amw hrpolicydetails 27leave policy[1]

8/14/2019 Amw Hrpolicydetails 27leave Policy[1]

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Version: BAFL- LP- 1.0 -2009 P a g e | 1

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9. Maternity Leave:

a) Every woman employee shall be entitled for maternity leave to maximum of twelve weeks of whichmore than six weeks shall not precede the date of her expected delivery. Any deviation to this, needto be certified by a registered gynecologist.

b) For availing the maternity leave the woman employee has to work in the organization for a period of not less then eighty days in the twelve months immediately preceding the date of her expecteddelivery.

c) The woman employee needs to give a notice of six weeks before proceeding on maternity leave .

d) In case of miscarriage woman employees is entitled for miscarriage Leave of 6 weeks from the date of miscarriage. The application for the miscarriage Leave should be supported with a copy of MedicalCertificate issued by the Registered Gynecologist.

10. Leave during Notice Period: Employees are not entitled for any leave during the Notice Period. Anyunauthorized absence during the notice period will be treated as shortfall of the notice period and employeewill have to pay compensation for such a shortfall. It’s is sole discretion of the Business Head and HR to adjustall accumulated leaves against the notice period. Incase if the employees has taken advance leaves, same willbe recovered from his/her full and final settlement.

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1. In case of planned leave each employee has to apply for leave atleast 7 days in advance in ESS.

2. In the event of an unplanned requirement ( eg: illness/ personal emergency), the reporting manager must benotified of the absence latest by half an hour after the commencement of the work . It is the employee’sresponsibility to apply the availed leave in ESS within 1 day of return. It has to be thereafter approved by thereporting manager.

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1. Leave request should be made in advance. However, when it is not possible to apply for leave in advance,simultaneous information of the absence together with the reason and probable period of absence, dulysupported by evidence, wherever practicable should be given to leave sanctioning authority.

2. An employee who desires to extend his leave will make an application in writing to his Manager, well beforethe expiry of the leave already sanctioned. The employee needs to provide satisfactory supporting documentswithin three working days after he resumes duty.

3.

An employee who remains absent after expiry of the period of leave originally sanctioned, or subsequentlyextended, will be treated as having committed an act of misconduct and will be liable to disciplinary actionunless he is able to explain his overstay in a satisfactory manner acceptable to the Management. Incase theemployee fails to report for duty within 10 days after expiry of the leave originally sanctioned or subsequentlyextended he will be treated as having deserted the job and shall be liable to lose his lien on his appointment.

4. If an employee who has been granted leave desires to cancel a portion of his leave and resumes duty, he willbe allowed to do so with proper communication to his Manger for proper updation of records.




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Types of leave

Number of Leaves per

annum Eligibility

Accumulated upto maximum no

of days EncashmentSanctioningAuthority

Earned Leave24 days, per

annum. All Employees 0

Unutilized leaveswill be paid up inJanuary payroll

ReportingManager

Casual cum SickLeave

12 days, perannum. All Employees 0 Not en-cashable

ReportingManager

Maternity Leave 12 weeks.All femaleEmployees 0 Not en-cashable BH and Chief-HR

Compensatory Off As per the extra

work done. L5 0 Not en-cashableReportingManager

Leave without pay Not Specified All Employees 0 Not en-cashableApproval from BH

and Chief HR.

amw hrpolicydetails 27leave policy[1]

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