SURVEY: paid leaves in ur company

[saywhat]

hey guys, please help me out. i'm working on a policy for our company and i need u to answer the following:


1) name of ur company and type of business

2) types of paid leaves given to u

- sick leave
- vacation leave (may include emergency leave, or this could be
a separate leave)
- bereavement leave
- maternity leave
- paternity leave

3) conditions/prerequisites of entitlement to each leave
(halimbawa, dapat 6 months o regular ka na para maka-avail
ng sick leave; 1 year employment para sa vacation leave)

4) do u have leaves that may be converted either to cash or to
another type of leave if that leave has not been used? pls.
specify the terms and conditions of conversion. (halimbawa, for
Managers and Professionals, sick leave in excess of 13 days
can be converted to 100% vacation leave or cash at 50% of
the daily rate.)

5) are the leaves retroactive?


---> thanks. i really need ur help. kung may idadagdag kayo na
related sa mga tanong ko, pls feel free to do so. :)













:)

[council]

Originally posted by saywhat
hey guys, please help me out. i'm working on a policy for our company and i need u to answer the following:

:)

I'll answer ur questions after this, pero tulungan mo rin ako ha kse with the Company I'm in now, I'm trying to make changes in Policies and Procedures, and this is one of them.

[council]

Originally posted by saywhat
hey guys, please help me out. i'm working on a policy for our company and i need u to answer the following:


1) name of ur company and type of business

2) types of paid leaves given to u

- sick leave
- vacation leave (may include emergency leave, or this could be
a separate leave)
- bereavement leave
- maternity leave
- paternity leave

3) conditions/prerequisites of entitlement to each leave
(halimbawa, dapat 6 months o regular ka na para maka-avail
ng sick leave; 1 year employment para sa vacation leave)

4) do u have leaves that may be converted either to cash or to
another type of leave if that leave has not been used? pls.
specify the terms and conditions of conversion. (halimbawa, for
Managers and Professionals, sick leave in excess of 13 days
can be converted to 100% vacation leave or cash at 50% of
the daily rate.)

5) are the leaves retroactive?


From my former company:

AsianBank Corporation (now Global Business Bank)

Sick Leave and Vacation Leave:
earn 15 days each per year usable after 1 year in service if hired probationary, usable as earned if hired regular
Variable limits, depending on rank.
Leaves above limits forfeited if not used within certain period
SL not commutable to cash upon resignation/separation

Maternity Leave / Paternity Leave
As provided for by law

Bereavement Leave
3 days per occurence
not commutable, convertible

Emergency Leave (relatively new then)
5 days per year
for causes attributed to fire, calamities, etc.
not commutable or convertible
available for regular employees

Keep asking, I may have missed something.

[Agimat]

try consulting a lawyer first, preferably a labor lawyer. there are minimum limits (days) set by the Labor code on paid vacation leaves, sick leaves, paternity (3 days, i think) maternity (61 days for normal, 70 days for caesarian) and emergency leaves.

but from where i used to work her are the allowed leaves:

vacation - 18 days - eligible after one year of permanency. (8 mandatory leaves, meaning you must used the 8 days for the year, else it would be forfeited). you can accrue the remaining leaves for up to 54 days.

sick leaves - 18 days - eligible after permanency (not convetible to cash) - accruable up to 54 days - meaning, if you still have leaves reamining sick leave for this year, it would add to your 18 days the following year and ans so on.

emergency leaves - 3 days

[saywhat]

thanks guys! :)


yes, COUNCIL , i'll help u out. nasa policies and procedures din kasi ako. maybe we could help each other.

:)

[VINCEsanity]

EGL - 15 days sickleave and vacation leave
total of 30 days --freight services& logistic company

[saywhat]

Originally posted by VINCEsanity
EGL - 15 days sickleave and vacation leave
total of 30 days --freight services& logistic company


VINCEsanity , what does EGL stand for?

sick leave and vacation leave lang ang paid leaves niyo?
how about maternity, paternity, bereavement, and emergency leaves?










:mconfused: :mconfused: :mconfused: :mconfused:

[saywhat]

From my former company:

AsianBank Corporation (now Global Business Bank)

Sick Leave and Vacation Leave:
earn 15 days each per year usable after 1 year in service if hired probationary, usable as earned if hired regular
Variable limits, depending on rank.
Leaves above limits forfeited if not used within certain period
SL not commutable to cash upon resignation/separation

Maternity Leave / Paternity Leave
As provided for by law

Bereavement Leave
3 days per occurence
not commutable, convertible

Emergency Leave (relatively new then)
5 days per year
for causes attributed to fire, calamities, etc.
not commutable or convertible
available for regular employees

Keep asking, I may have missed something.


---> how about the vacation leave? convertible to cash ba? if so,
what percent of the daily rate?

---> so retroactive ang SL and VL niyo? does an employee earn it
monthly? tipong 1.5 days sa isang buwan? or at the start of
the year, automatically may 15 leaves ka agad pero usable
the following year pa?



thanks, Council :beam:

[bzbee]

guess I will give my share since I work in Payroll dept. and we're the one whose imposing most of these benefits...

vacation ---- first 5 yrs of service is 10 days
5 > to 10 yrs is 15 days
10> and up 20 days
vac. can be used only after 90 days of service
No carry over. Policy is every one should take a
break every yr. If one is terminated, only accrued
hrs. is convertible to cash.
VP's, directors and higher manager has 15 days
Sick ------5 days for the yr. for non-exempt. For exempt, they
can be more depending on the condition. Sick leave
should not be taken 5 consecutive days or it s/b
charged to short term disability.Not convertible to
cash and no carry over
Floater ------(personal) additional incintive were we can chooce a
day off. Not convertible to cash/no carry over.
Maternity---2 weeks before target date and 6 weeks after the
exact date of delivery. If its a C section, additional
2 weeks. Any extention due to complication s/b
approved by the doctor and IME. All are paid leave
but depends on the yr. of service. Like:
0 to < 3 months....no pay
3> to 1 yr. .........1 wk. @ 100%, rest of the
approved leave is 66 2/3 of pay
1 yr>to 3 ...........3 wks. @100%, rest is 66 2/3
3>to 5 ...........7 wks @ 100%. rest is 66 2/3
so on and so forth
No paternity leave

Bereavement--3 days and s/b only immediate family

Short term disability...s/b approved by the doctor and IME to get
paid. Payment is same with maternity table

Injured on the job...paid 1/3 by co. and the 2/3 by Insurance
carrier.

I guess thats it. Wala na akong maisip.

[saywhat]

Originally posted by bzbee
guess I will give my share since I work in Payroll dept. and we're the one whose imposing most of these benefits...

vacation ---- first 5 yrs of service is 10 days
5 > to 10 yrs is 15 days
10> and up 20 days
vac. can be used only after 90 days of service
No carry over. Policy is every one should take a
break every yr. If one is terminated, only accrued
hrs. is convertible to cash.
VP's, directors and higher manager has 15 days
Sick ------5 days for the yr. for non-exempt. For exempt, they
can be more depending on the condition. Sick leave
should not be taken 5 consecutive days or it s/b
charged to short term disability.Not convertible to
cash and no carry over
Floater ------(personal) additional incintive were we can chooce a
day off. Not convertible to cash/no carry over.
Maternity---2 weeks before target date and 6 weeks after the
exact date of delivery. If its a C section, additional
2 weeks. Any extention due to complication s/b
approved by the doctor and IME. All are paid leave
but depends on the yr. of service. Like:
0 to < 3 months....no pay
3> to 1 yr. .........1 wk. @ 100%, rest of the
approved leave is 66 2/3 of pay
1 yr>to 3 ...........3 wks. @100%, rest is 66 2/3
3>to 5 ...........7 wks @ 100%. rest is 66 2/3
so on and so forth
No paternity leave

Bereavement--3 days and s/b only immediate family

Short term disability...s/b approved by the doctor and IME to get
paid. Payment is same with maternity table

Injured on the job...paid 1/3 by co. and the 2/3 by Insurance
carrier.

I guess thats it. Wala na akong maisip.





---> bzbee , anong company 'to and in what industry?
thanks!

:beam:

[beams]

15 days sick leave, not convertible to cash
15 days vacation leave, including emergency leave, 5 must be used up, convertible to cash pro-rata, pero pag lagpas 1 year, 150% ng daily rate.
negotiable ang ibang klaseng leaves, tulad ng travel leave, maternity/paternity leave, study leave (lalo na kung tutulungan ka ng company), etc.

nung di pa ko regular, 15-15 din ang allowed sa kin, pero pro-rata ang bwiset na vacation leave. pampalubag loob na lang yung clothing allowance! hahahaha.

hindi retroactive, na tipong magagamit mo for next year. (tama ba ang pagkaintindi ko sa tanong mo?)

para sa mga madaming leaves o utang, may pampalubag-loob din na merit pay minimum of 15% of monthly gross income to maximum of 100% of monthly gross income.

**** ang daldal ko, baka ma-tsugi ako nito. shucks.

[saywhat]

Originally posted by beams
15 days sick leave, not convertible to cash
15 days vacation leave, including emergency leave, 5 must be used up, convertible to cash pro-rata, pero pag lagpas 1 year, 150% ng daily rate.
negotiable ang ibang klaseng leaves, tulad ng travel leave, maternity/paternity leave, study leave (lalo na kung tutulungan ka ng company), etc.

nung di pa ko regular, 15-15 din ang allowed sa kin, pero pro-rata ang bwiset na vacation leave. pampalubag loob na lang yung clothing allowance! hahahaha.

hindi retroactive, na tipong magagamit mo for next year. (tama ba ang pagkaintindi ko sa tanong mo?)

para sa mga madaming leaves o utang, may pampalubag-loob din na merit pay minimum of 15% of monthly gross income to maximum of 100% of monthly gross income.



**** ang daldal ko, baka ma-tsugi ako nito. shucks.




beams , anong company 'to? i need the name of the company. kasama sa report ko 'yun. otherwise, baka hindi sila maniwala pag nag-present ako. :(

[beams]

ipapadala ko na lang sa pm mo. medyo sensitive company info kasi yan shempre.

[council]

Originally posted by saywhat

---> how about the vacation leave? convertible to cash ba? if so,
what percent of the daily rate?

---> so retroactive ang SL and VL niyo? does an employee earn it
monthly? tipong 1.5 days sa isang buwan? or at the start of
the year, automatically may 15 leaves ka agad pero usable
the following year pa?


VL convertible to cash upon resignation, redundancy, retrenchment or retirement (but not termination for cause). Rate is 100% of daily.

Previously (more than a year ago and backwards) VL & SL was earned 1.25 per month, usable upon attaining 1 yr of service pag proby, or as earned pag hired regular. One year ago, VL and SL was credited 15 days each automatically at the start of the year, usable immediately. Pero merong adjustment if the employee leaves before he has fully earned the 15 days... nagiging pro-rated, the used but unearned leaves will be deducted from the final pay.

[KuyaDanny]

Leaves - Accumulation, Commutation, and Forfeiture

At least two people are using this discussion to help formulate leave policy. I'd like to suggest that the three factors of accumulation, commutation, and forfeiture be used wisely to determine exactly how management wishes leaves to be properly used. Fortunately, there is plenty of latitude available when using these factors.

1) Consider sick leave first. While you recognize that you must provide for the eventuality of illness, you might also want to provide an incentive for your people to stay healthy, or keep fit. Healthy employees are generally more productive than sickly ones. So maybe you want to offer to commute unused sick leaves to cash every year or some other regular period.

As the employees grow older, they tend to need more sick leave than their younger colleagues. Will you give them the option to accumulate their unused sick leaves instead of commuting them? Will you award more sick leave credits based on the employee's attained age or length of service with the firm?

2) Now consider vacation leave. I don't believe that people actually exist who love their jobs so much they want to do it 24/7. As a general rule, I want all employees who are entitled to vacation leave to take their leaves. Why? A regular break from work is good for everyone, to prevent burnout and to help the employee refocus his thinking.

A period away from work also helps the organization determine how it is affected when one of its members stops doing his job. You might realize that the people work better, or the team just collapses when the MVP is on the bench. In some cases (banks, mostly) questionable or fraudulent activity committed by an employee is often uncovered when the employee is on leave.

Because of these advantages, you might want to "force" the employees to take their leaves. Forfeiture of unused leaves is one tool you can use do make your intentions stick.

[bzbee]

Originally posted by saywhat

---> bzbee , anong company 'to and in what industry?
thanks!
:beam:

saywhat I worked in a high volume graphics copier out in Chicago. Pls. check my profile na lang. Good luck na lang sa research mo. :D

KD maganda yang # 1 mo ah. Dapat kse may reward ang mga healthy. We used to have that in Pinas and I still remembered na kahit mapula at halos tumirik na yong mata namin ay ayaw naming umuwi just to save sick leave. The pay out always comes in Dec. so it was fun.

[saywhat]

Council : kailan nafo-forfeit ang VL? ang unused SL automatically forfeited the following year?

thanks a lot!



Kuya Danny : i'll take note of those. thanks!



Beams: : received ur PM. thanks!




:smokewink:

[council]

Originally posted by saywhat
Council : kailan nafo-forfeit ang VL? ang unused SL automatically forfeited the following year?



Excess VL above the set limits are forfeited automatically one year after it is earned if not used.

Example, 60 ang maximum accumulation limit ko. That's my balance by December 2001. By January 2002 I earn 15 days ulet. I have to use that 15 days by December 2002 otherwise it becomes forfeited after that date.

Same goes for SL, pero employees are not encouraged to use them. Wala namang conversion/commutation for SL eh.