The intent of this Leave policy is to inform employees about their requirements regarding annual leave.
Leave is granted to employees with the good intension of providing rest, recuperation of health and for fulfilling social obligations. This provides for a healthy and efficient staff for the company.
q Leave is not a matter of right.
q Sanctioning of leave is at Management discretion based on exigencies of business or seriousness of the case.
q Leave year is from 1st April to 31st March.
q Eligible leave is credited to the employees on the 1st of April every year.
q The different types of leaves given under the policy are:
q The Leave policy is applicable for all permanent staff of the company.
q Employees who are appointed during the course of the year shall be entitled to the above leaves on pro-rate basis.
q Employees whose date of joining service falls between 1st to the 15th of a month are entitled to get the leave credit for that month.
q Employees whose date of joining service falls between 16th to the end of the month are not entitled for the leave credit for that month.
q If an employee is relieved on any day between 1st to 15th of a month, then he / she is not entitled for leaves due for that month.
q If an employee happens to leave on any day between 16th to the end of the month then he / she is entitled for leaves due for that month.
q Clubbing of different types of leave is not possible.
All permanent staff.
Casual leave is calculated for a period of one year (April to March).
All permanent staff.
Sick leave is calculated for a period of one year (April to March).
1 07 days of Sick Leave in a Financial year.
2 SL upto a maximum of 3 days in a row can be taken without Medical Certificates.
3 If SL extends beyond 3 days, then the excess days taken a Medical Fitness Certificate have to be produced to the HR.
4 It is upto the Management’s discretion to sanction more than 3 days of SL at a stretch.
5 National / Festival / Declared / weekly off days can be prefixed and / or suffixed to SL.
6 Intervening National / Festival / Declared holidays will NOT be counted as part of the leave.
7 Balanced SL remaining unutilized as on 31st March will lapse.
8 When leave is taken without prior sanction (under certain unavoidable circumstances), the absence should be notified to their respective managers on the same day either through phone / email.
EARNED/PRIVELEGE LEAVE (EL/PL)
An employee should have worked 20 days to avail 1 day of EL/PL
LEAVE WITHOUT PAY (LWP)
LEAVE SETTLEMENT DURING RESIGNATION / RETIREMENT / TERMINATION
If an employee to be relieved has availed more number of CL against the number of months he has worked, then the excess CL will be deducted during his final settlement.
PL/EL for the days worked till the employee’s date of relieving will be calculated and paid during the final settlement, provided he / she fulfils PL/EL eligibility criteria.
The available leave balance is to be checked by the employee with the HR department and the leave to be applied by duly filing up the leave application form available in the HR department. The application has to be forwarded by the employee to their department head for approval. The department head is authorized to either grant or disapprove the leave on valid grounds. The signed leave application has to be submitted back to the HR department for recordings and subsequent processing.
Leave Card: Leave card is to be maintained for each employee in the format specified. On receiving the leave application from the employee the available balance is to be checked and necessary entries to be updated.
1. When an employee takes off from duty without prior leave approval or proper intimation under certain unavoidable circumstances, then those day/days will be treated as absence from duty.
Click Here To Download Leave Policy in Word Format
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How to apply marriage leave
I want to take compensatory leave on behalf of my some holiday working days kindly provide format for it
I want to take compensatory leave on behalf of my some holiday working days kindly provide format for it