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Leave cannot be claimed as a matter of right and management has absolute
discretion in this matter. Currently the following types of leave are
available:

(a)    ± These leaves are credited in advance at a uniform rate of


06 days on the 1 st January and 1 st July every year.This should not exceed more
than two days in a row.At present that no. of casual leave in a year is 12 for all
categories ofstaff. Non-availed casual leave of one year cannot be carried forward
tothe following year/s. Also, casual leave cannot be considered for
encashment.

(b)   ± Application for sick leave should be submitted on the date
of resumption of duty along with medical certificate. The no. allowed
in a year is 12 for all categories of staff. This is also not encashable.

(c )    ±These leaves are credited in advance at a uniform rate of


06 days on the 1 st January and 1 st July every year. Prior approval is absolutely
essential in case of earnedleaves. The no. allowed in a year for all categories of
staff is 30.

ҏIn case of regular employees, non-availed earned leave in a year can


be accumulated up to 180 days and be carried forward to the
following years and is considered for encashment at the end of
every year/service period.

ҏIn case of contract employees, non-availed earned leave in a year


can be accumulated and be carried forward to the following year/s
and is considered for encashment at the end of contract period.

(d )     ±These leaves are credited in advance at a uniform rate of


15 days on the 1 st January and 1 st July every year. Prior approval is essential for
half pay leave.The no. allowed in a year for all categories of staff is 12. Half pay
leave can be availed either with or without medical certificate.

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In case of regular employees, non-availed half pay leave in a year can
be accumulated up to 60 days and be carried forward to the
following years and is considered for encashment at the end of
every year/service period. While affording credit, fraction shall be rounded off to
the nearest day.

In case of contract employees, non-availed half pay leave in a year


can be accumulated and be carried forward to the following year/s
and is considered for encashment at the end of contract period.

(e)    ± this is allowed for all categories of staff for
working on holidays and weekly off days. For duties on weekly off
days and DDPL holidays, prior written permission of the immediate
higher authority is required to be obtained. After having worked on
holidays and weekly off days, an application duly approved by the
immediate higher authority along with the permission should be
submitted to the leave section for recording.

ҏAny staff member, regular or contract, undergoing any training


on institute holidays and weekly off days will not be entitled for
compensatory leave.
ҏIn case of regular employees these leaves should be consumed
within the calendar year.

˜ In case of contract employees these leave should be consumed


within the contract period. If the contract is for more than one
year, it should be consumed on year to year basis.

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To establish procedures for granting leaves for employees due to the birth or
adoption of a child, to care for a spouse, parent or child with a serious illness, or
for the serious illness of the employee.





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Family and Illness Leave is paid or unpaid time away from work due to

· Birth or adoption of a child


· Care for a spouse, child or parent with a serious illness
· Serious illness of the employee, including job-related injuries and disability due
to pregnancy

Pregnancy Disability Leave is taken when a woman is disabled due to pregnancy.


Child includes a biological, adopted or foster child, a step child, a legal ward or a
child of a person
Parent includes biological, foster, or adoptive parent, a stepparent or legal
guardian.
Spouse is the person to whom a DDPL employee is legally married.
Serious health condition is an illness, injury, impairment or physical or mental
condition requiring either inpatient treatment at a hospital or residential care
facility or continuing treatment or supervision by a health care provider.




Employees employed for 12 months or more can take a paid Family and Illness
Leave for up to 16-weeks per year in the case of an employee illness or
injury. Pay is at the employee¶s current rate of pay and is based on his/her regular
Monthly salary.

Employees employed for less than 12 months can take unpaid Family and Illness
Leave for up to 16-weeks per year. Family and Illness Leave, as an
unpaid status, is a reason for absence from work for the reasons outlined above.

The amount of Family and Illness Leave granted will be based on the amount of
Family and Illness Leave taken in the 12 months preceding the request for leave,
the amount of time requested, and in all cases of serious health condition, adequate
medical certification.

Family and Medical Illness Leave may be taken intermittently, or for less than a
full day.
An employee returning to work from Family and Illness Leave, subject to the
exception below, shall return to the position held at the beginning of the leave, or
to an equivalent position with equivalent pay and benefits.

· An employee has no right to return to the same or equivalent position if the


position and any comparable positions are eliminated for legitimate business
reasons during the employee's Family Medical Illness Leave.
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· When an employee has no remaining leave balances Paid or unpaid), a request for
leave without pay can be requested in accordance with the DDPL Leave Policy.
When a leave is requested for the serious illness of a family member of the
employee, the employee shall provide medical certification. The certification must
include the date, if known, on which the condition commenced, the likely length of
the condition, an estimate of the time the employee needs to care for the
individual, and a declaration that the condition warrants the employee provide care
during treatment.When a leave is requested for the serious illness of the employee,
the certification shall include the date, if known, on which the condition
commenced, the likely length of the condition, and a declaration that the
employee is unable to perform the functions of the position. The employee shall
give the Immediate Reporting authority 30 days advance written notice of a leave
when the need for the leave is known in advance. In special circumstances, the
advance may not be required. Decisions are made on a case by case basis on a
³without prejudice´ basis. Leave requests are evaluated on a case by case basis. If
leave time requested extends beyond the 12-week Family and Illness Leave period,
the needs of the department, the needs of the employee and theability to provide
coverage in the employee's absence must be considered in evaluating the request.
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During FMI leave, the employer will maintain the employee's health coverage
under the"group health plan." The employee must pay for optional coverage while
on leave.
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The death of the employee's spouse, a spouse's parents, children, brothers, sisters,
grandparents, and grandchildren constitutes bereavement leave. Employees can
take up to
five (5) days bereavement leave.
· An employee shall notify the supervisor on or before the first day of such
absence.
· Requests for leave must be submitted to the Immediate reporting authority on or
before the first day the employee returns to work. The request for leave must show
the name, relationship and date of death of the
employee's immediate family member.
· Leave for the death of anyone other than members of the employee's immediate
family will be
charged to vacation, compensatory time, or leave without pay.Ê
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(f) '(  

Employees may be granted leave without pay subject to the following provisions:
Except for disciplinary suspensions, parental leave, FMIL, and Workers
Compensation situations, all accumulated paid leave must be exhausted before
granting such leaves. In addition, sick leave must be exhausted only in those cases
where the employee is eligible to take sick leave, as provided above. Such leaves
will be limited in duration to twelve (12) months.
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Approval of such leaves does guarantee employment for a specified period of time.

· The CEO may grant exceptions to these limitations.

· Each full calendar month in which an employee is on leave without pay will not
be counted in the calculation of vacation leave entitlements. Employees do not
accrue vacation or sick leave for such month. In addition, each full calendar month
of leave without pay does not constitute a break in continuity of employment.
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Employees of DDPL all levels Permanent / Contract can avail up to One Month
Study Leave in a calendar year with or without breakup of leave subjected to
approval of the HR & Admin Department. No pay is admissible for this leave
period.
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DDPL working hour starts from Morning 0900hrs to evening 1900hrs.Employees
are expected to work at least Nine (9) Hrs In a day. At Morning 1000 hrs &
Evening 1600hrs Tea will be provided. Employees can take Lunch break from
1330 to 1400 hrs. In keeping with the welfare of the employees working Hours and
Lunch break is kept flexible. Employees can choose his / her reporting time In
concurrence with the HR & Admin Dept.Saturday will be observed as half day and
people can cease their work by 1430 hrs.All National bank Holidays will be
observed as half days and people can cease their work by 1600 hrs with the
permission of concerned HOD.

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The following National & State Holidays are compulsorily observed to celebrate
and keep the prestige and tradition of our country and state.

1, Republic day.
2,Independence day.
3.Holi.
4.Gudipadua
6.Ganesh chathurthi.
7.Durga pooja / Saraswathi pooja.
8.Deepavali.
9.New year.

Employees of other communities can take a day off / Compensatory Leave/ Leave
to observe their important religious festivals.
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Above Working hrs are applicable only to Head Office .Field office and
other projects sites may or may not observe these working hrs and is fully
authorized to observe the working hrs as per the project requirements and
Instructions of General Manager In charge project. Management¶s decision is final
for any modification or change in working hours.
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