provided it does not exceed 288 work days.

   3. Employees will earn sick leave during authorized periods of leave without pay provided such leave does not exceed 30 days at any one time.

8. Administration of Sick Leave: Sick Leave may be used when it is established that an employee is incapacitated for the performance of duty because of illness or for medical, dental or optical examination or treatment by applying the following procedures, as appropriate:
   1. If the employee becomes ill and his illness prevents him from reporting to work he should notify his immediate super­visor as soon as possible and should at this time indicate his correct address.

   2. The length of time employee’s incapacitation due to illness will be determined, by the medical authority.

   3. If time employee becomes ill while on duty, he may report to the nearest health centre to the work site provided he has a letter of referral from his supervisor. Emergency cases may report without a letter of referral. Upon return to duty he should present the medical certificate.

   4. If the employee elects to go to a private medical facility or doctor for treatment he should obtain a medical certifi­cate to present to his supervisor upon his return to duty.

   5. If the period of absence due to illness exceeds the employee a sick leave balance the extended period will be charged against his annual leave credit. If the employee continues to be sick after using all of his leave he may be considered under the emergency leave provision, of this regulation. (see paragraph No. 10)

   6. Absence due to illness when certified by a medical doctor and accepted by the employee’s supervisor as detailed in paragraph (5 — b) will be recorded as sick leave by completing the Civil Service Bureau Standard From No. 19(A). This form should be attached to the approved medical certificate and submitted to the Civil Service Bureau in order that necessary adjustment of sick leave records may be made.

   7. Absence due to illness for one (1) day or less will also be recorded on Form No. 19(A) and submitted with the time and attendance record to the Civil Service Bureau for each month during which the absence occurred end will be charged against the employee annual leave credit.

   8. Period of absence due to illness preceding time of confinement due to pregnancy will be processed under the provision of this regulation. Absence during the period of confinement due to pregnancy will be covered in a separate regulation.

   9. The employee a sick leave record maintained in the Civil Service Bureau will be recognized as the only official document.

9. Approval of Sick Leave Certificates:
   1. Medical certificates may be obtained from any medical doctor recognized by Ministry of Health.

   2. Absence that exceeds six (6) work days must be approved by the Medical Commission.

   3. All medical certificates must contain as a minimum the following information:
      1. Employee’s full name, date of birth, occupation, residence and sex;

      2. Medical diagnosis end expected period of incapacitation;

      3. Name of the Medical doctor, his address, his signature and his official stamp;

   4. If after the expiration of the medical certificate the emp­loyer continue to be absent due to illness he should obtain another medical certificate .for time extended period of absence.

   5. Employees who receive medical treatment; outside the State of Bahrain will be referred by their directorate to the Medical Commission immediately upon return to Bahrain in order to determine the validity of their medical certificates and fitness to resume duty.

10. Emergency Sick heave Provision: This paragraph provides for the extended absence of the employee who because of their incapacitation for duty and because of lack of leave credit as outlined in paragraph (8 - a) may, upon advice of the Medical Commission, be considered for an advance of sick leave for up to (60) work days to cover the extended period of absence.

    However, if determination is made by the Medical Commission that the employee is not able to resume duty, action will be initiated by management to retire the employee for disability for medical reasons.

    During the first year of his employment, the employee will not be entitled for the extended sick leave granted under this provision. Any absence due to illness which exceeds the employee’s sick and annual leave credits normally earned at the established rate during the first year of employment will be considered leave without pay.

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