Our company operates 24/7, in a very remote place. Due to the nature of ongoing working environment, the workers are allowed to carry forward/accumulate their weekly rest day(sunday) and clear end of the month.

Recently, an employee applied for 5 days off. on his 2nd rest day, he obtained 2 days MC and returned to work on 7th day. Can he use mc to offset his rest days, and take longer leave?

Based on employment act, MC on rest day is not acceptable and will not be entitled to replacement. But would it be still the same for our case, where the rest days are not on sunday but carried forward to a latter date?

The best compromise IMO (and which is what is practiced in my company), the 5 days leave will be changed to 3 days leave + 2 days MC, and 2 days leave 'refunded' to the employee to re-apply in the future. This is documented in my company HR guidebook thing.

For your case, it is grey area because you don't have any policies around this which specifically state what your employee is or isn't alllowed to do.

as we do not have proper HR department, he only informed his immediate supervisor that he has health issue (50++ y/o). technically, if we're sick and obtained MC on sunday, we're not entitled to additional day off. Unless that MC is obtained during PH or AL.

But in this case, we allow them to stay at site, keep the sundays, and take 4 or 5 days off end of the month. The reason because they stay far from working site, thus weekly 1 day alone is not enough to travel back and forth.

So if i consider these accumulated rest days equivalent to weekly sunday, his MC is not acceptable. But is it fair from the employees perspective ?