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7. Leave Policy

The leave policy outlines the types of leave available to employees and the procedures for requesting leave. The leave year spans from July 1st to June 30th. Employees joining mid-year receive a proportionate allocation of Sick/Annual leave after confirmation.

7.1 Total Leaves for Permanent Employees​

Permanent employees are entitled to twenty (20) leaves per year. Out of which 12 are medical and 08 are casual. Long-term leaves, up to a maximum of 10 consecutive days (2 weeks) per month, can be availed with the restriction that sandwiching leaves are prohibited. Requests for long-term leaves must be submitted one month before the intended leave period.

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Employees will receive a special allocation of 10 wedding/marriage leave days, which will be provided in addition to their annual leave entitlement. This dedicated time off is designed to support employees in celebrating important milestones in their personal lives. These wedding/marriage leave days recognize the significance of such occasions and allow employees the opportunity to fully enjoy and participate in their wedding/marriage celebrations without having to dip into their regular vacation time. At AALA IT SOLUTION, we understand the importance of work-life balance and strive to provide our employees with the support they need to cherish and enjoy significant life events.

7.2. Sandwiching Leaves Policy​

Leaves taken around non-working days (e.g., weekends or public holidays) are deducted from the annual quota. Leave around public holidays or weekends requires confirmation 15 days in advance; failure to comply may result in penalties, including pay deduction, calculated based on the monthly pay divided by total days in the month.

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Taking additional leave days around public holidays or weekends is referred to as sandwiching leaves.

7.3. Leave during the Probation Period​

Probationary employees can use two (2) sick leaves during their three-month probation period.

7.4. Excess Leave/Unpaid Leaves​

All leaves are paid; if the paid leave quota is exhausted, excess leaves will be considered unpaid. Rules for long unpaid leaves include:

  1. Notification of long unpaid leaves at least a month in advance.
  2. Failure to report back on the rejoining date after unpaid leaves may result in “Termination.”
  3. Extension of unpaid leaves should be discussed with the HR Manager.

7.5. Emergency Closing & Severe Weather​

No leave is allowed for severe weather or unforeseen events unless notified by the HR Department. Leave for such reasons will be deducted from the employee’s leave quota.

7.6. Penalty for Violation of Sandwiching Leaves Policy​

  1. Penalties for employees taking additional leave days around public holidays without confirmation may include salary deduction.
  2. Penalties may be equivalent to the number of days taken as additional leave.

7.7. Leave Update​

All leaves must be notified in advance. In emergencies, employees must inform before 10:00 AM on the same day to the placement executive.

7.8. Short/Half Leave​

For short and half leave, employees must inform on the same day:

  1. Short leave for 2 to 3 hours.
  2. Half leave for 4 to 4.5 hours.
  3. Leave for 5 or more hours is considered a full day, but fewer working hours can be compensated on normal working days.
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Taking two half-days will result in one full day being deducted from the employee's leave balance.

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7.9. Leave Benefits for Permanent Employees​

7.9.1 Roll Over Leaves​

Employees have the opportunity to carry forward up to half of their accrued casual leave days to the following year. For example, if an employee has 8 leave days, they can roll over a maximum of 4 days, rounded up to the nearest whole number. These rolled-over leave days will expire after 1 year if not utilized. This policy allows employees to retain a portion of their unused leave entitlement for future use, providing flexibility in planning time off.

7.9.2 Leave Encashment​

Employees have the option to convert their unused leave days into cash. The payout amount is calculated based on the employee's average daily rate of pay multiplied by the number of leave days being encashed. This provides employees with the flexibility to choose between taking time off or receiving monetary compensation for their unused leave days.

7.9.3 Combination of Rollover and Encashment​

Employees have the flexibility to opt for a combination of rollover and encashment for their unused leave days. For example, if an employee has 8 leave days, and they choose to encash 4 days, the remaining 4 days can be divided by 2 ( rounded up to the nearest whole number). This means that 2 days can be carried forward to the following year. This option allows employees to retain a portion of their accrued leave days for future use while also receiving monetary compensation for the remaining unused leave days.

7.10. AD-HOC Leaves​

Ad-hoc leaves are not allowed, except for close family emergencies. Ad-hoc leaves result in a pay cut, affecting employee appraisals.

7.11. Important Notes on Leave Policy​

  1. Employees should discuss leave plans with their line manager or HR manager; direct discussion with clients is not allowed.
  2. Leave forms should be submitted one week before planned leaves or immediately after (the next day) in emergencies.
    1. This is one week before each casual leave.
    2. If an employee wants 2 days off, they should apply 2 weeks prior to their leave.
  3. Missing leave forms result in automatic marking as ABSENT, leading to a salary deduction.
  4. All employees must send their long leave schedule to the HR manager at least a month before.
  5. Management has the final authority to approve or cancel leave(s).