Presently. our policy provides for three sorts of foliages – Vacation Leave. Sick Leave and Bereavement Leave. There is no proviso for Emergency Leaves and are deducted on a “no work. no pay” footing. For those who do non desire straight-out tax write-off. consideration is given such that. upon petition. these are deducted subsequently and applied under our Sick Leave policy regulation.
In consideration of a petition formalized through our Suggestion Box sing absences which have to be taken due to an exigency. we are pleased to rede you that the undermentioned accommodation in the Personnel Policies of Smith. Smith and Smith sing Vacation Leaves will be made effectual from 01 October 2006: ARTICLE 7 VACATION LEAVE The Company shall allow an Annual Vacation Leave with wage of 30 yearss per calendar twelvemonth for all regular employees who have rendered one ( 1 ) full twelvemonth of uninterrupted service.
A upper limit of five ( 5 ) yearss out of these 30 yearss can be applied as Emergency Leave. An Emergency Leave is defined as leave taken due to unanticipated fortunes such as illness in the household limited to spouse. kids. parents. grandparents. siblings or parents-in-law and events due to coerce majeure. However. if the said employee entitled thereto fails to utilize the same holiday leave within a twelvemonth. she/he shall give up the same Vacation Leave.
Furthermore. any leaves taken beyond what is provided shall be on a no work. no wage footing. If the employee is prevented by the company from taking leave. this regulation shall non be applicable. Furthermore. direction militias the right to set any employee on forced holiday leave to give consequence thereto. We trust that the above addresses one of our common concerns. Thank you for your support and cooperation.