Leave Policy

The 'Leave Policy' document is an important policy within the company that outlines the criteria and procedures for employees to avail paid sick leave. The document begins with a purpose section, which explains the need for employees to take time off for medical reasons and sets out the terms for eligibility, application process, and accrual of sick leave. It clarifies that the policy only applies to sick leave and not other types of leave like maternity leave.

 

The eligibility section states that employees can apply for sick leave after completing a certain number of months of continuous employment. It also mentions that employees are entitled to full pay sick leave, up to a maximum of either 120 days or the number of accumulated sickness days. If an employee exhausts all accumulated sick leave, they can request leave without pay.

 

The document provides guidance on when to apply for sick leave, stating that it can be done when an employee is unable to perform their regular duties due to illness, injury, or the need for professional healthcare services. It specifies that sick leave can be taken for half-day or full-day.

 

The policy also covers the accumulation and carry-over of unused sick leave. Employees can accumulate sick leave at a certain rate per month of employment and can carry over a certain number of unused sick leave days. However, sick leave cannot be accrued during vacation leave, annual leave, or any other paid holiday. The document mentions that unused sick leave may be calculated for an employee's annuity upon retirement.

 

The employee is required to notify their immediate supervisor when they want to use sick leave, providing the expected date of return to work. The company reserves the right to request a medical certificate for sick leave requests. The employee must maintain a record of used sick leaves as specified by the company.

 

Sick leave for more than a certain number of days requires a medical certificate from a registered doctor or dentist. The document clarifies that unused sick leave is not payable to employees upon termination of employment.

 

The document concludes with contact details for further guidance and states that the policy may be amended by the company at any time, with the HR department being the sole authority to interpret the policy's content.

How to use this document?

1. Determine eligibility: Check if you have completed the required number of months of continuous employment to be eligible for sick leave.

2. Understand entitlement: Familiarize yourself with the maximum number of sick leave days you can avail, which is either 120 days or the accumulated sickness days, whichever is lesser.

3. Apply for sick leave: When you are unable to perform your regular duties due to illness, injury, or the need for healthcare services, submit a sick leave application to your immediate supervisor. Specify whether it is a half-day or full-day sick leave.

4. Keep track of unused sick leave: Note that you can accumulate sick leave at a certain rate per month of employment and carry over a certain number of unused sick leave days. However, sick leave cannot be accrued during vacation leave, annual leave, or any other paid holiday.

5. Notify supervisor: Inform your immediate supervisor about your sick leave plans, including the expected date of return to work. Be aware that the company may require a medical certificate for sick leave requests.

6. Maintain sick leave records: Keep a record of the sick leaves you have used as specified by the company.

7. Medical certificate for extended sick leave: If your sick leave exceeds a certain number of days, obtain a medical certificate from a registered doctor or dentist.

8. Termination of employment: Understand that unused sick leave is not payable upon termination of employment.

9. Contact HR representative: If you have any questions or need further guidance, reach out to your human resources representative at account last name.

10. Stay updated: Be aware that the policy may be amended by the company at any time, and the HR department is the authority to interpret the policy's content.