The document outlines a leave policy that provides various types of paid and unpaid leaves for employees including sick leave, casual leave, earned leave, maternity/paternity leave, and compassionate leave. It details eligibility and limits for each leave type. The policy aims to enable a healthy work-life balance for employees by providing time off for sickness, personal matters, rest, and recreation. It also describes procedures for applying, approving, extending or canceling leave and addresses absences from work.
Attendance policy is a set of rules related to the attendance of employees. It includes rules related to absenteeism i.e. number of leaves allowed – sick leaves, casual leaves, vacation leaves or other types of leaves authorized by the company.
For more information visit https://www.hrhelpboard.com/hr-policies/attendance-policy.htm
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
Attendance policy is a set of rules related to the attendance of employees. It includes rules related to absenteeism i.e. number of leaves allowed – sick leaves, casual leaves, vacation leaves or other types of leaves authorized by the company.
For more information visit https://www.hrhelpboard.com/hr-policies/attendance-policy.htm
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
Hr Policy / Employee Catalogue - A template for your companyManeesh Garg
I have designed this HR policy in a way that it can be used as a template or model for designing employee rule book for any company. Data is taken from various sources. The company name used in this policy document is a dummy name and has no relation directly or indirectly with any company or individual.
To get a copy of this HR Policy, share your views about the document with your email id in Comments section... I keep on updating my presentations and documents. To ensure that you don't miss any update or new uploads don't forget to press the "FOLLOW" and "LIKE" button. You can also mail me at manigarg21@gmail.com
Alaska Miners Association - Compensatory Mitigation - Types and Considerationslisabricarell
The mission of the Alaska Miners Association (AMA) is to advocate for and promote responsible mineral development in the state of Alaska.
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The rate at which employees leave a company and are replaced by new Employees. One of the critically challenging issues in business world. Estimated probability that employees will stay or leave the organization. May triggered by - quits, attrition, exits, mobility, migration, succession. Obstacles toward achieving organizational objectives. Delay in innovation process & weak service consistency. Increasing pressure for the current employees in organization & Reflects poor organizational image. Overall bad impact on organizational performance & effectiveness.
An attractive employer-sponsored benefits program makes it easier for organizations to retain and attract great employees. According to Job Satisfaction survey report, employee benefits are one of the most important job satisfaction factors for employees. Leave and other employee benefits are important tools in the retention efforts for the current and future workforce.
Employment laws set the umbrella framework for deciding different dimensions of leave, like category or types, eligibility, duration etc. Many companies and organizations categorise leaves in different categories like casual leave, sick leave, earned leave, maternity leave, special leaves, loss of pay leave, compensatory leave etc.
In case of employment contacts, where trade unions are involved in deciding employment contacts, leave rules are formulated in consultation with the unions. Such elaborate consultation is specified in The Industrial Employment Standing Orders Act which is formed for enforcement of different conditions of services.
5 Employee Relations Metrics you Should be Tracking & WhyDovetail Software
If tracked correctly, ER metrics can help determine the root cause of workforce trends in your organization. In this webinar, human capital strategy consultant and 20-year HR veteran Cathy Missildine-Martin will reveal five critical ER metrics you should be tracking and why.
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Leave Under the Family and Medical Leave Act The Family and Me.docxSHIVA101531
Leave Under the Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) provides eligible employees with up to 8 workweeks of unpaid leave for certain family and medical reasons during a 6 month period. During this leave, the employee is entitled to continued group health plan coverage as if the employee had continued to work. At the conclusion of the leave, the employee, subject to some exceptions, generally has a right to return.
Employee Eligibility Criteria
To be eligible for the FMLA leave, an employee must have been employed by the Company:
· For at least twelve months (which need not be consecutive)
· For at least 90 days during the twelve-month period immediately preceding the commencement of the leave
· At a work site with fifty or more employees or where fifty or more employees are located
Events That May Entitle an Employee to the FMLA Leave
The FMLA leave may be taken for any one, or for a combination, of the following reasons:
· A "serious health condition"
· The birth of a child
Limitations of the FMLA Leave
Leave to care for a newborn or for a newly placed child must conclude within twelve months after the birth or placement of the child.
When both spouses are employed by the company, they are together entitled to a combined total of twelve workweeks of the FMLA leave within the designated twelve-month period for the birth, adoption, or foster-care placement of a child with the employees, for aftercare of a newborn or a newly placed child, and to care for a parent (but not in-law) with a serious health condition. Each spouse may be entitled to an additional FMLA leave for other FMLA qualifying reasons (that is, the difference between the leave taken individually for any of the above reasons and twelve workweeks, but not more than a total of twelve workweeks per person).
For example, if each spouse took six weeks of leave to care for a newborn child, each could later use an additional six weeks of leave due to his or her own serious health condition or to care for a child with a serious health condition.
An Intermittent or a Reduced Work Schedule Leave
Intermittent leave is leave taken in separate blocks of time. Reduced work schedule leave is a leave schedule that reduces an employee's usual number of hours per workweek or hours per workday.
If an employee takes leave intermittently or on a reduced work schedule basis, the employee must, when requested, attempt to schedule the leave so as to not disrupt the company’s operations unduly. When an employee takes an intermittent or a reduced work schedule leave for a planned medical treatment, the company may temporarily transfer the employee to an alternative position with the equivalent pay and benefits for which the employee is qualified and which better accommodates the recurring periods of leave.
Requests for the FMLA Leave
An employee should request for the FMLA leave by completing the Employer's Request for Leave form and submitting it to t ...
Leave Under the Family and Medical Leave Act The Family and Me.docxsmile790243
Leave Under the Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) provides eligible employees with up to 8 workweeks of unpaid leave for certain family and medical reasons during a 6 month period. During this leave, the employee is entitled to continued group health plan coverage as if the employee had continued to work. At the conclusion of the leave, the employee, subject to some exceptions, generally has a right to return.
Employee Eligibility Criteria
To be eligible for the FMLA leave, an employee must have been employed by the Company:
· For at least twelve months (which need not be consecutive)
· For at least 90 days during the twelve-month period immediately preceding the commencement of the leave
· At a work site with fifty or more employees or where fifty or more employees are located
Events That May Entitle an Employee to the FMLA Leave
The FMLA leave may be taken for any one, or for a combination, of the following reasons:
· A "serious health condition"
· The birth of a child
Limitations of the FMLA Leave
Leave to care for a newborn or for a newly placed child must conclude within twelve months after the birth or placement of the child.
When both spouses are employed by the company, they are together entitled to a combined total of twelve workweeks of the FMLA leave within the designated twelve-month period for the birth, adoption, or foster-care placement of a child with the employees, for aftercare of a newborn or a newly placed child, and to care for a parent (but not in-law) with a serious health condition. Each spouse may be entitled to an additional FMLA leave for other FMLA qualifying reasons (that is, the difference between the leave taken individually for any of the above reasons and twelve workweeks, but not more than a total of twelve workweeks per person).
For example, if each spouse took six weeks of leave to care for a newborn child, each could later use an additional six weeks of leave due to his or her own serious health condition or to care for a child with a serious health condition.
An Intermittent or a Reduced Work Schedule Leave
Intermittent leave is leave taken in separate blocks of time. Reduced work schedule leave is a leave schedule that reduces an employee's usual number of hours per workweek or hours per workday.
If an employee takes leave intermittently or on a reduced work schedule basis, the employee must, when requested, attempt to schedule the leave so as to not disrupt the company’s operations unduly. When an employee takes an intermittent or a reduced work schedule leave for a planned medical treatment, the company may temporarily transfer the employee to an alternative position with the equivalent pay and benefits for which the employee is qualified and which better accommodates the recurring periods of leave.
Requests for the FMLA Leave
An employee should request for the FMLA leave by completing the Employer's Request for Leave form and submitting it to t ...
2. CONTENTS
Purpose of Leave policy
Types of Leaves
Leaves-In Detail
Encashment of Leave
Procedure of Applying Leave
Leave Policy Examples of 3 Companies
3. PURPOSE OF LEAVE POLICY
The leave rules have been formulated to
enable employees to maintain a healthy work
life balance. Leave is given to the associates
to provide for sickness , emergency , personal
work , rest and recreation.
5. Sick Leave
Max 6-12 days
If SL extends beyond 3 days, it has to be accompanied with a Doctor’s
certificate
Un availed SL, carry forward to next year.
Max. accumulation of SL is 30days
Inability to attend office because of any sickness should be notified to
the respective HODs on the same day through phone.
Approved leave application should reach the HR department within 3
working days of rejoining.
6. Casual Leave
Maximum 6-12 days
A minimum of half CL can be availed & a maximum of 3 days
in a row can be taken.
If CL extends beyond 3 days, then the excess days taken will
be treated under LOP.
Balanced CL remaining unutilized as on 31st December will
lapse.
When leave is taken without prior sanction (under certain
unavoidable circumstances), the absence should be notified
to the respective HODs on the same day through phone.
Approved leave application should reach the HR department
within 3 working days of rejoining.
7. Earned Leave
1 EL for every 30 working days[12]
EL will be credited to permanent staff only on completion of one year
of service with the company.
The days served under probation will be taken into account for EL
eligibility
EL can be availed only on prior approval
Half day of EL cannot be taken
Balanced EL remaining unutilized as on 31st December can be
carried forward.
EL can be accumulated for a maximum of 90 days.
Accumulated EL over and above 90 days can be encashed at the
rate of last basic pay drawn on the 31st of March or during final
settlement in case of resignation / retirement / termination.
Any absence of more than the number of EL sanctioned will be
treated as leave without pay, unless given valid reasons to the
management.
8. Public Holidays/Leaves
A public holiday, national holiday or legal holiday is a holiday generally
established by law and is usually a non-working day during the year.
2017-INDIA
Jan 1-Newyear
Jan 14-Pongal
Jan 26-Republic Day[Ghazetted]
Feb 24-Maha Shivratri
April 04-Rama Navami
June 26-Ramzan
August 15-Independence Day[Ghazetted]
August 25-Ganesh Chathurthi
September 02-Bakrid
Sep 30-Dussera
Oct 02-Gandhi Jayanthi[Ghazetted]
Oct 19-Diwali
Dec 25-Christmas
9. Maternity Leave
A period of approved absence for a female employee granted for the
purpose of giving birth and taking care of infant children after being
continued with the company for 80 days.
>26 weeks of paid Maternity Leave is allowed to females who
have to deliver a child
>A female employee can adjust this leave before and after the
delivery of child
>Before availing this leave, a certificate from the gynaecologist
has to be submitted mentioning the expected date of delivery
>Intervening National / declared / festival / weekly off days will
be counted as part of leave
>If, because of any complication, leave has to be extended, it
can be done but will fall under LOP
10. Paternity Leave
A period of absence from work granted
to a father after or shortly before the birth of his child.
15 days with full pay
Leave has to be taken within one month of the birth of the child.
Transfer Leave
An employee who transfers to a new duty station from his or her
current residence, and who chooses to change place of residence,
is eligible for Transfer Leave.
Availed at one stretch
Within three months of transfer
It can neither be accumulated nor carried forward
11. Study/Sabbatical Leave
Study/Sabbatical Leave is granted to an employee,to puruse higher
studies,with guarantee to resume them in job on completion of the
leave.
The sabbatical leave is exclusively for scientific or academic work,at
any relevant Institutuion in India or Abroad.
Sanctioned by the Head of the department
Leave without pay
A specific period of time as agreed between the HOD and the staff.
12. Optional Leave
Employees can choose to work or not work,based on their choice,It
is restricted leave,other than national holidays like
Independence,republic day,other holidays comes under this
category.
It is a Paid Leave
Exigency Leave
Exigency leave refers to a Military family Leave provision under
FMLA (The Family & Medical Leave Act).
The qualifying exigencies permit eligible employees who are family
members of a covered military member to take FMLA leave to
address the most common issues that arise when a covered
military member is deployed-Movement of troops for Military Action.
13. Compassionate Leave
Compassionate leave is time away from your work that your
employer allows you for personal reasons, especially when a
member of your family dies or is seriously ill.
The compassionate leave can be taken as: a single continuous 2
day period, or 2 separate periods of 1 day each.
14. Compensatory Leave
>If an employee is required to work on any important assignment on
a National / Festival / Declared / weekly off day, he is eligible for
Compensatory off on any other working day.
>Official approval is required from the department head /
management to work on such National / Festival / Declared / weekly
off days.
>The compensatory off has to be availed within a period of three
months from the date worked.
>Only two days of compensatory offs can be combined and availed at
a stretch.
15. ENCASHMENT OF LEAVE
>Encashment of leave means that employee will receive the
cash for leaves which are not taken by the employees.
>Employee can encash his leaves during the course of
employment but this amount will be fully taxable or he can
encash at the time of retirement but he will get some
exemptions.
leaves eligible for encashment
Earned leave
Privilege Leave
Annual Leave
Encashment is done once a year
Superannuation
Resignation
16. PROCEDURE OF APPLYING LEAVE
The available leave balance is to be checked
by the employee with the HR department and
The leave to be applied by duly filling up the leave application
form or through Net.
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 approved leave application has to be submitted to the HR
department for recordings and subsequent processing.
17. Cancellation of Leave
>The department head can also cancel the once
sanctioned leave on situational / need basis.
>If an employee proceeds to avail the cancelled leave then those
days will be treated as absence from duty and the rules pertaining
to absence from duty will be applied.
Extension of Leave
>As it is necessary to get prior approval for
leave so it is also for extension of leave.
>The employee has to apply to his/her department head for
extension of leave well in advance and get it sanctioned to avail
them.
>In case an employee overstays, the unsanctioned leave availed
will be treated as absence from duty.
18. ABSENCE FROM DUTY
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.
The days of absence will be treated under Loss of Pay.
The employee has to report to his / her department head on
rejoining duty from absence and provide valid reasons for
absence in writing before taking up work again.
If an employee is absent from duty continuously for more than 7
days (including any National / Festival / Declared / weekly off
days which may fall in-between), an official correspondence
from the HR department will be sent to him asking to report to
duty and to provide explanation for his absence.
If there is no response from the employee within the stipulated
time mentioned in official correspondence, it would be assumed
that the employee has withdrawn his service from the company
on his own accord and recorded accordingly.
