Hi guys,
Firstly, let me compliment you for the wonderful write-ups. I have recently joined this site, and believe me, the first thing I do is check the latest topics. Like everyone, I have a query that I was hoping someone could help me with. I am working with a BPO with a team strength of 600 employees, and I am entrusted with maintaining leave and attendance data for all the employees. Can anyone suggest a smart way of doing this, considering the company is not planning to invest in software?
Thanks for all the inputs.
Cheers!! Jyoti
From India, Gurgaon
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Firstly, let me compliment you for the wonderful write-ups. I have recently joined this site, and believe me, the first thing I do is check the latest topics. Like everyone, I have a query that I was hoping someone could help me with. I am working with a BPO with a team strength of 600 employees, and I am entrusted with maintaining leave and attendance data for all the employees. Can anyone suggest a smart way of doing this, considering the company is not planning to invest in software?
Thanks for all the inputs.
Cheers!! Jyoti
From India, Gurgaon
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Hi Jyoti,
I hope you can implement a registration system at the entrance of your organization where people can mark their attendance. If this doesn't work, you could also consider issuing monthly slips to employees. Each day, employees would need to place their slip in the attendance box, which should include their employee ID to help maintain accurate attendance records.
Consider this suggestion as a small step towards improvement.
Warm regards,
Jayavel.K
From India, Madras
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10I hope you can implement a registration system at the entrance of your organization where people can mark their attendance. If this doesn't work, you could also consider issuing monthly slips to employees. Each day, employees would need to place their slip in the attendance box, which should include their employee ID to help maintain accurate attendance records.
Consider this suggestion as a small step towards improvement.
Warm regards,
Jayavel.K
From India, Madras
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Hi Jyothi,
According to your company's investment restrictions, Mr. Jayavel's point is the best and basic way of monitoring. The major hiccup is the huge number of employees. Instead of a huge investment in software, why can't you look for low investment barcode readers, which are available cheap in the market? Anyway, your employees would be having company ID cards. You can add just a coded strip onto that. The reader can be placed at a convenient location near the entrance. Once an employee passes, he has to just show his card to that reader.
Hope it would be useful. 😊
Regards
From India, Madras
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According to your company's investment restrictions, Mr. Jayavel's point is the best and basic way of monitoring. The major hiccup is the huge number of employees. Instead of a huge investment in software, why can't you look for low investment barcode readers, which are available cheap in the market? Anyway, your employees would be having company ID cards. You can add just a coded strip onto that. The reader can be placed at a convenient location near the entrance. Once an employee passes, he has to just show his card to that reader.
Hope it would be useful. 😊
Regards
From India, Madras
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Hi Jyoti,
This seems to be a tedious task. However, since your headcount is not equilibrated and the work/time involved would be really mundane, you can either inform the security team to give you an update on attendance on a weekly basis. This would be time-consuming but not for you, and if it's manageable uniformly, you can excel. I would also suggest that every month in the paysheet, there is a record of leave balance for you to track it on a month-on-month basis.
I am in a better position since I do handle payroll and compensation, and we have an effective system to track such records. In case you require more info, do let me know.
Thanks.
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This seems to be a tedious task. However, since your headcount is not equilibrated and the work/time involved would be really mundane, you can either inform the security team to give you an update on attendance on a weekly basis. This would be time-consuming but not for you, and if it's manageable uniformly, you can excel. I would also suggest that every month in the paysheet, there is a record of leave balance for you to track it on a month-on-month basis.
I am in a better position since I do handle payroll and compensation, and we have an effective system to track such records. In case you require more info, do let me know.
Thanks.
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To keep better time-keeping, you may please purchase a manual attendance recorder (watch) and an attendance card, which can be punched in a time recorder. It costs very little, and you can get the exact attendance without manipulation. The cards and recorder can be kept at the Security or Time Office section.
For leave balance record keeping, you may use a leave register for updating balances on a monthly basis. Payslips should be issued to employees for their information and to ensure compliance with the law.
Kailash
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For leave balance record keeping, you may use a leave register for updating balances on a monthly basis. Payslips should be issued to employees for their information and to ensure compliance with the law.
Kailash
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I don't know the organizational structure, but I would recommend that the person responsible for the lowest level (front-line supervisor) keep track of attendance of employees assigned to them. They will then pass that information along to their boss [or designee] (the department superintendent) who will coordinate the information from all their reports and forward it to HR.
Keeping track of supervisors, managers, department heads, and staff would require a "weekly calendar" to be completed and returned to HR no later than Friday by 2:00 PM. All requests for leave should be submitted through the individual's supervisor so that they are aware of who will be on authorized absence and can make appropriate adjustments, to HR no later than two (2) weeks prior to the start of leave.
I also like Kongi's suggestions.
From United States,
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Keeping track of supervisors, managers, department heads, and staff would require a "weekly calendar" to be completed and returned to HR no later than Friday by 2:00 PM. All requests for leave should be submitted through the individual's supervisor so that they are aware of who will be on authorized absence and can make appropriate adjustments, to HR no later than two (2) weeks prior to the start of leave.
I also like Kongi's suggestions.
From United States,
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Hi I think you can give a leave card to all the employees, end of the day the team leaders/ reporting boss signs on them before they leave. a small card will solve your problem I guess Regards vikram
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hi guys...i have a query...i have been entrusted the task of formulating a leave policy & also planning out a list of holidays...am totally at sea...cud sum1 help me out.... arrpita
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Hi !
Chk this out !
Chao
(Cite Contribution)
1.0 Leave Eligibility
1.1 Casual Leave / Sick Leave
1.2 Earned Leave
1.3 Maternity Leave
1.4 Modalities
1.5 Clubbing of Leave
1.6 Order of Debit of Leave
1.7 Leave during notice period
1.8 Calculation of leave on Separation
1.9 Leave Application Process
Leave Eligibility
Employees on permanent rolls of the company are eligible to avail leave as per policy. Leave is credited to your individual account, on 1st of January each year. Leave eligibility for the year is calculated on a pro-rata basis, from the date of joining.
TYPE OF LEAVE
Casual leave / Sick Leave Earned leave
AVAILMENT AND ELIGIBILITY OF THE LEAVE 10 days 20 days
Cannot be carried forward Can be carried forward
Can be taken upto a maximum of 2 days To avail EL one needs to take a minimum of 3 days of leave
Cannot be clubbed with EL Cannot be clubbed with CL
Cannot be encashed Can encash 30 days on accumulation of 60 days
Casual Leave / Sick Leave
• An employee is eligible for 10 working days per calendar year or the pro rata equivalent from the date of joining during the first year of service.
• An employee should inform his/ her immediate superior in advance.
• CL can be taken up to a maximum of two consecutive days at a time.
• Unused CL at the end of the year would lapse and cannot be accumulated.
Earned Leave
• Employees are eligible for 20 working days of EL per year or the pro rata equivalent during the first year of service.
• EL can be availed only upon the completion of six months of service in the company. Within the first six months, EL can be availed only upon personal contingency and must be approved by the functional head.
• EL can be accumulated up to a maximum of 60 working days, and any amount in excess of this can be encashed. EL can be encashed to a maximum extent of 30 days provided earned leave had been availed for a minimum of 10 days in that current year.
• For the purpose of encashment, the basic salary only is taken for computation. Encashment of leave can be done only in the December Salary.
• Prefix and suffix holidays are not to be included for leave accounting.
Addendum : This leave policy is applicable to all employee's who have joined us effective 1st –January-2002. For all employee's who have been on the roll of the organization till 31st –December-2001, this policy would be effective from 1st –Januray-2003.
Top
Maternity Leave
Women employees are eligible for Maternity leave upon completion of a minimum of 80 days of service at the Organization , as defined in The Maternity Benefit Act, 1961. This facility will be available for the birth of the first two children only.
Maternity leave would be granted for a maximum of 90 days including all the weekly offs and holidays falling in between.Maternity Leave can be taken along with EL. In this case, EL may be availed for a maximum of 30 days, subject to availability and rules. CL/ SL cannot be clubbed along with Maternity Leave.
Modalities
• The concerned Project Managers must approve any leave taken.
• Leave applications are available with the HR help desk of the respective departments.
• The application must be filled, approval obtained and submitted to the HR Function for updating individual leave records.
Clubbing of Leave
Except where specifically provided for, clubbing together of different types of leave is not allowed.
Top
Order of Debit of Leave
For extended periods of leave, debit of leave will be made in the order of CL/ SL, followed by EL. After all the leave to the credit or an employee have been exhausted, leave taken by an employee will be treated as “Leave Without Pay” (LWP).
For this purpose the employee's Basic salary, Special allowance and conveyance reimbursement for that month will be reduced proportionately for the days of leave without pay.
If an employee absents from work without prior approval of leave or even after an application for leave has been declined, their absence will be treated, as LWP and they will be liable for disciplinary action.
Leave during notice period
During the notice period an employee is expected to spend adequate time to hand over responsibilities to another assigned employee. In view of this, he or she cannot avail of earned leave during the notice period. CL/SL could be taken, subject to eligibility and rules during the entire notice period. Any leave taken without prior approval will be treated as LWP.
Calculation of leave on Separation
EL will be credited up to the date of separation from the organization . Effective April 1, 2004, only a maximum of 30 days of leave will be encashable.
Top
LEAVE APPLICATION PROCESS
Earned Leave
Every employee is eligible to take earned leave only on confirmation on pro-rata basis. On confirmation, every employee is eligible to take 20 days of earned leave in a calendar year.
Step 1: The employee needs to plan for their leave well in advance.
Step 2: Before availing the leave the employee needs to inform the Project Manager and the HR desk about the leave.
Step 3: The leave should be approved by the project Manager / team manager, and only the same should be forwarded to the HR desk. Non-availability of the approval would be treated as un-authorized leave, and attract LWP.
Step 4: If the employee is traveling out of the station, then the contact number and address should be provided to the HR function representative before proceeding on leave.
Casual Leave
During probation every employee is eligible for 6 days of casual leave on pro-rata basis. On confirmation, every employee is eligible to take 10 days of casual leave in a calendar year.
Step 1: If an employee wants to take leave for short duration then the above mentioned process should be followed.
Leave taken without informing the necessary authorities, would be treated as Leave without Pay.
Step 2: In case of emergency, where the necessity to take leave arises without prior approval, the employee needs to call and inform their respective managers.
Step 3: In case you are not able to inform the Project Manager or the HR representative, please inform the front desk and request them to send the mail to your respective Project Manager/ HR Manager.
Top
From India, Mumbai
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Chk this out !
Chao
(Cite Contribution)
1.0 Leave Eligibility
1.1 Casual Leave / Sick Leave
1.2 Earned Leave
1.3 Maternity Leave
1.4 Modalities
1.5 Clubbing of Leave
1.6 Order of Debit of Leave
1.7 Leave during notice period
1.8 Calculation of leave on Separation
1.9 Leave Application Process
Leave Eligibility
Employees on permanent rolls of the company are eligible to avail leave as per policy. Leave is credited to your individual account, on 1st of January each year. Leave eligibility for the year is calculated on a pro-rata basis, from the date of joining.
TYPE OF LEAVE
Casual leave / Sick Leave Earned leave
AVAILMENT AND ELIGIBILITY OF THE LEAVE 10 days 20 days
Cannot be carried forward Can be carried forward
Can be taken upto a maximum of 2 days To avail EL one needs to take a minimum of 3 days of leave
Cannot be clubbed with EL Cannot be clubbed with CL
Cannot be encashed Can encash 30 days on accumulation of 60 days
Casual Leave / Sick Leave
• An employee is eligible for 10 working days per calendar year or the pro rata equivalent from the date of joining during the first year of service.
• An employee should inform his/ her immediate superior in advance.
• CL can be taken up to a maximum of two consecutive days at a time.
• Unused CL at the end of the year would lapse and cannot be accumulated.
Earned Leave
• Employees are eligible for 20 working days of EL per year or the pro rata equivalent during the first year of service.
• EL can be availed only upon the completion of six months of service in the company. Within the first six months, EL can be availed only upon personal contingency and must be approved by the functional head.
• EL can be accumulated up to a maximum of 60 working days, and any amount in excess of this can be encashed. EL can be encashed to a maximum extent of 30 days provided earned leave had been availed for a minimum of 10 days in that current year.
• For the purpose of encashment, the basic salary only is taken for computation. Encashment of leave can be done only in the December Salary.
• Prefix and suffix holidays are not to be included for leave accounting.
Addendum : This leave policy is applicable to all employee's who have joined us effective 1st –January-2002. For all employee's who have been on the roll of the organization till 31st –December-2001, this policy would be effective from 1st –Januray-2003.
Top
Maternity Leave
Women employees are eligible for Maternity leave upon completion of a minimum of 80 days of service at the Organization , as defined in The Maternity Benefit Act, 1961. This facility will be available for the birth of the first two children only.
Maternity leave would be granted for a maximum of 90 days including all the weekly offs and holidays falling in between.Maternity Leave can be taken along with EL. In this case, EL may be availed for a maximum of 30 days, subject to availability and rules. CL/ SL cannot be clubbed along with Maternity Leave.
Modalities
• The concerned Project Managers must approve any leave taken.
• Leave applications are available with the HR help desk of the respective departments.
• The application must be filled, approval obtained and submitted to the HR Function for updating individual leave records.
Clubbing of Leave
Except where specifically provided for, clubbing together of different types of leave is not allowed.
Top
Order of Debit of Leave
For extended periods of leave, debit of leave will be made in the order of CL/ SL, followed by EL. After all the leave to the credit or an employee have been exhausted, leave taken by an employee will be treated as “Leave Without Pay” (LWP).
For this purpose the employee's Basic salary, Special allowance and conveyance reimbursement for that month will be reduced proportionately for the days of leave without pay.
If an employee absents from work without prior approval of leave or even after an application for leave has been declined, their absence will be treated, as LWP and they will be liable for disciplinary action.
Leave during notice period
During the notice period an employee is expected to spend adequate time to hand over responsibilities to another assigned employee. In view of this, he or she cannot avail of earned leave during the notice period. CL/SL could be taken, subject to eligibility and rules during the entire notice period. Any leave taken without prior approval will be treated as LWP.
Calculation of leave on Separation
EL will be credited up to the date of separation from the organization . Effective April 1, 2004, only a maximum of 30 days of leave will be encashable.
Top
LEAVE APPLICATION PROCESS
Earned Leave
Every employee is eligible to take earned leave only on confirmation on pro-rata basis. On confirmation, every employee is eligible to take 20 days of earned leave in a calendar year.
Step 1: The employee needs to plan for their leave well in advance.
Step 2: Before availing the leave the employee needs to inform the Project Manager and the HR desk about the leave.
Step 3: The leave should be approved by the project Manager / team manager, and only the same should be forwarded to the HR desk. Non-availability of the approval would be treated as un-authorized leave, and attract LWP.
Step 4: If the employee is traveling out of the station, then the contact number and address should be provided to the HR function representative before proceeding on leave.
Casual Leave
During probation every employee is eligible for 6 days of casual leave on pro-rata basis. On confirmation, every employee is eligible to take 10 days of casual leave in a calendar year.
Step 1: If an employee wants to take leave for short duration then the above mentioned process should be followed.
Leave taken without informing the necessary authorities, would be treated as Leave without Pay.
Step 2: In case of emergency, where the necessity to take leave arises without prior approval, the employee needs to call and inform their respective managers.
Step 3: In case you are not able to inform the Project Manager or the HR representative, please inform the front desk and request them to send the mail to your respective Project Manager/ HR Manager.
Top
From India, Mumbai
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Hi,
As yours is a BPO, naturally, there will be a team leader. Scatter the work regarding leaves taken by the teammates to all the team heads. Since it is a BPO, I hope it will be a 5-day week. Ask the team leader to provide the data on the last working day of the week. This is also one way.
The best methods are the barcode system, time punching at security, and last but not least, leave cards. I hope your problem gets resolved.
Regards, Katyayani
From India, Hyderabad
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As yours is a BPO, naturally, there will be a team leader. Scatter the work regarding leaves taken by the teammates to all the team heads. Since it is a BPO, I hope it will be a 5-day week. Ask the team leader to provide the data on the last working day of the week. This is also one way.
The best methods are the barcode system, time punching at security, and last but not least, leave cards. I hope your problem gets resolved.
Regards, Katyayani
From India, Hyderabad
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Greetings!
This is Nithya Viswanathan - MBA (HR) fresher, currently working with Microsense Private Limited, Chennai as an Assistant Manager-HR.
I am currently in the process of implementing HR policies and have proposed the following Leave Policy:
(a) The following leave will be admissible to all employees who have completed one year of continuous service and have been confirmed.
Casual Leave (10) Privilege Leave (12)
(b) A probationer will be entitled to avail himself of 12 days P.L. only after completion of one year's probation. Casual Leave of 10 days can be availed on confirmation only.
I require guidance on:
(1) The method of crediting leave entitlement for an employee as we do not have an online record for maintaining leaves. We do maintain an attendance register, but again, to track the number of leaves taken by an employee from his date of joining and to credit the balance number of leaves in the subsequent year, for example from 2001, is a tedious task. Please help! :(
(2) Leave encashment procedures.
Looking forward to your response at the earliest.
Thanks and Regards,
Nithya
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This is Nithya Viswanathan - MBA (HR) fresher, currently working with Microsense Private Limited, Chennai as an Assistant Manager-HR.
I am currently in the process of implementing HR policies and have proposed the following Leave Policy:
(a) The following leave will be admissible to all employees who have completed one year of continuous service and have been confirmed.
Casual Leave (10) Privilege Leave (12)
(b) A probationer will be entitled to avail himself of 12 days P.L. only after completion of one year's probation. Casual Leave of 10 days can be availed on confirmation only.
I require guidance on:
(1) The method of crediting leave entitlement for an employee as we do not have an online record for maintaining leaves. We do maintain an attendance register, but again, to track the number of leaves taken by an employee from his date of joining and to credit the balance number of leaves in the subsequent year, for example from 2001, is a tedious task. Please help! :(
(2) Leave encashment procedures.
Looking forward to your response at the earliest.
Thanks and Regards,
Nithya
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Ours is not a BPO, and we work 6 days a week.
Kindly provide me with a suitable solution for crediting leave as I have no idea. We do not have software from where I can extract the data.
Kindly help.
Thanks,
Nithya
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Kindly provide me with a suitable solution for crediting leave as I have no idea. We do not have software from where I can extract the data.
Kindly help.
Thanks,
Nithya
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Hi Jyoti,
From what I understand, since attaining facilities for monitoring leave policy would be a major matter of concern of costs for the company, the following method can be used here. It's simple but not foolproof.
First of all, mail all employees and their superiors that no leave would be authorized without a leave form or an email to the HR without the superiors' approval. If the employee takes leave without any of these, it's up to him/her to battle it out with his/her superior.
Maintain an Excel sheet with different columns on the leave quota for each column. For example, column 1: CLs, Column 2: SLs, Column 3: C.Offs, Column 4: PLs, etc. Maintain a separate set of columns for LEAVES AVAILED. Now in the third set of columns, LEAVE BALANCE, you can set a formula for each column where the input in the Leaves availed column gives an output in the Leave Balance column.
This way, no investment is required in software for leave monitoring. Hope it works fine with you.
Manoj
From India, Bangalore
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From what I understand, since attaining facilities for monitoring leave policy would be a major matter of concern of costs for the company, the following method can be used here. It's simple but not foolproof.
First of all, mail all employees and their superiors that no leave would be authorized without a leave form or an email to the HR without the superiors' approval. If the employee takes leave without any of these, it's up to him/her to battle it out with his/her superior.
Maintain an Excel sheet with different columns on the leave quota for each column. For example, column 1: CLs, Column 2: SLs, Column 3: C.Offs, Column 4: PLs, etc. Maintain a separate set of columns for LEAVES AVAILED. Now in the third set of columns, LEAVE BALANCE, you can set a formula for each column where the input in the Leaves availed column gives an output in the Leave Balance column.
This way, no investment is required in software for leave monitoring. Hope it works fine with you.
Manoj
From India, Bangalore
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Hi, Arpita,
I am also working as Sr.Officer - P&A in Noida. I am sending herewith the Leave Policy of my Company. May be it is useful to you.
Thanks
Madan Singh
LEAVE POLICY
LEAVE RULES W.E.F. JANUARY 01, 2000:
All permanent employees except Managers are eligible for the following categories of leave :-
1. Earned Leave
2. Casual Leave
3. Maternity Leave (Female employees)
EARNED LEAVE
21 days in a calendar year. It can be accumulated upto a maximum of 30 days. Shall not be availed more than thrice in a year. Minimum Earned Leave to be taken is 3 days.
Earned Leave can be encashed at the time of full & final settlement. Mid year joinees are entitled to pro-rata leave. More than 30 days earned leave will lapse.
CASUAL LEAVE
12 days in a calendar year. Leave not availed of during a calendar year will lapse at the end of the year. Casual Leave taken at any time should not exceed three consecutive days. It can't be taken in conjunction with any other type of leave. Casual leave can not be encashed. Employee joining during the year are eligible for pro-rata casual leave.
MATERNITY LEAVE
Maternity leave is granted to female employees so that they can avail pre & post natal care during pregnancy and confinement.
Page 01
Page 02
Eligibility :
Permanent employees who have completed atleast 1 year of service with the company are eligible for maternity leave. Maximum maternity leave period on any one occasion is 12 weeks (with full pay) i.e. 6 weeks upto and including the date of delivery and 6 weeks immediately following that day. Maternity leave may be combined with EL or CL. Such a request should be supported by a Medical Certificate. Employees covered under ESI will avail all benefits from ESI on their individual cards issued to them and employees covered under Mediclaim Insurance Policy can claim medical benefits covered under the policy.
A maximum of 3 occasions of maternity leave are allowed during the entire period of service.
LATE ARRIVAL
Office timings are 9 A.M. to 6 P.M. Everyone should punch their Identity Card and sign the attendance register. Upto 9:10 A.M. is the relaxation period. If anyone arrives after 9:10 A.M. then it will be converted into half-day CL, accordingly Manager – Admn.&HR will issue a memo to the individual. For marking attendence policy laid down vide circular dated November 23 1998 will be followed in letter and spirit (copy attached).
LEAVE PLAN
All heads of the Department are requested to plan leave of their personnel and one copy be given to the Personnel Department. For availing leave, all employees will apply on leave application form prior to proceeding on leave to respective heads of departments, who will sanction the leave and forward application to admn. & HR department.
GENERAL
Holidays falling at the beginning, middle and end of the period of leave are not counted as leave.
FOR MANAGERS AND ABOVE
All Managers of present MM2 level and above can avail Earned Leave upto 30 days in calendar year with prior approval of MD. Maximum accumulation upto 30 days is permissible which can be encashed at the time of full and final settlement. Casual Leave of 12 days can also be availed as applicable to other employees. "
From India, Delhi
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I am also working as Sr.Officer - P&A in Noida. I am sending herewith the Leave Policy of my Company. May be it is useful to you.
Thanks
Madan Singh
LEAVE POLICY
LEAVE RULES W.E.F. JANUARY 01, 2000:
All permanent employees except Managers are eligible for the following categories of leave :-
1. Earned Leave
2. Casual Leave
3. Maternity Leave (Female employees)
EARNED LEAVE
21 days in a calendar year. It can be accumulated upto a maximum of 30 days. Shall not be availed more than thrice in a year. Minimum Earned Leave to be taken is 3 days.
Earned Leave can be encashed at the time of full & final settlement. Mid year joinees are entitled to pro-rata leave. More than 30 days earned leave will lapse.
CASUAL LEAVE
12 days in a calendar year. Leave not availed of during a calendar year will lapse at the end of the year. Casual Leave taken at any time should not exceed three consecutive days. It can't be taken in conjunction with any other type of leave. Casual leave can not be encashed. Employee joining during the year are eligible for pro-rata casual leave.
MATERNITY LEAVE
Maternity leave is granted to female employees so that they can avail pre & post natal care during pregnancy and confinement.
Page 01
Page 02
Eligibility :
Permanent employees who have completed atleast 1 year of service with the company are eligible for maternity leave. Maximum maternity leave period on any one occasion is 12 weeks (with full pay) i.e. 6 weeks upto and including the date of delivery and 6 weeks immediately following that day. Maternity leave may be combined with EL or CL. Such a request should be supported by a Medical Certificate. Employees covered under ESI will avail all benefits from ESI on their individual cards issued to them and employees covered under Mediclaim Insurance Policy can claim medical benefits covered under the policy.
A maximum of 3 occasions of maternity leave are allowed during the entire period of service.
LATE ARRIVAL
Office timings are 9 A.M. to 6 P.M. Everyone should punch their Identity Card and sign the attendance register. Upto 9:10 A.M. is the relaxation period. If anyone arrives after 9:10 A.M. then it will be converted into half-day CL, accordingly Manager – Admn.&HR will issue a memo to the individual. For marking attendence policy laid down vide circular dated November 23 1998 will be followed in letter and spirit (copy attached).
LEAVE PLAN
All heads of the Department are requested to plan leave of their personnel and one copy be given to the Personnel Department. For availing leave, all employees will apply on leave application form prior to proceeding on leave to respective heads of departments, who will sanction the leave and forward application to admn. & HR department.
GENERAL
Holidays falling at the beginning, middle and end of the period of leave are not counted as leave.
FOR MANAGERS AND ABOVE
All Managers of present MM2 level and above can avail Earned Leave upto 30 days in calendar year with prior approval of MD. Maximum accumulation upto 30 days is permissible which can be encashed at the time of full and final settlement. Casual Leave of 12 days can also be availed as applicable to other employees. "
From India, Delhi
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Leave Policy.doc