Fillinx Solutions Pvt Ltd strives to provide the best culture and promote work-life balance. Employees are eligible for definitive paid times off and leave as per request. In addition to the 14 days of annual leave with pay, every employee is entitled to

• 10 days casual leave with full pay (As per policy) 

• 12 days of sick leaves

Please note that you are not entitled to any paid leaves sick or casual during you probationary period deductions made accordingly from your basic salary upon dismissal.

The Leaves and Time Off Policy aims to provide guidelines for the administration of leaves, vacations, and other time off to ensure a healthy work-life balance for employees while maintaining business continuity.

 Types of Leaves:

a. Paid Time Off (PTO): 

PTO combines various types of leave, such as vacation, personal, and sick leave, into a single bank of days that employees can use for their specific needs. The PTO days can be used for any reason, including illness, personal appointments, vacation, or family emergencies.

• 1st year - PTO will be earned (10 days/year) 

• 2nd year - PTO will be earned. (12 days/year) 

• 3rd year - PTO will be earned. (15 days/year)

Use of Vacation is subject to approval by the managers. Employees are expected to use Vacation benefits in the fiscal year in which Vacation is earned.
Annual Leaves should be applied a month prior to declaration of leaves.

1. Sick Leave: 

Sick leave allows employees to take time off when they are ill, injured, or require medical attention. The recommended number of sick leave days a month is two, you are required to submit the medical certificates in case of prolonged sick days off. 

2. Vacation Leave: 

Vacation leave provides employees with an opportunity to take planned time off for rest, relaxation, and personal activities. The policy will specify the accrual rates, maximum carryover limits, and procedures for requesting vacation leave.

3. Bereavement Leave: 

Bereavement leave allows employees to take time off to grieve and make necessary arrangements in the event of the death of an immediate family member or loved one. The policy will specify the duration and eligibility criteria for bereavement leave.

4. Maternity/Paternity Leave: 

Maternity and paternity leave provide time off for employees to bond with a new child or care for a newborn or adopted child. The policy will comply with applicable laws and regulations and outline the eligibility criteria, duration, and documentation requirements for such leave.

5. Casual Leaves

Casual leaves are to be approved one to two weeks in advance and are subject to the agreement of your team lead. Casual leave is granted upon contingent situations such as sudden illness or any other urgent purpose. It should be obtained on the prior application unless the urgency prevents the making of such an application. As a customary practice, causal leave is approved in most cases. 

3. Leave Request and Approval:

a. Advance Notice: 

Employees should request leave in advance, whenever possible, through the designated time-off request system or by following the specified procedure outlined as follows

• Please communicate your time off requests to the HR manager and team lead as soon as a at least week before your absenteeism in case of casual leave, if you are planning to take paid time off please discuss that a month before you plan to have the vacation

• The recommended casual leaves allowed per month are 4

• Leaves are approved by the HR department only after approval from your department team lead

• After verbal requests please put up an email of Leave Request at sadafjabeen383@gmail.com or ayeshariast1998@gmail.com and copy your team lead as well as the CEO in the thread

• The notice period may vary based on the type and duration of the leave but no less than 5 days in any case.

b. Manager Approval: 

Leave requests must be approved by the employee's immediate supervisor or manager, ensuring that the requested time off does not unduly disrupt business operations. Managers should respond to leave requests promptly and communicate any necessary adjustments or alternative arrangements.

c. Denial or Modification: 

In cases where a leave request cannot be granted due to business needs or scheduling conflicts, the employee and manager should work together to find an alternative solution or reschedule the leave, if possible.

4. Leave Tracking and Recordkeeping:

a. Accrual and Balances: 

The policy will outline the method of leave accrual (e.g., monthly, annually) and specify the maximum accrual limits for different types of leave. Employees will have access to their leave balances, and the HR department will maintain accurate records of leave usage.

b. Documentation: 

Employees may be required to provide appropriate documentation for certain types of leave, such as medical certificates for sick leave or proof of birth/adoption for maternity/paternity leave. The policy will specify the documentation requirements for each type of leave.

5. Return-to-Work:

a. Reporting: 

Employees are expected to notify their supervisor or manager of their return to work on the first day back from leave, providing any necessary documentation (e.g., medical clearance) as applicable.

b. Smooth Transition: 

Upon returning from leave, employees should coordinate with their supervisor to ensure a smooth transition back into their roles. This may involve sharing updates, reviewing any work that was handled by others during the leave period, and re-establishing priorities and goals.

6. Compliance:

The company will ensure compliance with all applicable laws, regulations, and contractual obligations related to leaves and time off. The policy will be implemented consistently and fairly across all employees. Incase of not complying by the process the HR department hold the right to take actions and can lead to employment termination 

7. Communication:

The HR department will communicate this policy to all employees, ensuring they understand the procedures, entitlements, and responsibilities outlined in the Leaves and Time Off Policy