Hello
I am Sangeeta, Final year of MBA.
I would like to know how to go about with the topic"Comparative study on leave policy of IT industry"?
If the survey is done through questionnaire then whom to target for the sample? What sorts of question should i ask them in the survey?
Pls reply me As soon as possible.
Thank you.
I am Sangeeta, Final year of MBA.
I would like to know how to go about with the topic"Comparative study on leave policy of IT industry"?
If the survey is done through questionnaire then whom to target for the sample? What sorts of question should i ask them in the survey?
Pls reply me As soon as possible.
Thank you.
Hi ,
I am also working in an IT company and i have mentioned below the leave policy of my comany for ur reference.
1. Policy Statement & Objective:
Leaves are provided to meet some social emergencies and for managing stress. Leaves cannot be availed as a matter of right
2. Guidelines for taking leave:
¡P Leaves can¡¦t be claimed as a matter of right.
¡P Leave eligibility would be on a calendar year basis and is the maximum eligibility in a year. Availing of leave, however, can be done upto the entitlement limit.
¡P Leave sanctioning authority has the full discretion to refuse, revoke or curtail the leave when required.
¡P All leaves will be granted keeping in view exigencies of Company work and will be at the sole discretion of the Company.
¡P Information for the leave does not mean the approval. It is strongly recommended to get the leave/s approved before proceeding for it.
¡P All leave applications need to be sent to immediate superiors for sanction. The superior will intimate the HR of the leaves sanctioned. The sanction would be done on the leave application (hard copy only) itself, which would be signed by HR after updating the leave records for purposes of leave eligibility.
¡P Deviations with respect to availing leave can be permitted in case of exigency (Marriage, Death or Birth) jointly only by Human Resources Manager and CEO on recommendation of Department Manager. (The total eligibility quantum, however, cannot be exceeded).
¡P Except during sickness, employees are advised to plan their leave/s in advance and get it sanctioned before proceeding on leave. In rare case, if one cannot do so, due to emergency, the leave has to be applied for within 48 hrs after the employee resumes his/her duties. Leave applied afterwards but not sanctioned will be considered as absent.
¡P Leaves taken without the leave approval form will be considered as ¡§Leave without notice¡¨ and will result in loss of pay for the day/s.
¡P All leaves should be applied in ¡§Standard Leave Form¡¨ available with HR or through the online application
¡P For members who join in the middle of the leave year, eligibility would be calculated on a prorated basis.
¡P An employee proceeding on leave shall properly hand over the charge of work to his/her reporting authority or to the employee who has been identified by the reporting authority to take over his/her duties during his/her absence.
¡P PAID LEAVE :In order to simplify procedures all categories of leave have been clubbed under a single paid leave umbrella.
3. Applicability
These leave guidelines will be applicable to:
All salaried employees of the company. These would include probationers also.
4. Paid Leaves
¡P Leaves are provided to meet some social emergencies and for managing stress. Also to enable the Employee to have necessary rest and recuperation of energy, to spend quality time with his/her family and for some emergencies
¡P All categories of leave have been clubbed under a single paid leave umbrella.
¡P Paid Leave is calculated on calendar basis i.e. from January 1st to December 31st of every year.
¡P An Employee will be entitled for 24 working days Paid Leave in a year.
¡P An employee cannot avail more than 2 paid leaves a month for the first 6 months of every year i.e. the first half of the year (January 1st ¡V 30th June) and then for the rest half of the year (July 1st to December 31st) there is no such criteria.
Deviations with respect to availing leave can be permitted in case of exigency (Marriage, Death or Birth) jointly only by Human Resources Manager and CEO on recommendation of Department Manager. (The total eligibility quantum, however, cannot be exceeded).
¡P Out of 24 days leaves credited for the year, any un-availed Paid Leave in excess of 10 days, at the end of the year will lapse automatically. In other words not more than 10 days leave will be carried forward to next year.
¡P An Employee who joins theƒ¨ Company other than the 1st day of January, shall be entitled to earn the leave in that respective year on a pro-rata basis
¡P All Employees are required to submit a leave application to their immediate superior/Team Lead / Development manger when he/she intends to take Paid Leave.
¡P Employees should submit Application for leave in the prescribed format, 48 hrs in advance to his/her immediate superior/Team Lead / Development manger and inform unless it is an emergency.
¡P All leave will be sanctioned by the immediate superior and sent to HR for records.
¡P An employee proceeding on leave shall properly hand over the charge of work to his/her reporting authority or to the employee who has been identified by the reporting authority to take over his/her duties during his/her absence
¡P If the employee remains absent beyond the period of leave originally granted or
subsequently extended with approval, for a period exceeding ten consecutive
days, he shall be considered as having voluntarily abandoned his employment
and left the services of the Company without due notice with effect from the date
of his absence. The management will strike off such employee¡¦s name from the
rolls of the Company without serving any notice after the expiry of ten
consecutive days beyond the approved period of leave.
The above condition shall also apply when an employee remains absent
without prior sanction of leave.
¡P Paid leave cannot be encashed for more than 7 days in any year subject to a balance of at least 15 days being available. The overall limit on encashment is 28 days.
5. Weekly OFF Days & Holidays During The LEAVE PERIOD
For all types of leave, weekly off days/holidays will be considered as leave if they fall within the total leave period. However, they will be excluded if they prefix or suffix the leave period. If leave is taken on both sides of the holiday(s), will be included.
6. Off Days and Paid Holidays:
6.1 Weekly Off Days
¡P The working week will be of five days for all employees normally Monday to Friday.
6.2 Paid Holidays¡P
All permanent employees are eligible for paid holidays in a calendar year.
¡P Paid holidays are selected on the basis of National holidays / local festivals celebrated, depending on the location of the office.
¡P The total number of holidays will be decided by the Company every year.
¡P HR will release the List of Holidays by 25th of December every year for the next coming year
7.Note ¡P Leave Rules as formulated by the Company from time to time and intimated to all employees will apply.
¡P Management reserves right to grant any leave due or not due
Date:
Acknowledgement for Leave Policy (Version: 1.0)
I have gone through the aforesaid terms of the Leave Policy (version 1.0) and have fully understood the same. I hereby accept the above terms and conditions of leave associated with my appointment with _______ (¡§Company¡¨) stated herein above.
From India, Chandigarh
18I am also working in an IT company and i have mentioned below the leave policy of my comany for ur reference.
1. Policy Statement & Objective:
Leaves are provided to meet some social emergencies and for managing stress. Leaves cannot be availed as a matter of right
2. Guidelines for taking leave:
¡P Leaves can¡¦t be claimed as a matter of right.
¡P Leave eligibility would be on a calendar year basis and is the maximum eligibility in a year. Availing of leave, however, can be done upto the entitlement limit.
¡P Leave sanctioning authority has the full discretion to refuse, revoke or curtail the leave when required.
¡P All leaves will be granted keeping in view exigencies of Company work and will be at the sole discretion of the Company.
¡P Information for the leave does not mean the approval. It is strongly recommended to get the leave/s approved before proceeding for it.
¡P All leave applications need to be sent to immediate superiors for sanction. The superior will intimate the HR of the leaves sanctioned. The sanction would be done on the leave application (hard copy only) itself, which would be signed by HR after updating the leave records for purposes of leave eligibility.
¡P Deviations with respect to availing leave can be permitted in case of exigency (Marriage, Death or Birth) jointly only by Human Resources Manager and CEO on recommendation of Department Manager. (The total eligibility quantum, however, cannot be exceeded).
¡P Except during sickness, employees are advised to plan their leave/s in advance and get it sanctioned before proceeding on leave. In rare case, if one cannot do so, due to emergency, the leave has to be applied for within 48 hrs after the employee resumes his/her duties. Leave applied afterwards but not sanctioned will be considered as absent.
¡P Leaves taken without the leave approval form will be considered as ¡§Leave without notice¡¨ and will result in loss of pay for the day/s.
¡P All leaves should be applied in ¡§Standard Leave Form¡¨ available with HR or through the online application
¡P For members who join in the middle of the leave year, eligibility would be calculated on a prorated basis.
¡P An employee proceeding on leave shall properly hand over the charge of work to his/her reporting authority or to the employee who has been identified by the reporting authority to take over his/her duties during his/her absence.
¡P PAID LEAVE :In order to simplify procedures all categories of leave have been clubbed under a single paid leave umbrella.
3. Applicability
These leave guidelines will be applicable to:
All salaried employees of the company. These would include probationers also.
4. Paid Leaves
¡P Leaves are provided to meet some social emergencies and for managing stress. Also to enable the Employee to have necessary rest and recuperation of energy, to spend quality time with his/her family and for some emergencies
¡P All categories of leave have been clubbed under a single paid leave umbrella.
¡P Paid Leave is calculated on calendar basis i.e. from January 1st to December 31st of every year.
¡P An Employee will be entitled for 24 working days Paid Leave in a year.
¡P An employee cannot avail more than 2 paid leaves a month for the first 6 months of every year i.e. the first half of the year (January 1st ¡V 30th June) and then for the rest half of the year (July 1st to December 31st) there is no such criteria.
Deviations with respect to availing leave can be permitted in case of exigency (Marriage, Death or Birth) jointly only by Human Resources Manager and CEO on recommendation of Department Manager. (The total eligibility quantum, however, cannot be exceeded).
¡P Out of 24 days leaves credited for the year, any un-availed Paid Leave in excess of 10 days, at the end of the year will lapse automatically. In other words not more than 10 days leave will be carried forward to next year.
¡P An Employee who joins theƒ¨ Company other than the 1st day of January, shall be entitled to earn the leave in that respective year on a pro-rata basis
¡P All Employees are required to submit a leave application to their immediate superior/Team Lead / Development manger when he/she intends to take Paid Leave.
¡P Employees should submit Application for leave in the prescribed format, 48 hrs in advance to his/her immediate superior/Team Lead / Development manger and inform unless it is an emergency.
¡P All leave will be sanctioned by the immediate superior and sent to HR for records.
¡P An employee proceeding on leave shall properly hand over the charge of work to his/her reporting authority or to the employee who has been identified by the reporting authority to take over his/her duties during his/her absence
¡P If the employee remains absent beyond the period of leave originally granted or
subsequently extended with approval, for a period exceeding ten consecutive
days, he shall be considered as having voluntarily abandoned his employment
and left the services of the Company without due notice with effect from the date
of his absence. The management will strike off such employee¡¦s name from the
rolls of the Company without serving any notice after the expiry of ten
consecutive days beyond the approved period of leave.
The above condition shall also apply when an employee remains absent
without prior sanction of leave.
¡P Paid leave cannot be encashed for more than 7 days in any year subject to a balance of at least 15 days being available. The overall limit on encashment is 28 days.
5. Weekly OFF Days & Holidays During The LEAVE PERIOD
For all types of leave, weekly off days/holidays will be considered as leave if they fall within the total leave period. However, they will be excluded if they prefix or suffix the leave period. If leave is taken on both sides of the holiday(s), will be included.
6. Off Days and Paid Holidays:
6.1 Weekly Off Days
¡P The working week will be of five days for all employees normally Monday to Friday.
6.2 Paid Holidays¡P
All permanent employees are eligible for paid holidays in a calendar year.
¡P Paid holidays are selected on the basis of National holidays / local festivals celebrated, depending on the location of the office.
¡P The total number of holidays will be decided by the Company every year.
¡P HR will release the List of Holidays by 25th of December every year for the next coming year
7.Note ¡P Leave Rules as formulated by the Company from time to time and intimated to all employees will apply.
¡P Management reserves right to grant any leave due or not due
Date:
Acknowledgement for Leave Policy (Version: 1.0)
I have gone through the aforesaid terms of the Leave Policy (version 1.0) and have fully understood the same. I hereby accept the above terms and conditions of leave associated with my appointment with _______ (¡§Company¡¨) stated herein above.
From India, Chandigarh
Hello All,
I am working in an IT company with around 50 employees.
We have broadly two types of leaves:
Casual leaves: 10 leaves annually (given on pro-rata basis)
It is for a year. The balanced leaves are encashed. During probation period only single leave is allowed (CL or SL any).
Sick leaves: 6 sick leaves annually (given on pro-rata basis). Leaves upto 3 days require medical certificate to be produced. and more then 7 days require fitness certificate form the employee.
These leaves are not carried forward as we pay back to employees. This si the first year when we have implemented pay back scheme. i know that sick leaves should not be repaid back but still your responses will help me more.
Regards,
Shweta Swarnkar
From India
I am working in an IT company with around 50 employees.
We have broadly two types of leaves:
Casual leaves: 10 leaves annually (given on pro-rata basis)
It is for a year. The balanced leaves are encashed. During probation period only single leave is allowed (CL or SL any).
Sick leaves: 6 sick leaves annually (given on pro-rata basis). Leaves upto 3 days require medical certificate to be produced. and more then 7 days require fitness certificate form the employee.
These leaves are not carried forward as we pay back to employees. This si the first year when we have implemented pay back scheme. i know that sick leaves should not be repaid back but still your responses will help me more.
Regards,
Shweta Swarnkar
From India
Hello Everyone,
I need to come up with a leave forecasting planner that will help to limit the leaves to less than 20% and helps the team leads and supervisors to forecast the leaves for each of their department.
Can anyone of you send me the template if you have one (or) if it has been implemented in your organization?
Thanks a ton!!!
Regards,
Soundar
From India, Raipur
I need to come up with a leave forecasting planner that will help to limit the leaves to less than 20% and helps the team leads and supervisors to forecast the leaves for each of their department.
Can anyone of you send me the template if you have one (or) if it has been implemented in your organization?
Thanks a ton!!!
Regards,
Soundar
From India, Raipur
Hi Sherine
I also belong to IT S/W company in Pune, till last year we had this Leave Policy as mentioned below, But from this year onwards we have kept limit of 24 leaves per year, No enchasment of Leaves.
1. The limit of 21 days of leaves for employees and 15 days of leaves for consultants shall be removed completely.
2. This means anybody can take any number of leaves any time as long as their leave is approved in writing by the appropriate authorities.
3. This will also mean that there shall be NO leave encashment policy henceforth w.e.f. 1st JAN 2006.
4. Similarly there will be NO salary deductions if more than 21 (15 in case of consultants) days of leave is taken by any person, provided all the leaves are properly approved through proper Leave application form.
5. For any leave, short or long, one has to apply for the leave through Leave Application form only (as per the current rule)
6. Standard leave approval process will be followed and ONLY the approved leave in shall be considered as authenticate. Any leave not approved or not applied shall be treated as unauthenticated.
7. Salary shall be deducted, as per current deduction rules, for any leave that is unauthenticated (Not approved through proper approval process)
8. Backdated leave application shall be a privilege and should be used only in case of unavoidable circumstances. The final decision on such backdated applications shall also be subjected to approver's opinion. Approver(s) has the right to deny (disallow) backdated leave applications as well if he/she finds that the privilege was misused by the leave applicant.
I hope you find it useful.
Regards
Anuradha
From India, Pune
I also belong to IT S/W company in Pune, till last year we had this Leave Policy as mentioned below, But from this year onwards we have kept limit of 24 leaves per year, No enchasment of Leaves.
1. The limit of 21 days of leaves for employees and 15 days of leaves for consultants shall be removed completely.
2. This means anybody can take any number of leaves any time as long as their leave is approved in writing by the appropriate authorities.
3. This will also mean that there shall be NO leave encashment policy henceforth w.e.f. 1st JAN 2006.
4. Similarly there will be NO salary deductions if more than 21 (15 in case of consultants) days of leave is taken by any person, provided all the leaves are properly approved through proper Leave application form.
5. For any leave, short or long, one has to apply for the leave through Leave Application form only (as per the current rule)
6. Standard leave approval process will be followed and ONLY the approved leave in shall be considered as authenticate. Any leave not approved or not applied shall be treated as unauthenticated.
7. Salary shall be deducted, as per current deduction rules, for any leave that is unauthenticated (Not approved through proper approval process)
8. Backdated leave application shall be a privilege and should be used only in case of unavoidable circumstances. The final decision on such backdated applications shall also be subjected to approver's opinion. Approver(s) has the right to deny (disallow) backdated leave applications as well if he/she finds that the privilege was misused by the leave applicant.
I hope you find it useful.
Regards
Anuradha
From India, Pune
Hi
I am also looking for help with regard to number of leave that could be extended vis a vis the provisions of the Tamil nadu Shops and Establishment Act (The act says that there should be 12 days each for CL, SL and PL). Whereas many IT companies are following only around 20 days per annum(all types of leave).
From India, Madras
I am also looking for help with regard to number of leave that could be extended vis a vis the provisions of the Tamil nadu Shops and Establishment Act (The act says that there should be 12 days each for CL, SL and PL). Whereas many IT companies are following only around 20 days per annum(all types of leave).
From India, Madras
Hi sir,
I am N.Sunil Kumar working as a HR Associate in a wipro technology as a contract basis from past 1 year. I have taken only 2 days for a sick leave.
Due to my brother marriage i needed a 5 days leave but my supervisor was saying that you did not have a single leave because you are working in a contract basis. please help in this regard. If i have working in a contract basis i am not eligible to take a leave. If so please revert me in this regard.
Regards
N.Sunil Kumar
From India
I am N.Sunil Kumar working as a HR Associate in a wipro technology as a contract basis from past 1 year. I have taken only 2 days for a sick leave.
Due to my brother marriage i needed a 5 days leave but my supervisor was saying that you did not have a single leave because you are working in a contract basis. please help in this regard. If i have working in a contract basis i am not eligible to take a leave. If so please revert me in this regard.
Regards
N.Sunil Kumar
From India
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Leave Policy.doc