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LEAVE POLICY

CHANGE

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PURPOSE:
The Company is aware of the importance of keeping the employees motivated and energetic during
their service with the Company. Therefore, it is the Companys policy to provide opportunity to
employees to:
meet day to day domestic exigencies ;
disengage themselves from routine official business operation and occupy
themselves in rest & recreation; and
attend to their medical treatment, if needed; and
be afforded an opportunity for self-education/development.
Applicability:
This policy applies to all regular management employees working in Hashwani Hotels Limited
corporate offices or at the Marriott Hotels anywhere in Pakistan.
Categories:
Leaves admissible under the policy have been categorized as follows:
1.
2.
3.
4.

Casual Leave
Sick Leave
Annual Leave
Maternity Leave

5.
6.
7.
8.

Special Sick Leave

Study Leave
Compensatory Leave
Extra Ordinary Leave (Without Pay)

1. CASUAL LEAVE
Casual leave is allowed to enable an employee to deal with unforeseen exigencies and to attend to
important domestic commitments.
1.1

Quantum:
A management employee is entitled to 10 days casual leave during a calendar year.

1.2 Duration:
Casual leave can be granted upto a maximum of 3 days at a time.
1.3

Approval:
Prior permission from the department head or designated authority is necessary before such
leave is availed. The condition for prior approval of casual leave can be waived at the
discretion of the department head in case of extreme emergency. However, leave application
will be submitted immediately on resumption of duties. Leave proforma in vogue in
hotels/corporate offices will be used.

1.4

Non-Cumulative & Non-encashable:

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Casual leave can neither be accumulated nor encashed.

1.5

Short Leave:
For minor urgent work, half-day casual leave (for 3 or more hours) may also be granted at the
discretion of management, and shall be accounted for against the entitlement.

2. SICK LEAVE
Sick Leave is granted on account of sickness, ill-health, injuries and conditions demanding medical
treatment or attention. Sick leave for a period exceeding 3 days shall be supported by a medical
certificate from a Medical Officer/Registered Practitioner. Application shall be submitted
immediately on resumption of duties.
2.1 Quantum:
An employee is entitled to sick leave on full pay during a calendar year, based on the length
of service as under :
Length of Service
1 2 years
3 5 years
Over 5 years

Quantum
08 days.
10 days.
15 days

2.2 Accumulation:
Sick leave can be accumulated to a maximum of 60 days.
2.3 Non-Encashable:
Sick leave cannot be encashed.

3. ANNUAL LEAVE
The annual leave is accrued to an employee annually on calendar year basis. Therefore, the annual
leave entitlement is credited on 31st December every year. In case of exigency of work, the
Company may, however, recall an employee on duty before the expiry of the sanctioned leave.
3.1 Quantum:
Quantum of Annual Leave has been fixed at 30 days with pay in a calendar year.

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3.2 Entitlement:
An employee will be entitled to Annual Leave after completing one years continuous
service with the Company. At any one time, a minimum of 5 days annual leave can be
availed.
3.3 Credit of Leave:
At the end of every calendar year, the leave which an employee has earned during that year
will be credited to his account which can be availed at any time during the next calendar
year, at the convenience of the management.
3.4 Proportionate Credit:
Any employee who has not completed one years continuous service at the end of calendar
year, will be credited with proportionate leave, based on the completed calendar months,
which can be availed only after completing one years continuous service. For example, a
person who has joined the Company on 15th August will be entitled to a leave credit of 10
days (proportionately earned for completed months of September, October, November and
December) which can be availed after 14th August next year. Thereafter, the annual leave is
accrued and availed as mentioned in para 3.3.
3.5 Accumulations:
The unavailed annual leave is allowed to be accumulated upto 75 days only.
3.6

Encashment:
3.6.1 The management expects that every employee should avail annual leave. Therefore,
encashment of leave during the tenure of employment is discouraged.
3.6.2 In case an employee leaves the service of the Company, the un-availed balance of
leave, if any, at his credit at that date plus proportionate leave accrued to him for the
current year (based on the completed months) will be encashed subject to maximum
of 75 days.
3.6.3 For computing one days salary while calculating the encashment of annual leave, the
existing gross salary be annualized (by multiplying it with 12) and then divide it by
365. The resultant will be one days salary.

3.7 Leave Plan:

At the commencement of the year, Human Resource Manager/Personnel Department obtains
the Leave Plan from every department and managers for its implementation and follow-up.
While making the Leave Plan, consideration should be given that the leaves of two persons
doing the same nature of work should not over-lap.
3.8

Advance Leave:

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Annual leave is always to be availed in arrears. However, in order to encourage employees for
improving academic and professional qualification or to perform HAJ, it is Companys policy to
allow advance leave against current years entitlement also. This will be allowed to only
confirmed management employees who have Provident Fund Standing in their names and a
minimum of 2 years service. In case any employee who has availed advance leave and leaves
the service before the end of the year, a sum equivalent to the value of unaccrued leave will be
deducted from his/her final settlement.
4. MATERNITY LEAVE
Maternity Leave may be granted to a female employee having atleast one year of service for a
period of 6 weeks pre-natal and 6 weeks post-natal at one stretch and not exceeding 2
pregnancies during the entire service.
5. SPECIAL SICK LEAVE
In case an employee suffers from prolonged illness and has no entitlement of sick/earned leave
to his/her credit, he/she may be allowed, subject to the recommendation of his/her department
head and the Medical Attendant as defined in Medical Rules, Special Sick Leave with pay
subject to maximum of 60 days, once during the service of the company provided that he/she
has served the company for atleast three years.
6. STUDY LEAVE
Employees may be granted study leave without pay at the discretion of the management. The
period of such leave will depend on the merit of the individual case. No pay or allowances shall
be admissible during the period of such leave and the period spent on such leave shall not count
for increment or any other company benefits if it exceeds 90 days.
7. COMPENSATORY LEAVE
7.1

When Due:
Compensatory Leave is allowed when a management employee works for more than six
hours on a weekly or a gazetted holiday declared by the Government of Pakistan or
Provincial Government. However, for resort hotels, the local rules for compensatory
leave will apply. The immediate supervisor must have a valid reason for detailing a
manager on gazetted or weekly holidays.

7.2 Compensatory Leave:

One substitute holiday will be given for every one day of a weekly /festival/gazetted
holiday, at an operationally convenient time.

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Time Limit For Utilization:

Compensatory leave must be availed within a period of two months from the date of
occurrence. If not availed within this period, it shall stand lapsed.

7.4

Non-Cumulative:
Compensatory Leave cannot be accumulated for more than two-days at a given time.
However, resort hotels will follow the practice prevalent there.

7.5

In Continuation:
At the discretion and convenience of the management, two compensatory leaves may or
may not be allowed in continuation or alongwith other leaves.

7.6 Encashment:
The Compensatory Leave cannot be encashed. It must either be availed within the
stipulated time or shall stand lapsed.
7.7

Procedure:
Employee has to fill the Compensatory Leave Entitlement Form in vogue, duly approved
by the Department Head, and submit this to the Personnel Office within two days of
performing the duty on holidays. Personnel office shall maintain proper control of such
leaves to administer it fairly.

8. EXTRA ORDINARY LEAVE (WITHOUT PAY)

Leave without pay may be granted to employees at the discretion of the management when no
other leave is due. Save in exceptional circumstances, the duration of leave without pay shall
not exceed 90 days on any one occasion.
No pay or allowances shall be admissible during the period of such leave. The period spent on
such leave beyond 30 days shall not count for increment or any company benefit.
9. MISCELLANEOUS:
9.1 The misuse of this policy will defeat the purpose and it is expected that employees will
consider this policy as a facility and not as a matter of right and avail the leaves only when
it is genuinely needed except for the annual leave which the employee is expected to avail
regularly.

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9.2 All the leaves are accounted for in accordance with calendar days. Weekly or gazetted
holiday(s) falling between two annual/sick/casual leaves or other leaves shall also be
considered as leave.
9.3 No two types of leaves are allowed to be availed in continuation except in case of
prolonged illness where unavailed annual leave and casual leave may be granted in
continuation with sick/maternity leave.