Leave Policy

The Leave Policy document is an important document for all employees of Account Job Company. It establishes the rules and procedures governing annual leave/vacation entitlements. The document begins with a purpose and scope section, which explains that all employees are entitled to time off with pay for vacation or personal reasons. It applies to both full-time and part-time employees.

 

The document then goes into detail about eligibility and entitlement. It states that employees are eligible to apply for annual leave after completing a certain number of months of employment. Full-time employees are entitled to a specific number of days per year of annual leave, while part-time employees earn annual leave on a pro-rata basis. During annual leave, employees will receive their normal pay. The leave entitlement is established on a calendar-year basis, and if an employee joins or leaves the company partway through the year, the entitlement will be calculated on a pro-rata basis.

 

The document also covers unused annual leave. Employees can accumulate annual leave at a certain rate per month of employment. They are encouraged to use all the annual leave accrued in a calendar year, but any unused leave can be carried forward into the next year as long as it does not exceed a maximum number of days. The leave will continue to accrue even if the employee is on sick leave, maternity leave/paternity leave, or adoption leave, unless otherwise specified by the company. The company may require employees to use their annual leave entitlements if the accumulated leave exceeds the maximum number of days.

 

The procedure to schedule annual leave is outlined in the document. Employees must submit leave requests in writing to their immediate supervisor at least two weeks prior to the proposed start date of the vacation. All leave requests are subject to the approval of the supervisor and are granted on a first-come, first-served basis. In the event of a conflict in leave requests, the supervisor will consider the company's staffing needs and the length of service of the employees involved.

 

The document also addresses sickness during annual leave. If an employee falls sick while on annual leave, they are allowed to avail sick leave for those days, and the annual leave entitlement will be credited for the affected days. However, the employee must follow the rules and procedures set out in the company's sick leave policy to avail the sick leave.

 

The document concludes with information about termination/end of employment. Upon termination, unused annual leave will be paid to the employees, subject to the company's right to recover any dues owed by the employee. If an employee resigns, they are not entitled to take annual leave during the notice period. Contact details for further guidance are provided, and it is stated that the policy can be amended by the company at any time, with the HR department being the sole authority to interpret the content of the policy.

How to use this document?

1. To apply for annual leave, employees must submit leave requests in writing to their immediate supervisor at least two weeks prior to the proposed start date of the vacation.

2. All leave requests are subject to the approval of the employee's immediate supervisor.

3. Leave requests are granted on a first-come, first-served basis. In case of conflicts, the supervisor will consider the company's staffing needs and the length of service of the employees involved.

4. If an employee falls sick while on annual leave, they can avail sick leave for those days. The employee must follow the rules and procedures set out in the company's sick leave policy.

5. Upon termination of employment, unused annual leave will be paid to the employees, subject to the company's right to recover any dues owed by the employee.

6. If an employee resigns, they are not entitled to take annual leave during the notice period.

7. For further guidance or questions, employees can contact their human resources representative at the provided email address.

8. The policy can be amended by the company at any time, and the HR department is the sole authority to interpret the content of the policy.