Hi All!!!!
We at our company are drafting our leave policy, so just wanted to know the current trend of paid leaves and other leaves per annum, specially for IT and Gaming Companies.
In wait of soon Reply!!!!!!
Pallavi
From India, Simlapal
We at our company are drafting our leave policy, so just wanted to know the current trend of paid leaves and other leaves per annum, specially for IT and Gaming Companies.
In wait of soon Reply!!!!!!
Pallavi
From India, Simlapal
Leave Policy 3
1. Policy Statement & Objective 3
2. Leave Year and Applicability 3
3. Privileged Leave 3
4. Casual Leave 4
5. Sick Leave 4
6. Maternity Leave 5
7. General Rules 6
8. Off Days and Holidays 6
9.1 Weekly off days 6
9.2 Paid Holidays 6
List of Paid Holidays 7
1. Policy Statement & Objective
- encourages its Employees to take break from work as this provides for a healthy and efficient staff. The Leave Policy sets out the various types of leaves that an employee is eligible for and outlines the procedures for taking leave.
2. Leave Year and Applicability:
§ Leave year is from 1st Jan – 31st December.
§ The different types of leaves covered under this policy are:
o Privileged leave (PL)
o Casual / Sick leave (CL/SL)
o Maternity Leave (ML)
The policy is applicable for all - permanent employees. For -§ employees who are working part – time, the privilege leave and sick leave entitlement will be calculated pro-rata.
This policy is not applicable to consultants engaged with the§ company. For consultants, the leave will be in accordance to the individual contract signed with -.
In the event of an employee leaving the service of the organization§ by way of resignation or attaining the age of retirement or otherwise, except as a result of disciplinary proceedings, he / she shall
o Not earn Privilege Leave during the notice period that the employee needs to serve, in case of a resignation
§ All leaves should be applied in “Standard Leave Form” available with HR or through the online application.
§ Minimum of 10 days / year leave by everyone is intended.
3. Privileged Leave:
a. Eligibility:
i. All permanent employees of - are eligible to avail privilege leave.
ii. Privileged leave is calculated for a period of one calendar year (January to December)
§ Entitlement:
o 12 days leave per calendar year for Permanent Employees. This leave is calculated at the rate of 1day for every 20 working days served. The holidays or the normal weekly off days will not be counted as leave even if included within the total leave period. No leaves will be credited in advance.
o Privilege Leave is exclusive of official and weekly offs provided only proceeding / succeeding days are taken as PLs.
§ Accumulation:
o This leave may be accumulated upto a maximum of 45 days. Accumulated leave of 45 days will be enchased @ the rate basic pay only.
o At the time of resignation of service or retirement the balance privilege leave will be encashed at the basic pay rate as on the day of retirement / last working day in case of resignation.
4. Casual Leave/ Sick Leave:
a. Eligibility:
i. All - permanent employees are eligible to avail Casual / Sick leave.
ii. Casual Leave/Sick Leave’s for calendar year i.e., from January to December.
§ Entitlement:
o All Permanent Employees are eligible for 1day Casual Leave/Sick Leave for every 20 actual worked days. An employee is eligible for a maximum of 12 days Casual Leave/Sick Leave in a calendar year.
o Casual Leave cannot be availed for more than 3 days continuously.
o If an employee avails of more than 12 days Casual Leave/Sick leave during the calendar year, excess leave will be deducted as PL or if PL is not available they will be unpaid leave.
o However, adjustment of CL/SL for more than 6 days against PL is with the discretion of management designed only to help personal emergencies of the employees.
o Half Day CL can be taken as needed.
o All leaves should be applied for in advance unless circumstances are such that it is not possible to do so. In such cases a telephone call or an email to the concerned Reporting Authority or in his/her absence to the concerned Department / Divisional Manager as intimation should serve the purpose.
§ Accumulation:
o Casual Leave/Sick Leave cannot be accumulated or encashed or carried forward to the next calendar year.
§ Leaves for Employees on Probation:
o Employees on Probation are eligible for 2 days CL/SL for every 20 actual working days.
5. Maternity Leave :
Maternity Leave:
§ Eligibility:
o Maternity Leave is a statutory leave.
o Married and expecting women Employees are eligible to avail maternity leave.
o The Employee should have completed 6 months of service with the company to be eligible to avail maternity leave.
§ Entitlement:
o Maternity leave can be availed only twice during the service of the Employee. (This point is not found in the bare Act but is commonly found in the Leave policies like that of Neilsoft, Persistent.
o Maternity leave can be availed for a maximum period of 90 days. Unavailed maternity leave is not adjusted against the privilege leave balance of the employee or any other leave.
o The Employee will receive the full amount of salary during the period of maternity leave, this will be salary last drawn by the Employee before going on Maternity Leave.
o If the employee wants to extend the duration of leave beyond the stipulated duration, (i.e. max of 90 days), the employee may extend the leave by utilizing her entitled privilege leave with prior permission of the concerned Department / Divisional Manager
§ Process
o A written application for the maternity Leave, along with the doctor’s certificate should be submitted by the Employee at least one month prior to start of maternity leave. This application should also mention the dates and duration of the leave period as well as the joining date. The application should be forwarded to HRD after the Department. Format of application is available with HRD.
6. General rules:
o All applications for leave must be made on the prescribed Leave Card available with the HR Department, which has to be duly approved and signed by the immediate supervisor or email to HR using (Std Forms) folder on server. Please consult HR if you cannot access the HR folder (Std Forms).
o It is the Employee’s individual responsibility to ensure his/her Leave Card is duly updated every time leave is availed.
o It should be a very rare instance that an employee is not allowed to avail his/her leave, due to exigencies of work. Leave should be planned in such a way that it does not affect - productivity or while on a project does not affect the project work/delivery deadlines.
o If leave is not sanctioned and an Employee remains absent on those days, then the absence will be treated as unauthorized “Leave without Pay”, irrespective of working days or holidays i.e., any holiday sandwiched between 2 days of Leave Without Pay will be included in the Leave availed.
o The Employee should check the Leave balance before applying for the same.
o During the leave period (but for the “Leave without Pay”), the Employee shall be entitled to the same salary as was admissible to him/her on the day immediately preceding the date of commencement of the leave.
7. Off Days and Paid Holidays:
10.1 Weekly Off Days
o The working week will be of five days for all employees normally Monday to Friday.
10.2 Paid Holidays
o All permanent employees are eligible for paid holidays in a calendar year.
o Paid holidays are selected on the basis of national / international holidays / local festivals celebrated, depending on the location of the offices. Therefore, holidays may be different days at other locations.
o The total number of holidays will be decided by the Company every year.
* The following are the holidays for the calendar year:
Month Festival Date Day
From India, Hyderabad
1. Policy Statement & Objective 3
2. Leave Year and Applicability 3
3. Privileged Leave 3
4. Casual Leave 4
5. Sick Leave 4
6. Maternity Leave 5
7. General Rules 6
8. Off Days and Holidays 6
9.1 Weekly off days 6
9.2 Paid Holidays 6
List of Paid Holidays 7
1. Policy Statement & Objective
- encourages its Employees to take break from work as this provides for a healthy and efficient staff. The Leave Policy sets out the various types of leaves that an employee is eligible for and outlines the procedures for taking leave.
2. Leave Year and Applicability:
§ Leave year is from 1st Jan – 31st December.
§ The different types of leaves covered under this policy are:
o Privileged leave (PL)
o Casual / Sick leave (CL/SL)
o Maternity Leave (ML)
The policy is applicable for all - permanent employees. For -§ employees who are working part – time, the privilege leave and sick leave entitlement will be calculated pro-rata.
This policy is not applicable to consultants engaged with the§ company. For consultants, the leave will be in accordance to the individual contract signed with -.
In the event of an employee leaving the service of the organization§ by way of resignation or attaining the age of retirement or otherwise, except as a result of disciplinary proceedings, he / she shall
o Not earn Privilege Leave during the notice period that the employee needs to serve, in case of a resignation
§ All leaves should be applied in “Standard Leave Form” available with HR or through the online application.
§ Minimum of 10 days / year leave by everyone is intended.
3. Privileged Leave:
a. Eligibility:
i. All permanent employees of - are eligible to avail privilege leave.
ii. Privileged leave is calculated for a period of one calendar year (January to December)
§ Entitlement:
o 12 days leave per calendar year for Permanent Employees. This leave is calculated at the rate of 1day for every 20 working days served. The holidays or the normal weekly off days will not be counted as leave even if included within the total leave period. No leaves will be credited in advance.
o Privilege Leave is exclusive of official and weekly offs provided only proceeding / succeeding days are taken as PLs.
§ Accumulation:
o This leave may be accumulated upto a maximum of 45 days. Accumulated leave of 45 days will be enchased @ the rate basic pay only.
o At the time of resignation of service or retirement the balance privilege leave will be encashed at the basic pay rate as on the day of retirement / last working day in case of resignation.
4. Casual Leave/ Sick Leave:
a. Eligibility:
i. All - permanent employees are eligible to avail Casual / Sick leave.
ii. Casual Leave/Sick Leave’s for calendar year i.e., from January to December.
§ Entitlement:
o All Permanent Employees are eligible for 1day Casual Leave/Sick Leave for every 20 actual worked days. An employee is eligible for a maximum of 12 days Casual Leave/Sick Leave in a calendar year.
o Casual Leave cannot be availed for more than 3 days continuously.
o If an employee avails of more than 12 days Casual Leave/Sick leave during the calendar year, excess leave will be deducted as PL or if PL is not available they will be unpaid leave.
o However, adjustment of CL/SL for more than 6 days against PL is with the discretion of management designed only to help personal emergencies of the employees.
o Half Day CL can be taken as needed.
o All leaves should be applied for in advance unless circumstances are such that it is not possible to do so. In such cases a telephone call or an email to the concerned Reporting Authority or in his/her absence to the concerned Department / Divisional Manager as intimation should serve the purpose.
§ Accumulation:
o Casual Leave/Sick Leave cannot be accumulated or encashed or carried forward to the next calendar year.
§ Leaves for Employees on Probation:
o Employees on Probation are eligible for 2 days CL/SL for every 20 actual working days.
5. Maternity Leave :
Maternity Leave:
§ Eligibility:
o Maternity Leave is a statutory leave.
o Married and expecting women Employees are eligible to avail maternity leave.
o The Employee should have completed 6 months of service with the company to be eligible to avail maternity leave.
§ Entitlement:
o Maternity leave can be availed only twice during the service of the Employee. (This point is not found in the bare Act but is commonly found in the Leave policies like that of Neilsoft, Persistent.
o Maternity leave can be availed for a maximum period of 90 days. Unavailed maternity leave is not adjusted against the privilege leave balance of the employee or any other leave.
o The Employee will receive the full amount of salary during the period of maternity leave, this will be salary last drawn by the Employee before going on Maternity Leave.
o If the employee wants to extend the duration of leave beyond the stipulated duration, (i.e. max of 90 days), the employee may extend the leave by utilizing her entitled privilege leave with prior permission of the concerned Department / Divisional Manager
§ Process
o A written application for the maternity Leave, along with the doctor’s certificate should be submitted by the Employee at least one month prior to start of maternity leave. This application should also mention the dates and duration of the leave period as well as the joining date. The application should be forwarded to HRD after the Department. Format of application is available with HRD.
6. General rules:
o All applications for leave must be made on the prescribed Leave Card available with the HR Department, which has to be duly approved and signed by the immediate supervisor or email to HR using (Std Forms) folder on server. Please consult HR if you cannot access the HR folder (Std Forms).
o It is the Employee’s individual responsibility to ensure his/her Leave Card is duly updated every time leave is availed.
o It should be a very rare instance that an employee is not allowed to avail his/her leave, due to exigencies of work. Leave should be planned in such a way that it does not affect - productivity or while on a project does not affect the project work/delivery deadlines.
o If leave is not sanctioned and an Employee remains absent on those days, then the absence will be treated as unauthorized “Leave without Pay”, irrespective of working days or holidays i.e., any holiday sandwiched between 2 days of Leave Without Pay will be included in the Leave availed.
o The Employee should check the Leave balance before applying for the same.
o During the leave period (but for the “Leave without Pay”), the Employee shall be entitled to the same salary as was admissible to him/her on the day immediately preceding the date of commencement of the leave.
7. Off Days and Paid Holidays:
10.1 Weekly Off Days
o The working week will be of five days for all employees normally Monday to Friday.
10.2 Paid Holidays
o All permanent employees are eligible for paid holidays in a calendar year.
o Paid holidays are selected on the basis of national / international holidays / local festivals celebrated, depending on the location of the offices. Therefore, holidays may be different days at other locations.
o The total number of holidays will be decided by the Company every year.
* The following are the holidays for the calendar year:
Month Festival Date Day
From India, Hyderabad
Hi bhagya raju,
Thanks for ur suggestions. I also wanted to know that can u help with how holidays we should allot under the head- public holidays, basically we wanted to know that how much public holidays are given in big IT & gaming companies.
Regards
Pallavi
From India, Simlapal
Thanks for ur suggestions. I also wanted to know that can u help with how holidays we should allot under the head- public holidays, basically we wanted to know that how much public holidays are given in big IT & gaming companies.
Regards
Pallavi
From India, Simlapal
Hi Everybody,
Nobody has suggestions related to this topic , I needed it on urgent basis.plllzz... help.
Wanted to know that how public holidays are alloted in various mnc's and branded companies.
regrds
Pallavi
From India, Simlapal
Nobody has suggestions related to this topic , I needed it on urgent basis.plllzz... help.
Wanted to know that how public holidays are alloted in various mnc's and branded companies.
regrds
Pallavi
From India, Simlapal
Hello
You need to draft your company leave policy in adherence to the Shops & Estab Act of your State. You may have a survey of IT companies in your State & can benchmark them but you cant give less than what is prescribed in Shops & Estab Act of your State.
From India, Mumbai
5You need to draft your company leave policy in adherence to the Shops & Estab Act of your State. You may have a survey of IT companies in your State & can benchmark them but you cant give less than what is prescribed in Shops & Estab Act of your State.
From India, Mumbai
how many days are alloted for public holidays in mnc’s and IT companies regrds pallavi
From India, Simlapal
From India, Simlapal
Hello
Every State has its own set of compulsory holidays laid out in the Shops & Estab Act of that State. Besides that the State Government declares holidays every year. You can arrive your list from the compulsory & non-compulsory holiday list for your company & also benchmark against IT companies in your State.
Note:Mostly 26 Jan, 15 Aug & 02 Oct are compulsory hoiliday alongwith some more days. Please check your S&E Act of State.
From India, Mumbai
Every State has its own set of compulsory holidays laid out in the Shops & Estab Act of that State. Besides that the State Government declares holidays every year. You can arrive your list from the compulsory & non-compulsory holiday list for your company & also benchmark against IT companies in your State.
Note:Mostly 26 Jan, 15 Aug & 02 Oct are compulsory hoiliday alongwith some more days. Please check your S&E Act of State.
From India, Mumbai
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