MEMORANDUM

DATE : 07 August 2023

TO : ALL STAFFS

SUBJECT : POLICY ON FILING ANNUAL LEAVE, SICK LEAVE, MATERNITY LEAVE

BEREAVEMENT, PARENTAL LEAVE, UNPAID LEAVE or PERSONAL, OTHER
LEAVE AS PER MOHRE LABOR LAW.
______________________________________________________________________________

In view of the company Rules and Regulations on Application for Leave of Absence, you are
hereby reminded of the policies on filing and utilization of Leave, to wit.

A. For Annual Leave, the company may or may not grant you a paid leave before your
probationary period unless otherwise approved by the HR or by the Manager. After
probationary period, the employees are entitled to paid annual leave as per MOHRE
Labor Law. In filing of Annual Leave, employees must inform the HR one (1) month
before the date of leave unless it is an emergency approve by the Manager and it is
mandatory to secure a Leave Request Form (which is available from the HR) before you
use your Leave.

B. For Sick Leave, the employees are entitled for paid Sick Leave after the probationary
period provided the employees secure a Sick Leave Certificate signed and stamped by
license Doctor or issued by registered Hospital in the UAE. Employees must secure a
Leave Request Form and to be filed not more than three (3) working days upon return
from absence. In some cases, it can also be filed three (3) days in advance. Employees
under probationary period are mandatory to present a valid Sick Leave Certificate
signed and stamped by license Doctor or issued by registered Hospital in the UAE.

C. For Bereavement and Parental Leave, all employee is entitled to use these leaves. after
securing approval from the HR or Manager and provide Leave Request Form. In
Bereavement Leave, the employee must inform the HR and submit Leave Request Form
in the event the death happened on day-offs or after working days. In Parental Leave,
the employee must seek approval one (1) week

D. For Unpaid Leave or Personal Leave, the company may grant Unpaid Leave or Personal
Leave

E. Failure to observe this guideline shall be considered as absence without pay.

 F. Queries relative to this can be relayed to Ms. Marite D. Sanglay, Human Resource Officer
or Mr. Ruben Pascua, Administrative Officer I.

for We would like to reiterate to you that before securing Annual Leave you have to secure
first the Annual Leave Form sign and approve by the HR. The form is available anytime in the
HR.

For the Sick Leave, you have to secure the medical certificate signed by the attending physician.
Otherwise, it is not valid for your sick leave.

Any leave without signed and approved by the HR Manager, it will not be counted as your
annual leave / sick leave. Therefore, it will deduct to your monthly salary.

For compliance.

Very truly,

HR Management
ACKNOWLEDGE BY:

STAFFE NAME / SIGNATURE: DATE: STAFFE NAME / SIGNATURE: DATE:

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TO: All BNC Employees
FROM: Human Resource Department
SUBJECT: GENERAL GUIDELINES ON LEAVE APPLICATIONS

It is the policy of the Company to provide its employees sufficient and reasonable periods of
rest, recuperation and time to attend to personal concerns. Leaves, however, shall be regulated
and subject to company rules and regulations.

The following guidelines must be strictly observed upon application for leave:

1. All leaves must be properly authorized using the LEAVE APPLICATION form (available at
the HR department).
2. The approving authority for the leave application shall be the immediate
supervisor/manager of the employee.
3. A sick/injured employee should notify the immediate supervisor/manager immediately
ON THE DAY OF HIS ABSENCE through any reasonable means for the latter to make
certain adjustments if needed.
4. For sick leaves in excess of three (3) days, a return-to-work note/medical certificate
from the company/attending physician should be submitted together with the Leave of
Absence application form.
5. Bereavement Leaves may be availed of without formal request; however, a bereaved
employee’s representative shall inform his immediate supervisor/manager within three
working days of such fact.