I am looking for a copy of leave rules and travel policy of a mid sized IT Software company. Can any one help? regrads sonali
From India, Mumbai
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1From India, Mumbai
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hii sonali Tell me one things, have your company drafted standing oders ? reply me\ basant
From India
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From India
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Hi Sonali,
In general, the following leave is practiced in every organization. You can make your leave rules based on the organization and staff requirements.
1. Earned Leave
Entitlement: 30 days in a calendar year.
Advance credit made in two installments of 15 days each, on the first day of January and July of every calendar year.
Intervening holidays are counted as Earned Leave.
Can be combined with other leave except CL.
2. Casual Leave
Each staff member shall be issued a Casual Leave card at the beginning of a calendar year or at the time of joining, as the case may be.
All requests for availing Casual Leave should be made on the card only.
Casual Leave cannot be clubbed or combined with any other type of leave.
Intervening holidays shall not be treated as Casual Leave. However, the total period of absence including such intervening holidays prefixed or suffixed should not exceed 8 days on any one occasion.
Entitlement: 8 days in a calendar year.
3. Sick Leave
Entitlement of 20 days in a year without any limit for accumulation.
Sick Leave must be supported by a fitness certificate on resuming duty.
Sick Leave cannot be encashed.
4. Maternity Leave
Granted to female staff members for delivery, to a maximum of 135 days. Admissible only to employees with less than two surviving children.
For miscarriage/abortion (induced or otherwise), a total of 45 days in the entire service.
Maternity Leave is granted as full pay and counts as service for increments.
5. Paternity Leave
Granted to male staff members with less than two surviving children, during the period of confinement of his wife, i.e., up to 15 days before or up to six months from the date of delivery of his child. If such leave is not availed of within this period, it shall be treated as lapsed.
Paternity leave is granted with full pay and can be combined with other types of leaves.
6. Extraordinary Leave
Extraordinary Leave (EOL) is leave without pay.
EOL could be granted to a staff member who does not have any leave to his credit.
Sanctioned on grounds of prolonged illness or any other exceptional circumstances.
EOL up to 45 days can be sanctioned by the Director. If beyond 45 days, then it is to be granted by the CEO only.
During the period of EOL, the staff member is not entitled to any pay and allowance.
Extraordinary leave will be granted to a staff member in special circumstances as given below:
- When no other leave is admissible;
- When other leave is admissible.
Extraordinary leave cannot be granted to run concurrently with the notice period in the case of officials who have resigned.
Hope this fulfills your requirements. If you have any queries, you can contact me at basant2203@gmail.com.
Thanks and regards,
Basant
From India
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In general, the following leave is practiced in every organization. You can make your leave rules based on the organization and staff requirements.
1. Earned Leave
Entitlement: 30 days in a calendar year.
Advance credit made in two installments of 15 days each, on the first day of January and July of every calendar year.
Intervening holidays are counted as Earned Leave.
Can be combined with other leave except CL.
2. Casual Leave
Each staff member shall be issued a Casual Leave card at the beginning of a calendar year or at the time of joining, as the case may be.
All requests for availing Casual Leave should be made on the card only.
Casual Leave cannot be clubbed or combined with any other type of leave.
Intervening holidays shall not be treated as Casual Leave. However, the total period of absence including such intervening holidays prefixed or suffixed should not exceed 8 days on any one occasion.
Entitlement: 8 days in a calendar year.
3. Sick Leave
Entitlement of 20 days in a year without any limit for accumulation.
Sick Leave must be supported by a fitness certificate on resuming duty.
Sick Leave cannot be encashed.
4. Maternity Leave
Granted to female staff members for delivery, to a maximum of 135 days. Admissible only to employees with less than two surviving children.
For miscarriage/abortion (induced or otherwise), a total of 45 days in the entire service.
Maternity Leave is granted as full pay and counts as service for increments.
5. Paternity Leave
Granted to male staff members with less than two surviving children, during the period of confinement of his wife, i.e., up to 15 days before or up to six months from the date of delivery of his child. If such leave is not availed of within this period, it shall be treated as lapsed.
Paternity leave is granted with full pay and can be combined with other types of leaves.
6. Extraordinary Leave
Extraordinary Leave (EOL) is leave without pay.
EOL could be granted to a staff member who does not have any leave to his credit.
Sanctioned on grounds of prolonged illness or any other exceptional circumstances.
EOL up to 45 days can be sanctioned by the Director. If beyond 45 days, then it is to be granted by the CEO only.
During the period of EOL, the staff member is not entitled to any pay and allowance.
Extraordinary leave will be granted to a staff member in special circumstances as given below:
- When no other leave is admissible;
- When other leave is admissible.
Extraordinary leave cannot be granted to run concurrently with the notice period in the case of officials who have resigned.
Hope this fulfills your requirements. If you have any queries, you can contact me at basant2203@gmail.com.
Thanks and regards,
Basant
From India
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Hi Sonali,
I have also started to work on these issues from scratch in our company. We are a subsidiary of a US company, and now I have around 3 years of experience in this.
After much effort and comparison with other companies, we have established the following leave policy:
1. Casual Leave: A total of 12 casual leaves per year will be granted. No more than 3 consecutive days can be taken as a casual leave.
2. Sick Leave: A total of 6 sick leaves per year. Employees who take sick leave for more than 3 consecutive days must provide a doctor's certificate.
3. Paid Leave: A total of 6 paid leaves per year are provided. Only these paid leaves can be carried over to the next year if unused. A maximum of 30 PL's can be accumulated and paid out when an employee departs from the company. The calculation for paid leave is: Basic / 26 X Basic at the time of departure.
In total, 24 leaves per year will be approved. Additionally, employees in the probation period are not eligible to take any leaves. If management deems the leave taken by probationary employees appropriate, it is at the management's discretion to approve the leave.
I hope this clarifies everything.
Sirisha Reddy
From India, Bangalore
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I have also started to work on these issues from scratch in our company. We are a subsidiary of a US company, and now I have around 3 years of experience in this.
After much effort and comparison with other companies, we have established the following leave policy:
1. Casual Leave: A total of 12 casual leaves per year will be granted. No more than 3 consecutive days can be taken as a casual leave.
2. Sick Leave: A total of 6 sick leaves per year. Employees who take sick leave for more than 3 consecutive days must provide a doctor's certificate.
3. Paid Leave: A total of 6 paid leaves per year are provided. Only these paid leaves can be carried over to the next year if unused. A maximum of 30 PL's can be accumulated and paid out when an employee departs from the company. The calculation for paid leave is: Basic / 26 X Basic at the time of departure.
In total, 24 leaves per year will be approved. Additionally, employees in the probation period are not eligible to take any leaves. If management deems the leave taken by probationary employees appropriate, it is at the management's discretion to approve the leave.
I hope this clarifies everything.
Sirisha Reddy
From India, Bangalore
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Hi Meenu,
In general, companies follow the standard rule of paternity and maternity leave.
Maternity Leave:
1. A female staff member is entitled to leave for delivery, up to a maximum of 135 days. This is admissible only to employees with less than two surviving children.
2. For miscarriage/abortion (induced or otherwise), a total of 45 days can be taken throughout the service.
3. Maternity Leave is granted with full pay and counts as service for increments.
4. Maternity leave can be combined with any other type of leave.
5. Maternity leave shall not be debited against the leave account.
6. Upon the expiry of maternity leave, female staff can take leave for up to 1 year to take care of her baby.
Paternity Leave:
1. A male staff member with less than two surviving children is eligible for paternity leave during the period of his wife's confinement. This leave can be taken up to 15 days before or up to six months from the date of the child's delivery. If this leave is not availed of within this period, it will be considered lapsed.
2. Paternity leave is granted with full pay and can be combined with other types of leave.
3. Paternity leave shall not be debited against the leave account.
4. If paternity leave is not taken within the specified period, it will be treated as lapsed.
If you have any queries regarding this matter, feel free to contact me.
Thank you,
Basant
From India
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In general, companies follow the standard rule of paternity and maternity leave.
Maternity Leave:
1. A female staff member is entitled to leave for delivery, up to a maximum of 135 days. This is admissible only to employees with less than two surviving children.
2. For miscarriage/abortion (induced or otherwise), a total of 45 days can be taken throughout the service.
3. Maternity Leave is granted with full pay and counts as service for increments.
4. Maternity leave can be combined with any other type of leave.
5. Maternity leave shall not be debited against the leave account.
6. Upon the expiry of maternity leave, female staff can take leave for up to 1 year to take care of her baby.
Paternity Leave:
1. A male staff member with less than two surviving children is eligible for paternity leave during the period of his wife's confinement. This leave can be taken up to 15 days before or up to six months from the date of the child's delivery. If this leave is not availed of within this period, it will be considered lapsed.
2. Paternity leave is granted with full pay and can be combined with other types of leave.
3. Paternity leave shall not be debited against the leave account.
4. If paternity leave is not taken within the specified period, it will be treated as lapsed.
If you have any queries regarding this matter, feel free to contact me.
Thank you,
Basant
From India
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Hi, I am looking for a copy of Travels rules (Domestic as well as foriegn). Looking forward for your help. With Best Regards Aakansha
From India, New Delhi
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From India, New Delhi
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Dear all,
Regarding leave rules, I would like to emphasize that whether it is a software company, an IT-based firm, or a US subsidiary operating in India, all must adhere to Indian regulations. In India, leave policies are governed by the Factories Act or the Shops and Establishment Act. Additionally, companies can provide further benefits through their certified standing orders or service rules.
Thank you,
J.S. Malik
From India, Delhi
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Regarding leave rules, I would like to emphasize that whether it is a software company, an IT-based firm, or a US subsidiary operating in India, all must adhere to Indian regulations. In India, leave policies are governed by the Factories Act or the Shops and Establishment Act. Additionally, companies can provide further benefits through their certified standing orders or service rules.
Thank you,
J.S. Malik
From India, Delhi
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Hi all,
There are some IT companies that provide 1 year of unpaid maternity leave. My question is:
1. Is unpaid maternity leave counted as experience?
2. If someone has completed 5 years in the same organization, but this includes 1 year of unpaid maternity leave as well, are they eligible for gratuity?
Regards,
Riya
From India, Delhi
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There are some IT companies that provide 1 year of unpaid maternity leave. My question is:
1. Is unpaid maternity leave counted as experience?
2. If someone has completed 5 years in the same organization, but this includes 1 year of unpaid maternity leave as well, are they eligible for gratuity?
Regards,
Riya
From India, Delhi
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Beside the company policies, EL (Paid leave) and Casual leave are under the statutory regulations. Normally, software companies are covered under Shops and Establishment regulations. In India, every State has its own rules. In Andhra Pradesh (AP), you have to give 15 days of EL for every completed year of service, and CL should not exceed 12.
Shiva
From India, Secunderabad
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Shiva
From India, Secunderabad
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Leave Policy.doc
TRAVEL POLICY.zip