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OBJECTIVE To provide a composite leave program and also to encourage employees to plan and avail leave in accordance with the statutory obligations of the company ELIGIBILITY Employees earn 18 18 paid leaves and are given an additional 4 Sick Leaves in a year exclusive of weekly offs and official holidays. Annual leave is calculated for a period of Calender year. During probation, you employees are not entitled to avail of annual leave. The leaves earned by the employee during the probation period will be credited to his/her account upon confirmation. Hence NO annual leaves are available during probation. For example, Each employee is entitled to 1.5 leave per month depending upon the number of days worked during the salary period and it shall be calculated as follows: a) For those present between 10- 14 days : 0.5 leave credited b) For those present between 15- 19 days : 1 leave credited c)For those present between 20 and above : 1.5 leave credited The 18 earned Leaves are divided into: 16 Planned Leaves 2 Emergency Leaves AVAILMENT OF LEAVE Annual leave intimation/ application should be given at least 3 working days in advance and should be approved by the supervisor in the prescribed format. Each time leave is taken, the application must be filed, approval obtained and individual leave records updated (HR site). The maximum leave that can be availed at a stretch is 18 working days, subject to Altius Leave Policy Dt – 28/09/2011
In lieu of such work on a holiday or a weekly off the employee may be allowed compensatory off for a day. The compensatory off will be allowed with prior permission in the following week or as soon as feasible on business considerations. maximum limit for carried forward leaves of 8 days. the same have to be availed within the financialCalendar year.approval by the supervisor. The same is pro-rated for the period between date of confirmation and 31st Decemeber. ACCUMULATION Maximum carry forward allowed is 8 days of leave in a year. Altius Leave Policy Dt – 28/09/2011 . as per their roster. Leave encashment will be treated as per Income Tax Rules. Under no circumstances may an employee be allowed to accumulate more than 4 days Compensatory offs in a FinancialCalendar year for availing at a stretch. For all employees all accumulated leaves of the calender year will be carried forward to the next year i. This does not include any incentives or process based pay. COMPENSATORY OFF This section applies to all employees required to work on a holiday and/ or weekly offs. However. Annual leave encashment is on the basis of fixed components full value of salary Basic salary is defined as monthly CTC less retrials and performance / incentives (whichever is applicable). ENCASHMENT Employees can encash their annual leave only at the time of retirement or separation. Employees are not allowed to club compensatory off with annual leave. Based on the exigencies of work a Supervisor may require the employee to work on a holiday or a weekly off.e.
who They are entitled to get the mandatory 4 public holidays that will be included as paid leave. Every roster week an employee is entitled to get one day off this off is termed as „Weekly Off‟. No salary is due to an employee for an OF.Supervisors of every department shall maintain records of work on holidays and compensatory off of the employee. This will be * * * * th 26 January st 1 May th 15 August nd 2 October With regards to employees working for International Processes (UK). The weekly off is decided by the HR while making the roster and it could be any one day of the roster week. Altius Leave Policy Dt – 28/09/2011 . MANDATORY PUBLIC PAID HOLIDAYS This section applies to all employees of Altius working on Domestic Processes and / or who work in the Indian Time Zone . will have the following Paid Holidays as against the listed public holidays th * 24 December * 25 th December * 31 st December * 1st January Subject to Changes as per Process and Client requirements All Type of Leaves: Weekly Off (OF) 1.
A WP is not counted towards the days worked required for calculating the next appraisal date. A half a day‟s salary is due to an employee for a HD. 5. 3. The maximum number of leaves that can be applied under this head should not exceed 7 days . A PR is counted towards the days worked required for calculating the next appraisal Altius Leave Policy Dt – 28/09/2011 .2. If an employee is logged on for more than 50% of the required login time. An employee is entitled to get a HD only if it is approved by the supervisor present in the shift. 2. 4. Without Pay (WP) 1. 2. 4. Ordinary Leave (OL) 1. No salary is due to an employee for a WP. 2. he will be paid HD and the balance will be taken off . 3. Present (PR) 1. An employee can request for a weekly off before the Wednesday shift end for the following roster week. 2.If an employee works HD and then goes home. 2. but less than 100 % then he\she is considered to be present only for half day (HD).5 SL/OL/Emergency Leave. When an employee is logged on for the entire shift he/ she is marked present (PR) for the day. The employee is due for a complete day‟s salary for a PR. An OL is a paid leave available only to confirmed agents. OL‟s are calculated based on the number of days that the agent came to work in the month. A HD is counted towards the days worked required for calculating the next appraisal date. An OL is counted towards the days worked required for calculating the next appraisal date.5 OL‟s per month (26 days) that they have worked with us. A leave without pay is to be applied 3 working days in advance and the approval is subject to HR/Process Head. 3.An OF is counted towards the days worked required for calculating the next appraisal date. Half Day (HD) 1. All employees that are confirmed get 1.
2. When an employee is logged on for more than 12 hours at a stretch he\she is entitled to be marked P3. A P3 is counted towards the days worked required for calculating the next appraisal date as one day. A P2 is counted towards the days worked required for calculating the next appraisal date as one day. 2. When an employee is logged on for two shifts at a stretch he\she is entitled to be marked P2. Double Shift (P2) 1. The employee is due for 2 days salary for a P2.date. Sick Leave (SL) OBJECTIVE To provide leave to employees to allow them to recover and recuperate from illness.5 day‟s salary for a P3. The employee is due for 1. Sick leave is to be availed if you are sick or indisposed. One and a half shift (P3) 1. Altius Leave Policy Dt – 28/09/2011 . ELIGIBILITY All employees are eligible for 4 days of sick leave in a calendar year. Any agent who logs in for less than half a day and goes home will be marked as a SL and taken out of his kitty of 4 SL‟s a year allocated to him If an agent logs out at anytime between 50% and 100% but does not complete his login requirement a 100% he will be marked as HD Sick leaves cannot be clubbed with Annual leaves for any other purpose other than medical reasons.
he/she will not be allowed to Log in on the day he/she resumes work.. and Company does not hear anything about it. logical reason as to why there was no communication for the same. Sick leave cannot be encashed. An LOC will be sent out to the Mailing Address of the employee on the day(Exceptions will be done subject to HR/Supervisors Approval) 3rd If an employee takes a leave without any information to Supervisor/Hr. In case you avail more than two consecutive sick leave . 3. it will be treated as Leave without Pay. you would have to submit a doctor‟s certificate to your supervisor & HR. Every AB will attract loss of pay for the day. That employee status will be put on Hold for additional 7 days after which he / she will be terminated. If an employee remains absent without informing Supervisor/HR or does not turn up to work even when the leave is not approved it is termed as an Absent (AB). ACCUMULATION Sick leave cannot be carried forward to the next calendar year and will lapse if not availed. If an employee has more than 3 AB. 2. Instances of Uninformed absenteeism shall lead to below actions: st 1 Instance – Verbal Warning with valid documentation and acknowledgment nd 2 Instance – Warning letter issued with valid documentation and acknowledgment Altius Leave Policy Dt – 28/09/2011 . The employee will first have to meet the HR team and give a valid.Excess sick leave availed beyond 4 days in a year will be WP( without pay) and If the annual leave balance is nil. Absenteeism (AB) 1.
MATERNITY LEAVE OBJECTIVE To provide female employees with leave for pre and post‐ natal care and maternity benefits in accordance with the statutory obligations of the company.3 rd Instance . Extract from Maternity Benefits Act. Exam leave can be taken only on production of proof to appear for the exams i. 1961. EXAMINATION LEAVE Leave for examinations shall be called as “exam leave” for all purposes of reference in the organization. for reference: Any woman employee. The employee shall proceed on leave ONLY after sanction of leave.Termination. Leave will not be granted without adequate proof. whether employed directly or through any Altius Leave Policy Dt – 28/09/2011 . an employee has the option of availing his/her annual leave for exams.e. Exam leave is over & above the entitled annual leave ‐ 21 working days. examination date‐ sheet from the institute etc. Exam leave is not an entitlement and the employee needs to justify the leave taken in the application to the Supervisor. the employee is entitled to this additional exam leave. copy of admit card. Hence. This leave is treated as leave without pay. which is leave without pay. The employee shall advise the Supervisor at least 2 weeks in advance before proceeding on leave. with no leave balance in his/her account. however.
Expecting female employees are eligible to avail maternity leave. is entitled to receive maternity benefit. expecting female employees Altius Leave Policy Dt – 28/09/2011 . c. An employee must have worked for a minimum of 90 80 working days with ALTIUS. A female employee can avail 6 weeks leave prior to delivery and 6 weeks after delivery OR 12 weeks post‐ delivery. who has actually worked in the establishment for a period of at least 80 days in the 12 months immediately preceding the date of her expected delivery. Irrespective of marital status and number of live births. provided the above condition is fulfilled. ELIGIBILITY a. Maternity leave is a statutory leave b.agency. Leaves taken due to any complication arising during pregnancy and before the 6 week prior to delivery period will not be considered as Maternity leave. Maternity benefit is payable for the period of her actual absence immediately preceding and including the day of her delivery. she can avail of that leave following her delivery. Maternity leave entitlement is for 12 weeks or 84 days(as per The Maternity Benefit Act. to be eligible for maternity leave. If you are on probation. However these leaves need to be availed continuously (with no other attendance status in between). a woman employee is eligible for 12 weeks or 84 days of leave) b. you are entitled to avail maternity leave. provided the total leave period does not exceed 12 weeks. 1961. ENTITLEMENT a. c. and for the six weeks immediately following that day. If a woman employee does not avail six weeks leave preceding the date of her delivery.
however. but cumulatively they cannot exceed one month. delivery. A female employee can avail extended maternity leave for another 6 months besides the 12 weeks of Maternity leave.are eligible to avail maternity leave (Maternity Benefit Act is silent on these facts) d. EXTENDED MATERNITY LEAVE a. There should be no other attendance status for the employee. Full salary is payable during the 3 months of maternity leave. ENCASHMENT Maternity leave cannot be encashed. medical termination of pregnancy or tubectomy operation. b. Altius Leave Policy Dt – 28/09/2011 . In the event of a miscarriage in lieu of maternity leave. the employee will be eligible for a total of 6 weeks of miscarriage leave. f. AML can be availed during any stage of the pregnancy and it can be taken post‐ delivery too. will be treated as unpaid leave. provided it can be proved that it‟s an illness related to delivery & the normal maternity leave of 12 weeks has been exhausted. EML will need to be requested for by the employee and formally sanctioned by the process & HR. The employee would be eligible for an additional Maternity Leave for a period of one month (paid leave) in case of illness arising out of pregnancy. EML. Extended Maternity leaves necessarily need to follow fully utilized Maternity Leaves. Maternity leave is not adjusted against annual leave balance. Employees can take this leave only in the 6 month period immediately following the paid ML. between these two leaves. These leaves may not necessarily be continuous. premature birth of child. e.
This document serves as a broad Altius Leave Policy Dt – 28/09/2011 . This is not a comprehensive document and may undergo changes in future. you need to get special / exceptional approval EXCEPTIONS Any exceptions to the above policy will have to be recommended by the Function Head and approved by HR Head. I have read. I will be liable to the action taken by the management and will be bound by the final decision taken by the management. understood and accept the above policies: Name: . b. You need to submit a written application to both your supervisor and HR head informing them that you will be proceeding on maternity leave at least 3 months before the date of delivery.__________________________ Employee Id:-_____________________ Date:-____________________________ Signature:-_________________________ Disclaimer: The details provided in this document are only an outline to ensure an alert environment while an employee is in the Company Premises. If you are proceeding on leave beyond the stipulated time. UNDERTAKING I hereby agree and understand all the above points as outlined in the policy and also agree that if I default on any one or more of the instances or indulge in any act of Unacceptable Behavior.MODALITIES a. This policy supersedes all previous policies with reference to „Attendance and work schedule‟.
Altius Leave Policy Dt – 28/09/2011 .guideline and should be not treated as all encompassing and any other events /incidents or issues would be treated on a case to case basis.
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