Can somebody provide me the policy on following for implementation in a pvt ltd company. 1. Conveyance & trave exp. (Reimbursment policy) 2. Leaves policy. 3.Attendance policy.
From India, Gurgaon
From India, Gurgaon
Hi,
Leave policy will include the following leave
Casual Leave -10 days in a Year
Privilage Leave-21 days in a year
Sick Leave -14 days
Leave calculating year will be calendar year
Casual leave entitlement if from day 1 of joining calculated on prorata basis
Sick leave and Privilage leave eligibilty is post confirmation.Privilage is calculated again on Prorata basis.It could be accumulated till maximum of 60 days post which it lapses.And one can encash the left over Privilage leave at the time of leaving the Company.
Casual leave cannot be taken for more than 3 days at a stretch.
Privilage leave taken should be min of 7 days at a stretch.
Sick leave if taken for more than 3 days has to be supported by medical certificate .
Maternity leave-as per the Maternity Benefit Act
Other than the above mandatory leave you can also include the following leave in your Leave Policy
Bereavement Leave- 7days
Paternity leave-------5 days(to be given upto 2 children ).The leave counts from the day of child birth.
You should also maintain leave card which has to be filled up by employees before they go on leave, and in case of emergency leave one can fill the leave card after resuming the duty.
Attendance policy
You need to put a check on the punctuality of each employee.3 consecutive late mark leads to 1 day salary deduction.
Frequent late mark calls for disciplinary action against the employee.
OD forms need to submitted on every 29th of the month duly signed by the authorised person, if the salary processing date is 30th of everymonth .
From India, Haora
Leave policy will include the following leave
Casual Leave -10 days in a Year
Privilage Leave-21 days in a year
Sick Leave -14 days
Leave calculating year will be calendar year
Casual leave entitlement if from day 1 of joining calculated on prorata basis
Sick leave and Privilage leave eligibilty is post confirmation.Privilage is calculated again on Prorata basis.It could be accumulated till maximum of 60 days post which it lapses.And one can encash the left over Privilage leave at the time of leaving the Company.
Casual leave cannot be taken for more than 3 days at a stretch.
Privilage leave taken should be min of 7 days at a stretch.
Sick leave if taken for more than 3 days has to be supported by medical certificate .
Maternity leave-as per the Maternity Benefit Act
Other than the above mandatory leave you can also include the following leave in your Leave Policy
Bereavement Leave- 7days
Paternity leave-------5 days(to be given upto 2 children ).The leave counts from the day of child birth.
You should also maintain leave card which has to be filled up by employees before they go on leave, and in case of emergency leave one can fill the leave card after resuming the duty.
Attendance policy
You need to put a check on the punctuality of each employee.3 consecutive late mark leads to 1 day salary deduction.
Frequent late mark calls for disciplinary action against the employee.
OD forms need to submitted on every 29th of the month duly signed by the authorised person, if the salary processing date is 30th of everymonth .
From India, Haora
Hello Ajit ji, Here, I am attaching a general leave policy, you can make amendments and use to apply in your office. May be helpfull. All your amendment and suggestions too are welcome. Regards Rimpy
From India, New Delhi
7From India, New Delhi
I don't quite understand why people come to this website to ask for full policies. Firstly, how is one ever going to learn how to write and develop a policy that is tailored for their own workplace, one that addresses the issues in their environment if they are just taking from others? The skill of Policy writing and development isn't learned from cutting and pasting from something, it is from actually doing, getting it wrong and correcting it.
Secondly, if my HR representative ever shared our policy that we developed I would terminate their employment immediately with no notice as a breach of their contract. For those that openly share their company policies on here, check your contract conditions and company policies carefully, you could actually be in breach.
I do not think sharing of information is incorrect, i support sharing of knowledge whole heartedly, however, there is a signnificant difference between sharing of knowledge and blatantly disclosing private company information. Learn from each other but do so without compromising your career.
From United Kingdom, London
Secondly, if my HR representative ever shared our policy that we developed I would terminate their employment immediately with no notice as a breach of their contract. For those that openly share their company policies on here, check your contract conditions and company policies carefully, you could actually be in breach.
I do not think sharing of information is incorrect, i support sharing of knowledge whole heartedly, however, there is a signnificant difference between sharing of knowledge and blatantly disclosing private company information. Learn from each other but do so without compromising your career.
From United Kingdom, London
My Dear Mr. Sunilkmani,
Who told you that this is cut & paste era? We have created our own way of doing the things in a short cut manner. It is not related to era.
First, an individual has to make an attempt to define or frame a policy or procedure. Then the same can be posted on this Cite HR or can be shared with senior members to finalise the same. Then only a person can learn.
What is the use of one's own knowledge & education gained if individual efforts are not put forth & only simply depending on the cut & paste method???
Kindly don't support & encourage such type of things buddy.
Regards,
Narendra
From India, Hyderabad
Who told you that this is cut & paste era? We have created our own way of doing the things in a short cut manner. It is not related to era.
First, an individual has to make an attempt to define or frame a policy or procedure. Then the same can be posted on this Cite HR or can be shared with senior members to finalise the same. Then only a person can learn.
What is the use of one's own knowledge & education gained if individual efforts are not put forth & only simply depending on the cut & paste method???
Kindly don't support & encourage such type of things buddy.
Regards,
Narendra
From India, Hyderabad
Hello Rimpy jie,
Thanks for the leave policy. I needed this as i am setting up HR dept in our company and I belong to accounts dept. I want to collect hr policies of different company so that a comprehensive leave policy may be created for our company. Some people on this site does want to share information which I think is not right. HR policies are just another form of labour laws regarding employee schemes and I do not think sharing of legal information is a crime. Even company like infosys shares its employee policy with public.
Thanks once again.
Ajit
From India, Gurgaon
Thanks for the leave policy. I needed this as i am setting up HR dept in our company and I belong to accounts dept. I want to collect hr policies of different company so that a comprehensive leave policy may be created for our company. Some people on this site does want to share information which I think is not right. HR policies are just another form of labour laws regarding employee schemes and I do not think sharing of legal information is a crime. Even company like infosys shares its employee policy with public.
Thanks once again.
Ajit
From India, Gurgaon
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