Leave Policy
The
company recognizes that every employee may, from time to time, require leave of
absence from work for a variety of reasons. This policy outlines the type of
leave available to employees and establishes the guidelines for availing leave.
Leave
shall be granted at the discretion of the employee’s direct manager, factoring
the individuals’ needs and work exigencies.
For
computation of leave; the company’s leave year is based on the calendar basis
i.e from Jan to Dec for all employees.
The
purpose of annual leave granted by the Company is to allow employees to rest
and recuperate from work and/or attend to personal commitments. Employees are
encouraged to avail of annual leave during every year.
Employees
who join midyear are entitled to annual leave on a “pro-rata” basis.
All
permanent employees will be entitled to annual leave of (one and half) (1.5)
working days for a full 12 months of employment. (Total 18 days in a year).
For
the purpose of computation of leave due to an employee, his/her probationary
period will be taken into account, however annual leave during the probation
period cannot be availed until the probationary period has expired and
continuing employment with the company is confirmed.
Normally,
where leave is granted during the probationary period, leave will be treated as
Leave without Pay (LWP) or at discretion of management decision.
Continuous
Service means uninterrupted service for 12 months as a permanent employee but
shall exclude service interrupted by:
Absence
due to self-sickness – certified by doctors.
Accident
while on duty.
The
Company has the right to re-arrange leave, recall employees who are on leave,
or to defer an employee’s leave if exigencies of work demand this.
Annual
leave must be consumed by the end of each year and any leave not availed of
will be allowed to be carried forward, only to a maximum of Six (6) working
days per year.
If
the carried forward annual leave balance is not utilized prior to March i.e. by
first quarter in the following year, it shall be forfeited, except under the
following circumstances:
Prior
approval must be sought from HR department and ED/CMD.
Special
reasons could be accumulation of leave
for a single stretch of leave for studies, visiting relatives overseas,
performing religious rites, etc, and/ or
An
undesirable situation, where work pattern/schedules do not allow the employee
to avail of leave.
No
encashment of unutilized annual leave will be granted, except in the year of
normal separation/retirement.
Casual
cum sick leave (Total 7 days in a year) are lost if not utilized during the
financial year. If the employee uses his/her leave beyond their entitlement at
any point during the leave year, the company is entitled to make a deduction of
the excess from salary entailment.
In
case of sickness, staff should inform their Direct Manager & HR by 8:00 am
that day.
Any
leave taken in excess of an employee’s entitlement will be treated as un-paid
leave. This should be in exceptional situations and repeated availing of unpaid
leave is discouraged.
The
Company views seriously all employees who are absent without prior
approval. Employees will be liable for
immediate disciplinary action if they are absent without prior approval and
have not informed or attempted to inform the direct manager or HR department of
their absence.
Public
/ Restricted Holiday Policy:
An
employee is eligible for 10 (Ten) holidays declared by local government in a
financial year. List of holidays will be
shared at the beginning of the year
All
female employees will be entitled to maternity benefits (wages) in accordance
with the provisions of the Maternity Benefits Act, 1961. Women who have worked
for a minimum period of 160 days in the 12 months prior to the delivery of
their child will be entitled to maternity leave of up to:
12
weeks (100% pay) in case of delivery
6
weeks (100% pay) in case of miscarriage (from the date of miscarriage).
Maternity
leave may be mixed with sick leave. All leaves further than the statutory limit
of 12 weeks will be charged to Earned Leave.
The
leave will not be extended beyond a period of 1 month, without a certificate
from a qualified medical practitioner and prior approval of HR.
Process:
The
employee should give at least one month's prior notice to the date of beginning
of leave.
Maternity leave should be recorded correctly in the time sheet
as “Leave of Absence”.
If you are going on leave more than the fixed
time, you need to get special sanction.
All
the kind of leaves must be applied/approved on portal and availed accordingly.
Every
male employee including a (probationer and permanent) with less than two
surviving children may be granted paternity leave upon his spouse delivering a
child.
A
maximum of three (3) days will be granted to each male employee entitled to
paternity leave.
This
benefit will also be applied in cases of the employee choosing to adopt a baby.
Bereavement
Leave:
Total
(3) working days, for employee to grieve the loss of a close family member and
attend a funeral, deal with any immediate post death matters
Notice Period:
No leave will be sanctioned during the notice
period.