Thread Started by #citehrrecruitment

Hi, Can someone provide the leave policy for India & Singapore. Regards, Samta Chopra
6th April 2009 From India, Bangalore
Leave policy include types of leave as follows:
1. Annual Leave

An employee may use annual leave for vacations, rest and relaxation, and personal business or emergencies. An employee has a right to take annual leave, subject to the right of the supervisor to schedule the time at which annual leave may be taken

2. Sick Leave

Sick leave (or sickness pay or sick pay) is an employee benefit in the form of paid leave which can be taken during periods of sickness, to attend doctor visits, or to care for family members
3. Paternity Leave

Paternity leave is the time a father takes off work at the birth or adoption of a child. This kind of leave is rarely paid. A few progressive companies offer new dads paid time off, ranging from a few days to a few weeks.
4. Adoption Leave

An employee seeking to adopt a child may take up to two days of unpaid pre-adoption leave to attend any interviews or examinations required to obtain approval for the adoption.
5. Maternity Leave

Maternity leave, now often called parental or family leave, is the time a mother (or father) takes off from work for the birth or adoption of a child.
6. Study Leave

Employees are entitled to study leave to undertake further education courses relevant to company’s business and approved by the company.
The maximum amount of study leave that should be approved is four hours per week to attend lectures or 10 full days per year for those who are studying by correspondence and who are required to attend residential courses. Applications should be lodged four weeks in advance by filling out a training course application form and forwarding to payroll.
Employees are entitled to paid leave to sit an examination. Days in excess of this entitlement are at the discretion of the manager. Study leave will count towards continuous service.
7. Time in Lieu

Time-in-lieu will be granted to those employees who are required by their manager to work outside of their normal job function. All time-in-lieu granted will be added to the employee’s annual leave.
The company will maintain time-in-lieu accounts which will record time-in-lieu credits and debits. This allows management to provide time-in-lieu as a discretionary benefit. Generally, time-in-lieu should be taken within the same financial year within which it is accrued.
Time-in-lieu must be pre-approved by the appropriate manager.
8. Jury duty Leave

Employees are entitled to paid leave to serve on a jury. An employee on jury service should provide official evidence of requirement to attend and attendance at the court.
Employees should declare the amount paid to them by the court and company will reimburse them the difference between the amount received and their base salary.
Jury duty leave will count towards continuous service.
9. Emergency Services Leave

If an employee needs to take temporary absence from work because of voluntary emergency management activities then they must make a request to management for leave.
The total absence for such leave must be reasonable (take into account current work deadlines etc) and must be agreed between the employee and management.
Company may refuse a request by an employee to attend emergencies if they are urgently required at work. If an employee does not accept the decision of the directors and leaves work without permission, they may be subject to disciplinary proceedings including dismissal.
10. Leave without pay

An application giving personal details, employment details, the amount of time and the reason for the leave should be submitted by the employee.
Other types of appropriate paid leave should be used before approval for leave without pay can proceed.
Failure to return to work on the date stipulated may result in loss of continuity or termination. Extension of leave will be considered on an individual basis. An exchange of letters is required setting out all conditions.
Leave without pay will not count towards continuous service.
11. Blood Donor Leave

Employees may donate blood during working hours without loss of pay provided that:
• The payment will be for up to two hours, once in each quarter of the year
• The time fits in with work requirements
• It is with the approval of their immediate supervisor on presentation of an attendance card authorized by the red cross transfusion service.
12. Bereavement Leave

Compassionate leave is paid leave taken by an employee for the purposes of spending time with a family member/member of employee’s household, who has a personal illness, or injury, that poses a serious threat to his/her life, or after the death of a family member/member of the employee’s household.
13.Long service Leave

You will be entitled to long service leave in line with the provisions of the appropriate legislation in your state.
Employees should give reasonable notice of intention to take long service leave and payment will be made at the normal hourly rate of pay.
Long Service Leave will count towards continuous service.

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rgs
6th April 2009 From Vietnam, Ho Chi Minh City
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