RR Policy 0-10 - Benefits Policy
Purpose: This policy governs the benefits provided by the Company and information on the employee eligibility for benefits.
Process: Full-time employees are eligible to participate in the various benefits programs offered by the Company on their first day of employment.
Statutory Programs
Red Road Health Solutions will make the necessary contributions towards statutory benefit programs such as Provident Fund and Gratuity Fund.
Leave Benefits
For calculating leave accounts, “year” shall mean the calendar year commencing on the first day of January and ending on the last day of December of the same year.
All the leave will be calculated on pro-rata basis based on the date of joining.
Apart from Sick Leave all other kind of leaves can be applied only after completion of probation period.
Leave, other than maternity leave, cannot be claimed as a matter of right. Discretion is reserved with the authority empowered to sanction leave, to refuse or revoke leave at any time, depending on exigencies of the company’s work.
All leave must be applied for at least 7 days prior for approval to Supervisor/Reporting manager, except for sick leave, which may be intimated verbally, and post facto approval sought upon resumption of work.
Leave records are being maintained by the Reporting Manager or HR Manager.
There is no provision currently to carry forward any unused casual leave and sick leave into the next year or encash it at the time of termination.
Casual Leave
All permanent or full-time confirmed employees are entitled to six working days per year as paid casual leaves, subject to a maximum of 2 days at a time. Leaves of more than two continuous days will be counted towards Earned Leaves.
Casual Leaves cannot be accumulated. Any un-availed casual leave will automatically get lapsed at the end of each calendar year for all the employees who are confirmed before October 31.
For the new hires who are confirmed after October 31 can avail their Casual leave which they have earned during their probation period up to March 31.
Casual Leaves cannot be combined with any other kind of leaves.
During employee’s first year of service or for employees leaving the company during the year, Casual Leave will be calculated on a pro-rata based on the date of joining or the date of leaving, respectively. In case an employee has availed additional Casual Leave while leaving during the year then the additional leave will be treated as leave without pay and the amount will be deducted in Full and Final Settlement.
Employees are required to obtain approval from their respective Supervisor / Reporting Manager, prior to avail Casual Leave and apply to the HR In-Charge.
If employee needs to take casual leave in emergency and cannot give notice, then he/she will be required to complete and submit the leave application email on return to work within 3 days of return. However, it is the responsibility on part of the employee to inform the supervisor through appropriate means.
If employee is unable to submit approved Leave Application within three working days after taking the Casual Leave, then the leave will be counted as absent and disciplinary action will be taken in consultation with the concerned Department Head.
Saturday and Sunday, falling within the period of Casual Leave shall be counted as part of the Earned Leave or Sick Leave depending on the circumstances.
Earned Leave
An employee will be entitled to earned leave up to 18 working days in a year, which will be credited on monthly basis i.e., 1.5 leave every month based on your date of joining.
Employees desirous of availing earned leave more than 4 consecutive working days will need to submit a leave application to their Supervisor/Reporting Manager, at least two weeks in advance.
Earned leave more than 4 consecutive working days needs to be approved by level 2 Supervisor.
Earned leave cannot be availed for more than ten consecutive working days.
Only in special cases where the management has approved i.e., in case of self-marriage or death of a blood relation earned leave can be availed more than ten working days.
Employees may take leave only after obtaining permission. In the event an employee goes on leave without notifying the company, it will be deemed that the employee has been absent from work without permission, and the period of absence will be treated as leave without pay.
Earned Leave can be combined with any other kind of admissible leave, such as Sick Leave, Maternity Leave, annual holiday but not with Casual Leave and Paternity Leave.
Saturday and Sunday, falling within the period of Earned Leave shall be counted as part of the leave.
Un-availed Earned Leave during the year will get carried forward to the next year subject to the accumulation of forty-five days at any given time.
Any unused Earned Leaves more than forty-five days will get lapsed by year end.
The Earned Leave cannot be availed during the Probation Period. The Earned Leave cannot be considered for encashment if employee leaves the organization during the probation period.
Only Basic pay will be considered for calculation of Leave Encashment.
Sick Leave: 6 days
All employees may avail of sick leave up to six days each year.
Submission of medical certificates will be required in case the sick leave has been availed for two or more than two days.
Sick Leaves can be combined with Earned Leave only.
An employee may take sick leave keeping the immediate supervisor informed. The day the employee reports back to work, leave records need to be updated.
Sick Leaves cannot be accumulated, and any un-availed sick leave will automatically lapse at the end of each calendar year.
During employee’s first year of service or for employees leaving the company during the year, Sick Leave will be calculated on pro-rata basis and any additional leave taken will be settled in his/her Full and Final settlement.
Saturday and Sunday, falling within the period of Sick Leave shall be counted as part of the leave.
Maternity Leave: Twenty-Six Weeks
Women employees, who have worked at least three months with the company, will be allowed maternity leave on full pay for up to twenty-six (26) weeks, of which a maximum of 6 weeks can be availed before delivery. An approved medical practitioner should certify the confinement and the employee must not take up any employment, temporary or part-time, or otherwise, during this period.
This leave shall be limited to two children. The maternity benefit will not be applicable for a third child, when the first two children are living.
An applicant for maternity leave must give notice to the company supported by a medical certificate not less than 8 weeks prior to the start of the leave period.
Maternity leave may be availed in combination with other leave entitlements.
No pay shall be due or payable in lieu of unveiled maternity leave.
In case of resignation from the organization within 1 year after availing maternity leave, employee need to serve 90 days’ notice period and during the notice period employee needs to work from office only, no leaves will be allowed.
Public holidays: 10 days
Ten public holidays may be availed, as notified by the company at the beginning of each year.
In case the working of the office is likely to be hampered on account of strike, power cut, etc, the company may declare, a public or a weekly holiday (except national holidays) to be a normal working day and declare the affected day to be a holiday. The declared holiday might be compensated by a working day that weekend.
Paternity Leave
Is applicable to all male employees who are married (the employee should be married as per company's records, with information having been provided at the time of joining or at the time of marriage)
Is to be availed as soon as the child is born (within a month’s time) and is available for two children only.
Cannot be carried forward or added to other leave categories.
An employee is entitled to 5 continuous working days of leave.
This leave can be availed even when the child is adopted.
Leave during Notice Period
Employees are not eligible to take any leave when they are serving their notice period. Any leave taken during the notice period will be considered as leave on loss of pay.