{"id":5525,"date":"2012-05-08T10:52:03","date_gmt":"2012-05-08T10:52:03","guid":{"rendered":"http:\/\/www.yourhrworld.com\/formats\/?p=5525"},"modified":"2018-11-28T12:53:17","modified_gmt":"2018-11-28T12:53:17","slug":"leave-policy-4","status":"publish","type":"post","link":"https:\/\/www.yourhrworld.com\/formats\/hr\/leave-policy-4\/","title":{"rendered":"Leave Policy"},"content":{"rendered":"<p><strong>I Have Attached Leave Policy<\/strong><\/p><div class=\"69eb924294c115e6505da44099e8df92\" data-index=\"1\" style=\"float: none; margin:10px 0 10px 0; text-align:center;\">\n<script type=\"text\/javascript\"><!--\r\ngoogle_ad_client = \"pub-0867779017855679\";\r\n\/* 300x250, created 4\/20\/11 *\/\r\ngoogle_ad_slot = \"1035864135\";\r\ngoogle_ad_width = 300;\r\ngoogle_ad_height = 250;\r\n\/\/-->\r\n<\/script>\r\n<script type=\"text\/javascript\"\r\nsrc=\"http:\/\/pagead2.googlesyndication.com\/pagead\/show_ads.js\">\r\n<\/script>\n<\/div>\n\n<h1>IOLCP\/API\/HRM\/RFD\/013<\/h1>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p><span style=\"text-decoration: underline;\">\u00a0<\/span><\/p>\n<p><span style=\"text-decoration: underline;\">IOL CHEMICALS AND PHARMACEUTICALS LIMITED, DHAULA (BARNALA)<\/span><\/p>\n<p align=\"center\">LEAVE RULES<\/p>\n<p><strong>1.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong><strong><span style=\"text-decoration: underline;\">CASUAL LEAVE<\/span><\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>Entitlement<\/strong>: Every Regular member shall be entitled\u00a0 to 7 Casual leaves in each\u00a0 calendar\u00a0 year.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Periodicity of credit<\/strong>: Every Regular member shall get the credit\u00a0 of\u00a0 7\u00a0 casual leaves on 1<sup>st<\/sup> January or\u00a0 the date\u00a0 of joining, which ever\u00a0 is\u00a0 earlier, on pro-rata basis.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Carry forward provision<\/strong>:\u00a0 Casual\u00a0 leaves at all shall not be carried forward\u00a0 or encashed at the end of the year.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Availment of leaves<\/strong> :\u00a0 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.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>2.\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong><strong><span style=\"text-decoration: underline;\">SICK LEAVE<\/span><\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>Entitlement: <\/strong>Every Regular member is entitled\u00a0 to 7 Sick leaves in each calendar\u00a0 year, provided he\/she is not covered under ESI Regulations.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Periodicity of credit:<\/strong>\u00a0 Every Regular member shall get the credit of 7 sick leaves on 1<sup>st<\/sup> January or the date of joining which ever is earlier on the basis of his\/her entitlement, on pro-rata basis.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Carry forward provision:<\/strong> Sick leaves shall be carried forward up to maximum of 14 days and shall not be encashed at the end of the year.\u00a0 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.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Availment of leaves<\/strong> :\u00a0 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.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>3.\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong><strong><span style=\"text-decoration: underline;\">EARNED LEAVE<\/span><\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>Entitlement : <\/strong>\u00a0A Regular\u00a0 member is entitled to\u00a0 Maximum 18 earned leaves\u00a0 in each calendar year after completing one\u00a0 year of service with the company.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Rules:<\/strong><\/p>\n<p>a)\u00a0\u00a0\u00a0\u00a0\u00a0 Any member who have\u00a0 worked\u00a0 for 240 days during a calendar year\u00a0 shall be entitled\u00a0 for earned leave of one day for 20 day\u00a0 working.<\/p>\n<p>b)\u00a0\u00a0\u00a0\u00a0\u00a0 A member is entitled for earned leave\u00a0 only after he completes one year of service in the company. The year\u00a0 for the\u00a0 purpose of earned leave means the calendar year\u00a0 i.e 1<sup>st<\/sup> January to 31<sup>st<\/sup> December. Leave shall not be earned on the\u00a0 days of leave enjoyed in the previous year.<\/p>\n<p>c)\u00a0\u00a0\u00a0\u00a0\u00a0 A member who joins after 1<sup>st<\/sup> January shall\u00a0 be entitled for\u00a0 leave on pro-rata basis on the\u00a0 falling 1<sup>st<\/sup> January.<\/p>\n<p><strong>d)\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong>When a member on earned leave reports to be sick and asks\u00a0 for extension\u00a0 of leave on medical grounds, <strong>\u00a0his\/her sick leave account will be debited first before any other leave. <\/strong><\/p>\n<p><strong>e)\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong>A member may apply earned leaves for total 3 times in one calendar year<strong>. 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.<\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">PROCEDURE FOR AVAILING EARNED LEAVE:<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>a)\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong>Every member who wishes to avail earned leave shall apply to the Head of the Department in a prescribed manner.<\/p>\n<p><strong>b)\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong>Application must be made 48 hours before the commencement of leave.\u00a0 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.<\/p>\n<p><strong>c)\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong>Ordinarily Advance against the earned leaves will not be considered.\u00a0 The emergencies and unforeseen circumstances will be decided by the Unit Head of concerned location only.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong>Read this also :\u00a0<a href=\"https:\/\/www.yourhrworld.com\/formats\/leave-format\/sandwich-leave-rule-policy\/\" rel=\"bookmark\">Sandwich Leave Rule Policy In Simple Words<\/a><\/strong><\/p>\n<div id=\"content-item-above\"><\/div>\n<p><strong><span style=\"text-decoration: underline;\">CARRY FORWARD PROVISION AND LEAVE ENCASHMENT:<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>a)\u00a0\u00a0\u00a0\u00a0\u00a0 <\/strong>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.\u00a0 However, in case of leaving the organization the company will arrange to encash all the above 90 leaves too.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">PROVISIONS FOR THE LEAVES<\/span><\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Intervening Weekly offs and closed holidays:\u00a0 Intervening\u00a0 weekly offs &amp; closed holidays during leave shall be counted as leave during\u00a0 the\u00a0 period of Sick &amp; Earned Leave, but not\u00a0 in case\u00a0 of Casual leave.\u00a0 A member can avail only medical leaves\u00a0 after availing of Casual or Earned leaves.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Minimum quantum of leave allowed<\/strong>\u00a0 per occasion\u00a0 is half day.<\/p>\n<p>A fixed rule for availing the leave has been designed for the half day leave in the following way:<\/p>\n<p><strong>\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 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.<\/strong><\/p>\n<p><strong>Dealing with excess leave availed:\u00a0 Ordinarily no excess leave i.e. Sick \/ Casual \/ E.L. will be allowed to avail.\u00a0 However, at <\/strong>the time\u00a0 of separation\u00a0 from company, due to any reason, if a member has availed excess leave than his \/ her entitlement the same shall\u00a0 be deducted from pending\u00a0 dues.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p><strong><span style=\"text-decoration: underline;\">LEAVE WITHOUT PAY<\/span><\/strong><strong>.<\/strong><\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<p>Leave without\u00a0 pay may be granted to a member in view of a genuine cause and lack of available leave balance. At the\u00a0 end\u00a0 of a leave Calendar\u00a0 year,\u00a0 if a member has to his credit a certain\u00a0\u00a0 amount\u00a0 of leaves and during the year had availed\u00a0 of LWP\u00a0 the\u00a0 same may be credited\u00a0 to him as an arrear.<\/p>\n<p>&nbsp;<\/p>\n<p><strong><span style=\"text-decoration: underline;\">COMPENSATORY LEAVES<\/span><\/strong> :<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Upto Shift Incharges<\/strong>\u00a0 levels the compensatory leaves as substitute for the National Festival Holidays\u00a0 is allowed as per convenience of the concerned HOD, but the leave \/substitute must be availed within 1 month of the Holiday.<\/p>\n<p>The compensatory leave (taken in case of against rest) will be allowed only to the employees who are not eligible for overtime &amp; who work in shifts (A,B,C) . This implies that it will <strong>not be allowed <\/strong>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.<\/p>\n<p>The compensatory leave (in case of against rest) can be availed only within the time period of 1 week .<\/p>\n<p>Very often our HODs allow rest changes to our employees at different departments.\u00a0 In such cases, no rest change will be allowed and at sole discretion of the concerned HODs Compensatory Off will be given.<\/p>\n<p><strong><span style=\"text-decoration: underline;\">MATERNITY LEAVES<\/span><\/strong> :<\/p>\n<p>&nbsp;<\/p>\n<p>The maximum period,\u00a0 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.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>FOR MISCARRIAGE ETC. AND ILLNESS<\/strong><\/p>\n<p>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.<\/p>\n<p><strong>FOR TUBECTOMY OPERATION<\/strong><\/p>\n<p>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.<\/p>\n<p><strong>FOR ILLNESS<\/strong><\/p>\n<p>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.<\/p>\n<ul>\n<li>Compensations etc. to be recovered from the Insurance Company, as applicable to her category of employees.<\/li>\n<li>Maximum 2 times in her service period a female employee can avail Maternity Leaves.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p><strong><span style=\"text-decoration: underline;\">ACCIDENT LEAVES \u2013 WHILE ON DUTY:<\/span><\/strong> 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.\u00a0 The period of his movement from the work place as well as resuming duties will be treated as O.D. (On Duty).\u00a0 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.\u00a0 Automatically the O.D. will be approved by the H.R.M. Head \/ Unit Head.<\/p>\n<p>&nbsp;<\/p>\n<p>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.\u00a0 In all such cases, no O.D. will be granted to him by the company.<\/p>\n<p>&nbsp;<\/p>\n<p>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.<\/p>\n<p>&nbsp;<\/p>\n<p><strong><span style=\"text-decoration: underline;\">SHORT LEAVE<\/span><\/strong><strong>: <\/strong>A member is entitled to a maximum of two hours leave\u00a0 that can be availed maximum on two occasions in a month\u00a0 for any personal reason. The 3<sup>rd<\/sup> time availed short leave will call for automatic deduction of half day C.L.\u00a0 In case the member has no credit of C.L., deduction of E.L. will be done.\u00a0 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.<\/p>\n<p align=\"right\">H.R.M.<\/p>\n<p style=\"text-align: left;\" align=\"right\"><strong><a href=\"https:\/\/www.yourhrworld.com\/formats\/wp-content\/uploads\/2012\/05\/Leave-Policy.doc\">Click Here To Download Leave Policy<\/a><\/strong><\/p>\n<p align=\"right\">\n<p><strong>Check This:\u00a0<a href=\"https:\/\/www.yourhrworld.com\/formats\/others\/employee-retirement-policy\/\" rel=\"bookmark\">Employee Retirement Policy in India For Pharma Company<\/a><\/strong><\/p>\n\n<div style=\"font-size: 0px; height: 0px; line-height: 0px; margin: 0; padding: 0; clear: both;\"><\/div>","protected":false},"excerpt":{"rendered":"<p>I Have Attached Leave Policy IOLCP\/API\/HRM\/RFD\/013 \u00a0 \u00a0 IOL CHEMICALS AND PHARMACEUTICALS LIMITED, DHAULA (BARNALA) LEAVE RULES 1.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 CASUAL LEAVE \u00a0 Entitlement: Every Regular member shall be entitled\u00a0 to 7 Casual leaves in each\u00a0 calendar\u00a0 year. &nbsp; Periodicity of credit: Every Regular member shall get the credit\u00a0 of\u00a0 7\u00a0 casual leaves on 1st January or\u00a0 the date\u00a0 of joining, which ever\u00a0 is\u00a0 earlier, on pro-rata basis. &nbsp; Carry forward provision:\u00a0 Casual\u00a0 leaves at all shall not be carried forward\u00a0 or encashed at the end of the year. &nbsp; Availment of leaves :\u00a0 The casual leaves shall be availed in a<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[45],"tags":[306],"class_list":["post-5525","post","type-post","status-publish","format-standard","hentry","category-hr","tag-leave-policy"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Leave Policy - HR Letter Formats<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.yourhrworld.com\/formats\/hr\/leave-policy-4\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Leave Policy - HR Letter Formats\" \/>\n<meta property=\"og:description\" content=\"I Have Attached Leave Policy IOLCP\/API\/HRM\/RFD\/013 \u00a0 \u00a0 IOL CHEMICALS AND PHARMACEUTICALS LIMITED, DHAULA (BARNALA) LEAVE RULES 1.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 CASUAL LEAVE \u00a0 Entitlement: Every Regular member shall be entitled\u00a0 to 7 Casual leaves in each\u00a0 calendar\u00a0 year. &nbsp; Periodicity of credit: Every Regular member shall get the credit\u00a0 of\u00a0 7\u00a0 casual leaves on 1st January or\u00a0 the date\u00a0 of joining, which ever\u00a0 is\u00a0 earlier, on pro-rata basis. &nbsp; Carry forward provision:\u00a0 Casual\u00a0 leaves at all shall not be carried forward\u00a0 or encashed at the end of the year. &nbsp; Availment of leaves :\u00a0 The casual leaves shall be availed in a\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.yourhrworld.com\/formats\/hr\/leave-policy-4\/\" \/>\n<meta property=\"og:site_name\" content=\"HR Letter Formats\" \/>\n<meta property=\"article:published_time\" content=\"2012-05-08T10:52:03+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2018-11-28T12:53:17+00:00\" \/>\n<meta name=\"author\" content=\"Hrformats\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Hrformats\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"8 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/hr\\\/leave-policy-4\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/hr\\\/leave-policy-4\\\/\"},\"author\":{\"name\":\"Hrformats\",\"@id\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/#\\\/schema\\\/person\\\/12e40c15a77b1929a013a8c83de187ee\"},\"headline\":\"Leave Policy\",\"datePublished\":\"2012-05-08T10:52:03+00:00\",\"dateModified\":\"2018-11-28T12:53:17+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/hr\\\/leave-policy-4\\\/\"},\"wordCount\":1577,\"commentCount\":0,\"keywords\":[\"Leave Policy\"],\"articleSection\":[\"HR\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/hr\\\/leave-policy-4\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/hr\\\/leave-policy-4\\\/\",\"url\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/hr\\\/leave-policy-4\\\/\",\"name\":\"Leave Policy - HR Letter Formats\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/#website\"},\"datePublished\":\"2012-05-08T10:52:03+00:00\",\"dateModified\":\"2018-11-28T12:53:17+00:00\",\"author\":{\"@id\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/#\\\/schema\\\/person\\\/12e40c15a77b1929a013a8c83de187ee\"},\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/hr\\\/leave-policy-4\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/hr\\\/leave-policy-4\\\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/hr\\\/leave-policy-4\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Leave Policy\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/#website\",\"url\":\"https:\\\/\\\/www.yourhrworld.com\\\/formats\\\/\",\"name\":\"HR Letter Formats\",\"description\":\"Free Human Resource Forms, Formats &amp; 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