NOTE: This write up only gives certain guidelines to know how leave policy could be drafted.
Much should be based on the nature of the entity and legal provisions applicable there on.
General/Basic Guidelines:
Subject to qualifying services an employee will be eligible for certain categories of leave as
discussed here below:
Regarding availing leave one has to follow generally these aspects:
Applying for leave, obtaining approval from superior is the responsibility of the
employee.
Employees should get their leave approved in advance by their immediate
superiors on the leave card (for field forces leave application duly sanctioned by
their immediate superior has to be forwarded to RO for updating the same in their
leave cards, since the leave cards are available at RO’s.
No leave can be claimed as matter of right and leave would be granted only at
the discretion of the Management, excepting certain kinds of leave such as
Maternity leave, accident/sick leave which are generally should be granted in
accordance with law, facts & documents required to be submitted.
The sanctioning authority has the discretionary rights to refuse, revise, curtail or
revoke leave at any time according to the conditions and exigencies of work If
leave request is not granted, then the superior should assign the reason for not
granting leave such leave.
An employee who has taken leave without obtaining prior approval, will deemed
to be absent from without permission. This will be leave without pay, and further,
may result in other disciplinary actions.
Any extension of leave without prior approval will be deemed to be leave without
permission, as stated above.
LEAVE ELIGIBILITY:
2) Sick Leave (SL) --- Sick leave beyond 3 days to be supported with evidence like Medical
Certificate. Sick leave may be accumulated up to a maximum of 28 days. Any National &
Festival holidays or weekly holidays prefixing or suffixing or falling in between the leave applied
shall not be included.
Employees under probation shall earn Privilege Leave during their probationary
period and the same will be credited to their individual account only after
completion of one year or probation period whichever is later. An employee can
avail PL only after the same is credited to his account.
Both prefixing and suffixing of privilege leave with off-days or holidays is allowed.
If an employee exhausts both CL & SL within six months of a calendar year, and
subsequently applies for PL leave, which is not permissible as per the condition
for PL under Sub-clause 4.1, such leave may be sanctioned as a special leave
subject to a maximum of five days in total for that particular calendar year. Such
leave sanctioned shall be deducted from PL credit. Sanctioning authority for the
purposes of this clause will be Regional Managers for all Regional and Branch
staff and Functional Head for HO Staff. This special grant of PL shall be made
only after completion of six months of any calendar year i.e.. after 30th June. This
special grant of PL is not in addition to the existing PL.
OTHER LEAVES:
4. Probationary Leave: During Probationary period, the probationers and trainees are eligible
for Probationary leave. The leave is calculated on the basis of one day for every completed
month of service. The probationary leave will get lapsed at the end of the probationary period.
UNAUTHORIZED ABSENCE
If an employee absents himself from duty without intimation or leave sanction for more than 21
consecutive days, he/she shall be presumed to have left the services of the company on his
own accord without notice and his name shall accordingly, be struck off from the rolls of the
company.