Leave Policy for Operators

 

PURPOSE

To define the Company’s policy on leave entitlement and availment for all the operators.

To enable operators to take rest / recover in case of illness.

To enable operators to take leave in case of emergency/personal reasons.

To enable operators to take vacations.

SCOPE

This policy is applicable to all the units of the ________ Group.

POLICY

All leave entitlements coincide with and determined for the CALENDER YEAR from 01st January to 31st December.

Operators joining/leaving at any point during this period would get pro-rata leave.

Individual operator’s leave record shall be maintained by the HRM Department.

ENTITLEMENT

CAUSAL LEAVE

All the operators shall be entitled for 7 days Casual Leaves (CL) in a calendar year.

Operators joining between 01st January to 15th January shall be eligible for full entitlement of Casual Leaves for that year.

Operators joining after 15th January, will be credited CL entitlement as follows:

MONTH OF JOINING

CL  ENTITLEMENT FOR THE YEAR

JANUARY (16th to 31st)                          

6.0        DAYS

FEBRUARY                                        

6.0        DAYS

MARCH     

5.5        DAYS

APRIL

5.0        DAYS

MAY 

4.5        DAYS

JUNE 

4.0        DAYS

JULY                                                  

3.5        DAYS

AUGUST                                             

3.0        DAYS

SEPTEMBER

2.5        DAYS

OCTOBER

2.0        DAYS

NOVEMBER    

1.5        DAYS

DECEMBER  (1st to 15th Dec.)              

1.0        DAY

DECEMBER  (16th to 31st Dec.)

NIL

 

CL not availed during the year cannot be accumulated with subsequent year and the unavailed CL shall automatically get encashed and payment will be made along with the wages in the subsequent year (i.e. in the month of February every year.)  The Basic Salary as on 31st December shall be the basis for encashment of CL.

CL cannot be clubbed with any other type of leaves.

Maximum of 3 days CL can be availed in one spell.

Not less than 0.5 day CL can be applied at any time

All holidays/weekly off falling in between a spell of CL shall not be counted as CL.

Holidays/weekly off days, however, can be suffixed or prefixed to a spell of CL.

CL should be applied atleast 24 hours in advance in writing. However, in case of extreme circumstances when person is unable to apply for CL in advance, leave card duly approved by superior for the same must be given immediately on resuming duty.

SICK LEAVE

All employees excluding employees covered under ESI shall be entitled to 7 days of SL in a year. Employees joining any time during the leave year will have pro-rata SL for that year of joining as per the details given above similar to CL.

SL can be accumulated up to a maximum of 21 days.

Any accumulation beyond prescribed will lapse automatically.

SL cannot be clubbed with CL.

All holidays/weekly off days falling in between a spell of SL shall be counted as SL.

No encashment of SL is permissible.

Any employee falling sick shall arrange to send information to his superior at the earliest but not later than 24 hours of his absence on account of SL and to apply for the same in writing immediately on resuming duty.

In case of sickness for more than 3 days, concerned employee must produce a medical certificate either from a Doctor or from a Registered Medical Practitioner.

On account of increment or by any other reason, if they come out of the preview of ESI, shall immediately be eligible for Sick Leave on pro-rata basis.

EARNED LEAVE

All operators, who have worked for a period of 240 days or more in a calendar year shall be allowed EL in the subsequent year at the rate of 1 day for every 20 days worked as per the factory’s act 1947. For computing 240 days, actual working days + Earned leaves availed shall be considered.

EL can be accumulated up to 30 days and the EL in excess of 30 days lying to his credit shall be encashed and payment shall be made to him along with his wages payable in the month of February of the subsequent year.

EL cannot be clubbed with CL.

There is no time restriction for availing EL in a year, but it should not be less than 1 day for each duration/spell.

Operators joining during leave year shall be credited EL in the next year on pro-rata basis. Similarly employees leaving the service shall be given a credit of EL on pro-rata basis.

Weekly off days/ holidays falling within the leave period will not be counted as EL.

For availing EL, an operator would be required to apply in writing at least 7 days before the date on which operator wishes the leave to commence.

GENERAL POINTS

All operators have been allotted a leave card which shall be retained / maintained by the HRM Department.

Operators availing leave shall obtain his leave card form the HRM Department, shall fill up the respective column for getting his leave sanctioned and forward the same to the sanctioning authority.

All the leaves shall be sanctioned by immediate superior.

Once leave card has been issued, it is the responsibility of the concerned employee to ensure that it is returned back to HRM Department. The HRM Department shall see that the leave card is received back within 24 hours of its issue.

HRM Department is required to mark leave (CL/SL/LWP/EL) in the Attendance Register with the approved leave that they have received from the person concerned.

Every Department should give its consolidated next year leave plan by 15th January every year.

Operators going on leave, not having any leave to his / her credit should apply for LWP and get it approved otherwise such leave will be treated as absenteeism.

Any deviation to the above policy shall have to be approved by Head of the department and above category of employees.

As and when the CL/EL is encashed to operators, Basic and HRA are to be included.

There is no scheme to sanction maternity benefit or maternity leave to any of the employee except to those who are covered under Employee State Insurance Act and the rules framed there under and entitled to the same under the above said act.

 

 

                                    

How to identify and apply performance management to get the best output from it?
How the job analysis can best benefit to the company
Balance scorecard is necessary for achieving Goals of performance management
Types of Employee Engagement Process implemented in the companies
Balance scorecard is necessary for achieving Goals of performance management
Types of Employee Engagement Process implemented in the companies
How to identify and apply performance management to get the best output from it?
How the job analysis can best benefit to the company