With reference to the news item Injured Worker's Job Termination Ruled Illegal (September 18), on behalf of the Ramla Bay Resort the following clarification ought to be made for fairness' sake:

The employee in question testified before the Industrial Tribunal that she was injured at work on February 27, 2003 at 1.35 p.m. and that she tried to go back to work the following morning but the security officer sent her back because he saw that she was in pain.

The hotel management could never accept that the said employee was injured at work because according to the hotel's palm reader attendance the employee worked regularly till the end of her shift both on February 27 and 28, 2003. The employee did not report for work on March 1, 2003 and presented the management with a sick leave certificate. Three weeks later the employee presented the management with a backdated injured certificate.

Faced with the above documentation, the hotel management placed the employee on sick leave and not on injury leave.

Furthermore, on the expiry of the sick leave period the hotel management gave the employee 18 extra days as sick leave on half pay out of its own free will although in the hotel industry this is not required by law.