Posts tagged "Leave Policy"

What is the Best Way to Manage Sandwich Leave?

When you take leaves on Saturday and Monday then Sunday is also counted as a leave as per Sandwich leave name. This kind of combination is called Sandwich Leave concept when a paid holiday gets sandwiched between two leaves. Sandwich leave policy is followed by many companies with an intention to stop their employees from taking leaves at a stretch and also enjoy benefits of paid leaves. There are various other policies in this like Sandwich Leave Policy for earned leave.

So if you plan to take leave between two holidays then get prepared to witness the loss of pay. In this post, we have come up with some small and smart moves to make the most of your leaves along with Sandwich Leave policy rule in your company.

Managing Sandwich Leave

Here are some points that you must keep in mind while submitting your sandwich leave application:

  • If you are planning to take Saturday and Monday as off then you must serve your office for half day either on Saturday or Monday.
  • You can keep your loss to minimum by taking off on Friday and Saturday along with Sunday or Monday and Tuesday along with Sunday to at least enjoy one paid leave instead of no paid leave.
  • If your company allows work from home then you can work from home one day before or after Sunday and take one day as leave.

This is quite a debatable issue and is very subjective to the HR policies of the company. Therefore, have everything clarified with your HR Manager before taking an off like that.

 

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Posted by Hrformats - December 4, 2018 at 12:05 PM

Categories: Others   Tags: , ,

Sandwich Leave Rule Policy In Simple Words

Sandwich Leave Rule Policy is a Saturday Sunday leave policy followed by many companies. It implies that when term holidays fall between two availed leaves then in that case they all merge together and they are considered as sandwich leaves. For example, if Sunday is an official holiday in a company and an employee takes Saturday and Monday as offs then in that case, Sunday, the official holiday, will also be counted as a leave making it a sandwich leave of three days. This is basically Sunday holiday rules followed by companies in order to prevent their employees from taking long holidays by utilizing the weekends.

There are different Sandwich leave formats followed by companies subjective to their rules. Sandwich leave policy is legal and counts official holidays as leaves if they are sandwiched between leaves.

 

Other Related Post of Leave

Use the professionally drafted Sample of Circular for Leave Request

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Posted by Hrformats - November 14, 2018 at 8:42 AM

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Employee Leave Policy

I have Attached Leave Policy

LEAVE POLICY

 

Purpose                      

The objective of this policy is to explain the leave entitlement and procedure for availing leave. You are eligible to the following leave benefits.

 

      Annual / Earned Leave

Our annual vacation plan is designed to provide you with the opportunity to rest and get away from the everyday routine. You are entitled to annual leave of up to 15 working days in a calendar year. The EL will be accrued only after the completion of each year. You shall be entitled to earned leave only on confirmation of services.

 

Un availed earned leaves if any for the year can be carried over to the next year. However you can carry over a maximum of 10 ELs only. An employee, once entitled for Earned leave, is advised to avail at least minimum of 5 days leave per annum. In order to satisfy your preference and to meet the staffing needs of your department, you are advised to discuss your vacation plans at least two weeks in advance with your reporting manager.

 

      Leave Encashment

Earned leave can be accumulated from year to year, up to a maximum of 60 working days at any given time. Any leaves over and above 15 can be claimed for encashment. Earned leave payment would be calculated as per the current Basic salary.

 

      Casual / Sick Leave

You are entitled to casual/Sick leave of up to 12 working days in a calendar year. This leave is for an employee to attend to his/her personal tasks, etc. The leave has to be applied and approved at least 2 days in advance.

Not more than 2 consecutive days of leave will be approved in the case of CL. This leave has to be consumed in the same year, else is lapsed on 31st December every year.

 

      Maternity Leave

Female employees who have been working with the company for not less than 90 days will be eligible for 90 days of paid maternity leave, up to two confinements. To facilitate arrangements for cover of duties, application for maternity leave will have to be made not less than two months prior to the date of commencement of leave.

Absence from work due to miscarriage or any other illness arising out of pregnancy will not be considered as maternity leave, but as normal medical leave. Employees covered under ESI, shall govern as per the ESI guidelines.

 

     Paternity Leave

Male Employees will be granted paternity leave for 2 working days. The leave should be availed within three weeks time of the birth of the child. This will be applicable up to a maximum of two confinements.

 

      Special Leave

As an employee friendly organization, an employee can avail one day leave over and above the other leaves above mentioned for one special occasion. This can be either his/her birthday or wedding anniversary only.

 

 

     Compensatory Offs

An employee who has worked on a holiday is eligible for a compensatory off. However, this has to be approved by the Reporting Manager with appropriate justification for such extra work and efforts.

 

     Holidays

Holidays commemorating events of national, social and religious significance are offered to employees. Apart from scheduled weekend/ earned & casual leaves there are 10days declared as paid holidays every year.

Holidays list will be put up every year in January and accordingly applicable.

 

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Posted by Hrformats - June 29, 2012 at 5:54 AM

Categories: HR   Tags:

Leave Policy

I Have Attached Leave Policy

IOLCP/API/HRM/RFD/013

 

 

IOL CHEMICALS AND PHARMACEUTICALS LIMITED, DHAULA (BARNALA)

LEAVE RULES

1.                  CASUAL LEAVE

 

Entitlement: Every Regular member shall be entitled  to 7 Casual leaves in each  calendar  year.

 

Periodicity of credit: Every Regular member shall get the credit  of  7  casual leaves on 1st January or  the date  of joining, which ever  is  earlier, on pro-rata basis.

 

Carry forward provision:  Casual  leaves at all shall not be carried forward  or encashed at the end of the year.

 

Availment of leaves :  The casual leaves shall be availed in a manner that every member will be entitled for a maximum of 2 Casual Leaves in one quarter and total 7 casual leaves in a year.

 

2.      SICK LEAVE

 

Entitlement: Every Regular member is entitled  to 7 Sick leaves in each calendar  year, provided he/she is not covered under ESI Regulations.

 

Periodicity of credit:  Every Regular member shall get the credit of 7 sick leaves on 1st January or the date of joining which ever is earlier on the basis of his/her entitlement, on pro-rata basis.

 

Carry forward provision: Sick leaves shall be carried forward up to maximum of 14 days and shall not be encashed at the end of the year.  The maximum limit for having the sick leaves in ones account is limited to 21 only and rest of the sick leaves will be elapsed.

 

Availment of leaves :  The sick leaves shall be availed in a manner that every member will be entitled for a maximum of 2 sick leaves in one quarter and after completion of 3 years of service, the member can avail 21 sick leaves together.

 

3.      EARNED LEAVE

 

Entitlement :  A Regular  member is entitled to  Maximum 18 earned leaves  in each calendar year after completing one  year of service with the company.

 

Rules:

a)      Any member who have  worked  for 240 days during a calendar year  shall be entitled  for earned leave of one day for 20 day  working.

b)      A member is entitled for earned leave  only after he completes one year of service in the company. The year  for the  purpose of earned leave means the calendar year  i.e 1st January to 31st December. Leave shall not be earned on the  days of leave enjoyed in the previous year.

c)      A member who joins after 1st January shall  be entitled for  leave on pro-rata basis on the  falling 1st January.

d)      When a member on earned leave reports to be sick and asks  for extension  of leave on medical grounds,  his/her sick leave account will be debited first before any other leave.

e)      A member may apply earned leaves for total 3 times in one calendar year. However, if a member wants to avail his EL more than 3 times in calendar year, it should be left upon the HOD / HRM discretion.

PROCEDURE FOR AVAILING EARNED LEAVE:

 

a)      Every member who wishes to avail earned leave shall apply to the Head of the Department in a prescribed manner.

b)      Application must be made 48 hours before the commencement of leave.  If an employee after proceeding on leave requires an extension due to unforeseen circumstances, he shall communicate by whichever quicker means viz. Telephone, telegram, fax, e-mail etc. to the his/her HOD.

c)      Ordinarily Advance against the earned leaves will not be considered.  The emergencies and unforeseen circumstances will be decided by the Unit Head of concerned location only.

 

Read this also : Sandwich Leave Rule Policy In Simple Words

CARRY FORWARD PROVISION AND LEAVE ENCASHMENT:

 

a)      If any member does not avail his earned leave in a year then such leave gets accumulated to his/her credit. The maximum limit for credit of leaves shall be maintained 90 in numbers and rest of the leaves will be automatically encashed by the company on yearly basis.  However, in case of leaving the organization the company will arrange to encash all the above 90 leaves too.

 

PROVISIONS FOR THE LEAVES

 

Intervening Weekly offs and closed holidays:  Intervening  weekly offs & closed holidays during leave shall be counted as leave during  the  period of Sick & Earned Leave, but not  in case  of Casual leave.  A member can avail only medical leaves  after availing of Casual or Earned leaves.

 

Minimum quantum of leave allowed  per occasion  is half day.

A fixed rule for availing the leave has been designed for the half day leave in the following way:

            As and when a member will be availing the leave for first half, he will report in mills at 1.30 p.m. and whenever a member want to avail leave for the 2nd half, he may leave his work place at 1.00 p.m.

Dealing with excess leave availed:  Ordinarily no excess leave i.e. Sick / Casual / E.L. will be allowed to avail.  However, at the time  of separation  from company, due to any reason, if a member has availed excess leave than his / her entitlement the same shall  be deducted from pending  dues.

 

LEAVE WITHOUT PAY.

 

Leave without  pay may be granted to a member in view of a genuine cause and lack of available leave balance. At the  end  of a leave Calendar  year,  if a member has to his credit a certain   amount  of leaves and during the year had availed  of LWP  the  same may be credited  to him as an arrear.

 

COMPENSATORY LEAVES :

 

Upto Shift Incharges  levels the compensatory leaves as substitute for the National Festival Holidays  is allowed as per convenience of the concerned HOD, but the leave /substitute must be availed within 1 month of the Holiday.

The compensatory leave (taken in case of against rest) will be allowed only to the employees who are not eligible for overtime & who work in shifts (A,B,C) . This implies that it will not be allowed to the employees who are eligible for overtime. If a person is working in general shift and if he had to continue for the entire night( i.e. more than 12 hours after G shift), then the next day he is eligible for compensatory leave against rest.

The compensatory leave (in case of against rest) can be availed only within the time period of 1 week .

Very often our HODs allow rest changes to our employees at different departments.  In such cases, no rest change will be allowed and at sole discretion of the concerned HODs Compensatory Off will be given.

MATERNITY LEAVES :

 

The maximum period,  for which any woman shall be entitled to maternity benefit shall be 12 weeks in all whether taken before or after child-birth. However she cannot take leaves more than six weeks before her expected delivery.

 

FOR MISCARRIAGE ETC. AND ILLNESS

In case of miscarriage or medical termination of pregnancy, a woman shall, on production of the prescribed proof, be entitled to leave with wages at the rate of maternity benefit, for a period of 6 weeks immediately following the day of her miscarriage or medical termination of pregnancy.

FOR TUBECTOMY OPERATION

In case of tubectomy operation, a woman shall, on production of prescribed proof, be entitled to leave with wages at the rate of maternity benefit for a period of two weeks immediately following the day of operation.

FOR ILLNESS

Leave for a maximum period of one month with wages at the rate of maternity benefit are allowable in case of illness arising out of pregnancy, delivery, premature birth of child, miscarriage or medical termination of pregnancy or tubectomy operation.

  • Compensations etc. to be recovered from the Insurance Company, as applicable to her category of employees.
  • Maximum 2 times in her service period a female employee can avail Maternity Leaves.

 

ACCIDENT LEAVES – WHILE ON DUTY: In case any of our member having met with an accident, while performing official duties in the work premises only in his respective shifts and immediately he will be taken-up to the Company Doctor.  The period of his movement from the work place as well as resuming duties will be treated as O.D. (On Duty).  For this the company doctor will satisfy himself, will advise him rests for requisite number of days, declare him fit and advise him to resume duties.  Automatically the O.D. will be approved by the H.R.M. Head / Unit Head.

 

The treatment will be done by the Company Doctor only or his recommendations for the Hospital / Doctors will be acceptable, otherwise, no member will move towards his home town or at his own disposal.  In all such cases, no O.D. will be granted to him by the company.

 

No outside accidents happened in case of our members will be entertained by the company doctor, however he will recommend and make judgment of such cases just for the sake of resuming duties only.

 

SHORT LEAVE: A member is entitled to a maximum of two hours leave  that can be availed maximum on two occasions in a month  for any personal reason. The 3rd time availed short leave will call for automatic deduction of half day C.L.  In case the member has no credit of C.L., deduction of E.L. will be done.  The member will apply for the due kind of leave and in case the concerned member do not apply for the leaves or even do not justify the reasons for the late arrival, the HRM will deduct the leaves.

H.R.M.

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Posted by Hrformats - May 8, 2012 at 10:52 AM

Categories: HR   Tags:

Leave Policy

I have Attached Leave Policy

LEAVE RULES

 

Leave is a provision to stay away from work for genuine reasons with prior approval of the authorities. It may be granted for a casual purpose or a planned activity, on medical grounds or in extra-ordinary conditions.

Leave cannot be claimed as a matter of right. The following leave rules shall come in to effect from 1st October 2011 and shall be applicable for all employees in Wasankar Wealth Management Ltd. and any of its associate companies.

1.                            An employee shall be entitled for the following type of leaves as per conditions prescribed against each type of leave.

a.                 Casual Leave

b.                 Earned Leave

c.                  Maternity Leave

d.                 Paternity Leave

e.                 Leave not due

f.                   Leave without pay

2.                Leave during probation period

2.1    An employee who is under probation shall be entitled only for casual leave at the rate of 1 day for every completed month of service and the leave shall be credited after completion of each month.

3.                Casual Leave

3.1    An employee who is not under probation shall be entitled for 12 days of casual leave in a calendar year or at the rate of 1 day per month or part thereof for the balance period left in the calendar year, in case of joining in the middle of the year.

3.2    Prior sanction at least one day in advance is necessary for availing casual leave. In case of emergency, telephonic intimation shall be given by the employee followed by leave application on joining duty.

3.3    Not more than 2 days of casual leave can be availed at one time. Management may sanction more than 2 days in case where balance of earned leave is not available and if management feels the grounds for leave are justified.

3.4    Casual leave cannot be combined with weekly off or holidays unless prior sanction is obtained 5 days in advance.

3.5    Casual leave cannot be combined with any other kind of leave

3.6    Casual leave availed without sanction of Management shall be considered invalid and treated as leave without pay.

3.6    Unutilized casual leave shall lapse at the end of the calendar year.

3.7    Casual leave cannot be encashed.

4.      Earned Leave

4.1    An employee who is not under probation shall be entitled for 18 days of earned leave in a calendar year. Leave shall be credited to the account of the employee at the rate of 1.5 days for each completed month of service.

4.2    Weekly off and holidays can be prefixed or suffixed to earned leave but cannot be combined in between earned leave period. If weekly off or holiday falls in between earned leave period, such days shall also be treated as earned leave.

4.3    Earned Leave cannot be availed without prior sanction. Application for earned leave shall be submitted at least 3 days in advance for leave up to 3 days including weekly off and/or holiday suffixed and prefixed. Leave application shall be submitted 5 days in advance for leave in excess of 3 days including weekly off and/or holiday suffixed and prefixed.

4.4    Maximum of 7 days of earned leave can be availed at one time including weekly off and/or holidays suffixed and prefixed.

 

4.5           Application for leave in excess of 7 days including weekly off and/or holidays suffixed and prefixed shall be made at least 15 days in advance.

4.6           Unutilized earned leave can be carried forward. Maximum leave at credit that can be accumulated shall be 90 days. Leave at credit in excess of 90 days shall be treated as lapsed.

4.7           Encashment of earned leave at credit can be taken after an employee has served for 12 complete months.

4.8           Encashment of earned leave can be taken once in a calendar year. Entitlement for encashment shall be at the average daily actual salary drawn in the last 12 completed months of service. Average daily actual salary shall be the actual salary drawn before deduction of provident fund contribution and taxes in the last 12 months divided by 365.

4.9           An employee terminated from service for any reason what so ever shall not be entitled for encashment of earned leave.

4.10     An employee who is leaving service on account of resignation or retirement shall be entitled for encashment.

4.11     Encashment of earned leave in case of demise of an employee shall be paid to the family (surviving spouse) or to the designated nominee in the case of unmarried employee.

4.                Maternity Leave

4.1           Female employee who has put in 1 year of service after completion of probation period shall be entitled for maternity leave.

4.2           Maternity leave cannot be claimed if there are 2 or more surviving children at the time of seeking leave.

4.3           Maternity leave may be granted for a period of 180 days on each occasion subject to furnishing of medical certificate. Leave can be taken in any combination before and after delivery but total leave on each occasion shall not exceed 180 days.

4.4           Maternity leave may be granted for period not exceeding 45 days in entire service for miscarriage including abortion subject to furnishing medical certificate. This shall be in addition to maternity leave mentioned at Rule 4.3.

4.5           Maternity leave mentioned at Rule 4.3 and 4.4 shall be treated as leave with pay and employee shall be paid salary as per last pay drawn. However, an employee under maternity leave shall not be entitled for any incentive during the period of leave.

4.6           Earned leave can be combined with maternity leave.

5.                Paternity Leave

5.1           Male employee with less than 2 surviving children shall be entitled to 7 days of paternity leave during confinement period of wife subject to furnishing of medical certificate.

5.2           Paternity leave can be availed 15 days prior to delivery or within 6 months after delivery.

5.3           Paternity leave shall be treated as duty period.

6.                Leave not due

6.1           Leave not due may be granted to any employee, after completion of 1 year of service excluding probation period, who does not have any leave at credit. Grant of such leave shall be at the discretion of Management.

6.2           Maximum leave not due that can be granted to an employee shall be 12 days on one occasion. Leave not due can be availed only once in a calendar year and maximum of three times in the entire service.

6.3           Leave not due shall be debited to earned leave account and adjusted against leave earned after rejoining duty.

6.4           Leave not due sanctioned by Management shall be treated as duty.

7.                Leave without pay

7.1           Leave without pay cannot be claimed as a matter of right. Management may grant leave without pay to any employee who does not have any leave at credit subject to maximum of 15 days at one time.

7.2           Leave without pay may be granted only once in a year and for not more than 3 times during entire service.

7.3           Absence from duty without sanctioned leave or without prior intimation to departmental heads or even after a leave has been refused shall be treated as unauthorized absence.

7.4           Unauthorized absence with or without leave at credit may be regularized by Management with proper justification as leave without pay.

7.5           Leave without pay exceeding 3 days between two incentive cycles shall disqualify the employee for incentive for one cycle.

7.6           Leave without pay cannot be combined with any other leave or weekly off or holidays.

7.7            In case leave without pay is sanctioned, weekly off and holidays prefixed and suffixed to period of leave without pay shall also be treated as leave without pay.

7.8           Weekly off and holidays falling during the period of leave without pay shall also be treated as leave without pay.

7.9           Deduction shall be made from salary for leave without pay at the average daily salary based on last salary drawn divided by 25.

8.      General Rules

8.1    Leave cannot be claimed as a matter of right.

8.2    Management may reject any leave application without assigning reason except in the case of maternity leave

8.3    Application for leave shall be submitted in prescribed format to the sectional head or departmental head.

8.4    Sectional head or departmental head shall forward the leave application with recommendation to the Sanctioning Authority.

8.5    Sanctioning authority for Casual Leave and Earned Leave shall be the respective General Managers up to 3 days at one time. For any leave above 3 days, Sanctioning authority shall be Chairman. Respective General Managers shall forward the leave application with their recommendation. Sanctioning authority for other type of leave shall be Chairman.

8.6    Intimation of absence and desire to convert the same in to leave, where prior sanction has not been taken, shall be given to the respective General Managers who shall record the same after receipt of leave application. Sanctioning authority in all such cases shall be Chairman.

8.7    Any employee applying for leave for 3 or more days including weekly off and/or holidays prefixed or suffixed shall submit list of pending works extracted from CRM. General Manager shall verify the same and allot the work to another employee and obtain signature of that employee.

8.8    All leave applications including handing over of pending works shall be maintained in personal file of the employee. Custody of the file shall be with Accounts Department.

8.9    Separate Leave account shall be maintained for Casual Leave and Earned Leave. Leave account shall be maintained in the personal file of each employee.

8.10  Separate sheet shall be added for recording other types of leaves sanctioned.

8.11  Leave application to be sanctioned by Chairman shall be submitted in the personal file of each employee along with updated leave account.

8.12  Application for encashment of earned leave shall be given in writing and put up to Chairman for approval. Details of payment shall also be recorded in the leave account after debiting the number days encashment has been availed.

 

 

Chairman

Click Here To Download Leave Policy

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Posted by Hrformats - March 3, 2012 at 11:44 AM

Categories: HR   Tags:

Leave Policy

I have Attached Leave Policy

LEAVE POLICY

 

Purpose                      

The objective of this policy is to explain the leave entitlement and procedure for availing leave. You are eligible to the following leave benefits.

 

      Annual / Earned Leave

Our annual vacation plan is designed to provide you with the opportunity to rest and get away from the everyday routine. You are entitled to annual leave of up to 15 working days in a calendar year. The EL will be accrued only after the completion of each year. You shall be entitled to earned leave only on confirmation of services.

 

Un availed earned leaves if any for the year can be carried over to the next year. However you can carry over a maximum of 10 ELs only. An employee, once entitled for Earned leave, is advised to avail at least minimum of 5 days leave per annum. In order to satisfy your preference and to meet the staffing needs of your department, you are advised to discuss your vacation plans at least two weeks in advance with your reporting manager.

 

      Leave Encashment

Earned leave can be accumulated from year to year, up to a maximum of 60 working days at any given time. Any leaves over and above 15 can be claimed for encashment. Earned leave payment would be calculated as per the current Basic salary.

 

      Casual / Sick Leave

You are entitled to casual/Sick leave of up to 12 working days in a calendar year. This leave is for an employee to attend to his/her personal tasks, etc. The leave has to be applied and approved at least 2 days in advance.

Not more than 2 consecutive days of leave will be approved in the case of CL. This leave has to be consumed in the same year, else is lapsed on 31st December every year.

 

      Maternity Leave

Female employees who have been working with the company for not less than 90 days will be eligible for 90 days of paid maternity leave, up to two confinements. To facilitate arrangements for cover of duties, application for maternity leave will have to be made not less than two months prior to the date of commencement of leave.

Absence from work due to miscarriage or any other illness arising out of pregnancy will not be considered as maternity leave, but as normal medical leave. Employees covered under ESI, shall govern as per the ESI guidelines.

 

     Paternity Leave

Male Employees will be granted paternity leave for 2 working days. The leave should be availed within three weeks time of the birth of the child. This will be applicable up to a maximum of two confinements.

 

      Special Leave

As an employee friendly organization, an employee can avail one day leave over and above the other leaves above mentioned for one special occasion. This can be either his/her birthday or wedding anniversary only.

 

 

     Compensatory Offs

An employee who has worked on a holiday is eligible for a compensatory off. However, this has to be approved by the Reporting Manager with appropriate justification for such extra work and efforts.

 

     Holidays

Holidays commemorating events of national, social and religious significance are offered to employees. Apart from scheduled weekend/ earned & casual leaves there are 10days declared as paid holidays every year.

Holidays list will be put up every year in January and accordingly applicable.

 Click Here To Download Leave Policy

Be the first to comment - What do you think?
Posted by Hrformats - February 15, 2012 at 7:23 AM

Categories: HR   Tags:

Leave Policy or Rules

 I have Attached Leave Policy

LEAVE RULES

 

Leave is a provision to stay away from work for genuine reasons with prior approval of the authorities. It may be granted for a casual purpose or a planned activity, on medical grounds or in extra-ordinary conditions.

Leave cannot be claimed as a matter of right. The following leave rules shall come in to effect from 1st October 2011 and shall be applicable for all employees in Wasankar Wealth Management Ltd. and any of its associate companies.

1.                            An employee shall be entitled for the following type of leaves as per conditions prescribed against each type of leave.

a.                 Casual Leave

b.                 Earned Leave

c.                  Maternity Leave

d.                 Paternity Leave

e.                 Leave not due

f.                   Leave without pay

2.                Leave during probation period

2.1    An employee who is under probation shall be entitled only for casual leave at the rate of 1 day for every completed month of service and the leave shall be credited after completion of each month.

3.                Casual Leave

3.1    An employee who is not under probation shall be entitled for 12 days of casual leave in a calendar year or at the rate of 1 day per month or part thereof for the balance period left in the calendar year, in case of joining in the middle of the year.

3.2    Prior sanction at least one day in advance is necessary for availing casual leave. In case of emergency, telephonic intimation shall be given by the employee followed by leave application on joining duty.

3.3    Not more than 2 days of casual leave can be availed at one time. Management may sanction more than 2 days in case where balance of earned leave is not available and if management feels the grounds for leave are justified.

3.4    Casual leave cannot be combined with weekly off or holidays unless prior sanction is obtained 5 days in advance.

3.5    Casual leave cannot be combined with any other kind of leave

3.6    Casual leave availed without sanction of Management shall be considered invalid and treated as leave without pay.

3.6    Unutilized casual leave shall lapse at the end of the calendar year.

3.7    Casual leave cannot be encashed.

4.      Earned Leave

4.1    An employee who is not under probation shall be entitled for 18 days of earned leave in a calendar year. Leave shall be credited to the account of the employee at the rate of 1.5 days for each completed month of service.

4.2    Weekly off and holidays can be prefixed or suffixed to earned leave but cannot be combined in between earned leave period. If weekly off or holiday falls in between earned leave period, such days shall also be treated as earned leave.

4.3    Earned Leave cannot be availed without prior sanction. Application for earned leave shall be submitted at least 3 days in advance for leave up to 3 days including weekly off and/or holiday suffixed and prefixed. Leave application shall be submitted 5 days in advance for leave in excess of 3 days including weekly off and/or holiday suffixed and prefixed.

4.4    Maximum of 7 days of earned leave can be availed at one time including weekly off and/or holidays suffixed and prefixed.

 

4.5           Application for leave in excess of 7 days including weekly off and/or holidays suffixed and prefixed shall be made at least 15 days in advance.

4.6           Unutilized earned leave can be carried forward. Maximum leave at credit that can be accumulated shall be 90 days. Leave at credit in excess of 90 days shall be treated as lapsed.

4.7           Encashment of earned leave at credit can be taken after an employee has served for 12 complete months.

4.8           Encashment of earned leave can be taken once in a calendar year. Entitlement for encashment shall be at the average daily actual salary drawn in the last 12 completed months of service. Average daily actual salary shall be the actual salary drawn before deduction of provident fund contribution and taxes in the last 12 months divided by 365.

4.9           An employee terminated from service for any reason what so ever shall not be entitled for encashment of earned leave.

4.10     An employee who is leaving service on account of resignation or retirement shall be entitled for encashment.

4.11     Encashment of earned leave in case of demise of an employee shall be paid to the family (surviving spouse) or to the designated nominee in the case of unmarried employee.

4.                Maternity Leave

4.1           Female employee who has put in 1 year of service after completion of probation period shall be entitled for maternity leave.

4.2           Maternity leave cannot be claimed if there are 2 or more surviving children at the time of seeking leave.

4.3           Maternity leave may be granted for a period of 180 days on each occasion subject to furnishing of medical certificate. Leave can be taken in any combination before and after delivery but total leave on each occasion shall not exceed 180 days.

4.4           Maternity leave may be granted for period not exceeding 45 days in entire service for miscarriage including abortion subject to furnishing medical certificate. This shall be in addition to maternity leave mentioned at Rule 4.3.

4.5           Maternity leave mentioned at Rule 4.3 and 4.4 shall be treated as leave with pay and employee shall be paid salary as per last pay drawn. However, an employee under maternity leave shall not be entitled for any incentive during the period of leave.

4.6           Earned leave can be combined with maternity leave.

5.                Paternity Leave

5.1           Male employee with less than 2 surviving children shall be entitled to 7 days of paternity leave during confinement period of wife subject to furnishing of medical certificate.

5.2           Paternity leave can be availed 15 days prior to delivery or within 6 months after delivery.

5.3           Paternity leave shall be treated as duty period.

6.                Leave not due

6.1           Leave not due may be granted to any employee, after completion of 1 year of service excluding probation period, who does not have any leave at credit. Grant of such leave shall be at the discretion of Management.

6.2           Maximum leave not due that can be granted to an employee shall be 12 days on one occasion. Leave not due can be availed only once in a calendar year and maximum of three times in the entire service.

6.3           Leave not due shall be debited to earned leave account and adjusted against leave earned after rejoining duty.

6.4           Leave not due sanctioned by Management shall be treated as duty.

7.                Leave without pay

7.1           Leave without pay cannot be claimed as a matter of right. Management may grant leave without pay to any employee who does not have any leave at credit subject to maximum of 15 days at one time.

7.2           Leave without pay may be granted only once in a year and for not more than 3 times during entire service.

7.3           Absence from duty without sanctioned leave or without prior intimation to departmental heads or even after a leave has been refused shall be treated as unauthorized absence.

7.4           Unauthorized absence with or without leave at credit may be regularized by Management with proper justification as leave without pay.

7.5           Leave without pay exceeding 3 days between two incentive cycles shall disqualify the employee for incentive for one cycle.

7.6           Leave without pay cannot be combined with any other leave or weekly off or holidays.

7.7            In case leave without pay is sanctioned, weekly off and holidays prefixed and suffixed to period of leave without pay shall also be treated as leave without pay.

7.8           Weekly off and holidays falling during the period of leave without pay shall also be treated as leave without pay.

7.9           Deduction shall be made from salary for leave without pay at the average daily salary based on last salary drawn divided by 25.

8.      General Rules

8.1    Leave cannot be claimed as a matter of right.

8.2    Management may reject any leave application without assigning reason except in the case of maternity leave

8.3    Application for leave shall be submitted in prescribed format to the sectional head or departmental head.

8.4    Sectional head or departmental head shall forward the leave application with recommendation to the Sanctioning Authority.

8.5    Sanctioning authority for Casual Leave and Earned Leave shall be the respective General Managers up to 3 days at one time. For any leave above 3 days, Sanctioning authority shall be Chairman. Respective General Managers shall forward the leave application with their recommendation. Sanctioning authority for other type of leave shall be Chairman.

8.6    Intimation of absence and desire to convert the same in to leave, where prior sanction has not been taken, shall be given to the respective General Managers who shall record the same after receipt of leave application. Sanctioning authority in all such cases shall be Chairman.

8.7    Any employee applying for leave for 3 or more days including weekly off and/or holidays prefixed or suffixed shall submit list of pending works extracted from CRM. General Manager shall verify the same and allot the work to another employee and obtain signature of that employee.

8.8    All leave applications including handing over of pending works shall be maintained in personal file of the employee. Custody of the file shall be with Accounts Department.

8.9    Separate Leave account shall be maintained for Casual Leave and Earned Leave. Leave account shall be maintained in the personal file of each employee.

8.10  Separate sheet shall be added for recording other types of leaves sanctioned.

8.11  Leave application to be sanctioned by Chairman shall be submitted in the personal file of each employee along with updated leave account.

8.12  Application for encashment of earned leave shall be given in writing and put up to Chairman for approval. Details of payment shall also be recorded in the leave account after debiting the number days encashment has been availed.

 

 

Chairman

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Posted by Hrformats - February 1, 2012 at 12:17 PM

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Paternity Leave policy

Paternity leave policy

1. General policy

Permanent male employees with at least 12 months continuous service are entitled to paternity leave.

Paternity leave is unpaid leave available for a minimum period of one week at the time of confinement and a maximum period of 52 weeks if the employee is the primary career.

Other types of leave can be taken in conjunction with paternity leave providing the total period of absence does not exceed 52 weeks.

2. Procedure of this policy

Applications for paternity leave should include personal details, a medical certificate detailing the date of confinement or birth, proposed commencement date and duration of leave. Additionally, the employee will need to provide a Statutory Declaration stating he will be the primary career. Advice as to whether superannuation payments will continue should be given by the employee.

Where the pregnancy is terminated other than by the birth of a living child and the employee has not commenced paternity leave, his entitlement to such leave ceases to exist.

Details of the return to work date must be given four weeks in advance. The employee is entitled to return to the position he held prior to taking paternity leave or to an alternative position of comparable status and pay.

Paternity leave will not count towards continuous service.

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Posted by Hrformats - July 5, 2011 at 7:07 AM

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Adoption leave policy

Sample adoption leave policy

1. General adoption leave policy

An employee seeking to adopt a child may take up to two days of unpaid pre-adoption leave to attend any interviews or examinations required to obtain approval for the adoption.

Employees adopting a child under the age of five years are entitled to take up to 52 weeks of unpaid adoption leave (shared between both parents).

The provisions apply to both married couples and single people who adopt and applies to placements for children up to 18 years old.

In the case of a married couple, only one of them will be entitled to take the leave. However, the other will be entitled to the two weeks paternity leave (if they qualify).

This leave is only available when the adopted child has not previously lived continuously with either parent for at least six months and is not a child or step child of either parent.

Parents may take up to three weeks unpaid leave simultaneously when an adopted child is placed with them.

Other types of leave can be taken in conjunction with adoption leave providing the total period of absence does not exceed 52 weeks.

2. Conditions of adoption leave

The employee must have completed a qualifying period of employment. This is at least 26 weeks by the week in which the approved match with the child is made.

They must comply with notification requirements and have average weekly earnings equal to or above the lower earnings limit applying to National Insurance Contributions.

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Posted by Hrformats - July 5, 2011 at 7:03 AM

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Leave Policy Sample

Attach here Leave Policy.

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Posted by Hrformats - June 4, 2011 at 5:53 AM

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