Working hours, Leave policies and Holidays are generally regulated by the nature of business, project deadlines, HR Policy and place where the company cater services.
These statutes categorises the leaves and Holidays as follows:
National Holidays: national holidays are declared compulsorily and the companies do not have flexibility in timing them.
Festival Holidays: companies have the flexibility to choose from a list of about 50 festivals available in the Schedule to The Karnataka Industrial, Establishments (National and Festival Holidays) Act, 1963. Five festival holidays in each calendar year have to be declared in addition to the National Holidays.
General Elections: In case of general elections to the Lok Sabha and Vidhana Sabha and in case of any by election, a holiday needs to be declared to all employees on polling day.
Weekly Holidays: An establismet/company required to remain closed for atleast one day of the week.
Information Technology Establishments; Information Technology enabling services or establishments; & Bio-Technology and Research Centres in addition to certain other establishments are exempt from the provisions of Weekly Holidays.
Working hours: According to sec.54 of Factorise Act, 1948 an adult worker is not required to work more than 9 hour and sec.51 prohibits working for more than 48 hours a week.
Working during night: Sec.66 Factories Act,1948, prohibits working women from 7PM to 6 AM. However the State Government may, by notification exempt any establishment subject to the condition that the establishment provides facilities of transportation and security to such women employees.
Sec.25 of the The Karnataka Shops & Commercial Establishments Act, 1961, prohibits working of women during night in shops and firms. However an IT/ITES/BPO companies can seek exemption under the provision
Leave Eligibility:
Types of Leave:
1. Earned Leave (EL)
2. Casual Leave (CL)
3. Sick Leave (SL)
4. Maternity Leave (ML)
5. Paternity Leave (PL)
6. Personal Leave of Absence
7. Breavement Leave
8. Paid Holidays (Public Holidays)
Earned Leave (EL):
Casual Leave (CL):
Process
- The employee is required to apply for Casual Leave in advance, unless in case of exigencies where he/she shall submit the leave approval request to the Supervisor within 48 hours of resuming duty.
Casual leave must be recorded accurately in the time sheet as “Time off with pay”.
Sick Leave (SL):
- An employee is entitled to 7 days of Sick Leave which shall be credited to the employees account at the beginning of the calendar year. New employees are eligible to use Sick Leave immediately upon hire.
If you have joined in the middle of the year, your Sick leave entitlement will not be pro-rated. The entire Sick Leave of 7 days is granted upon hire.
Sick Leave cannot be clubbed with Earned Leave or Casual Leave.
Sick leave is inclusive of weekly holidays.
There is no accumulation or carry forward of Sick Leave.
Sick leave cannot be encashed or adjusted against notice pay at the time of separation.
Process:
- Exceptional cases of injury / illness of a serious nature will be viewed on a case to case basis. These however need to be communicated in writing, for getting the necessary approval from the Supervisor. Clubbing of sick leaves with the other leaves in such cases will be at the discretion of the Manager in consultation with HR.
Sick leave must be recorded accurately in the time sheet as “Sick”
Maternity Leave (ML) :
Eligibility
Process :
Personal Leave of Absence:
Bereavement Leave :
It is Fair Isaac’s policy to grant paid time off from work to employees for the death of a relative. Employees are eligible for up to 7 days leave, if necessary, in the event of the death of an immediate family member (defined as parents, grandparents, siblings, spouse, children and in-laws). Fair Isaac requests that you notify your Supervisor/ HR team, as early as possible, of an intention to take bereavement leave.