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Compensatory leave Policy

Policy Statement:

In order to maintain a professional work environment, it is necessary to establish a code of conduct. This document finalized with input of staff involved, sets and clarifies standard of expectations of all office employees. Compensatory leave (also called compensatory off, comp off, or comp time) allows team members to take time off with pay in lieu of overtime pay if they've worked under irregular circumstances, such as: When the business is closed, Holidays, Overtime hours.

Employees to whom Policy Applies:

This policy applies to all employees full-time and part-time.

Purpose of Compensatory Leave:

  • Why Compensatory leave- Compensatory leave is paid time off for an eligible employee having worked additional hours in a workweek; having worked on an official office closing day, a holiday, or a scheduled day off; or when a holiday falls on an employee's scheduled day off.
  • Use of compensatory leave- Compensatory leave may be used by an employee within the two weeks of the off day working. Employee should have worked 8 hours to compensate a full day and 4.5 hours to compensate a half day.

    • Accrual of Compensatory Leave:

    Accrued compensatory leave lapses after two weeks(14 days) from the date it is earned. Thus, once lapsed, accrued compensatory leave may not be used by an employee.

    Authorization of Compensatory Leave:

    Before taking a compensatory leave the employee must send an email notifying his off-day(working) details i.e. time, date and purpose to line manager for approval. After approval, it is the responsibility of the line manager/ HOD to intimate the HR department notifying about the compensatory leave with the same details and date of leave being taken by his/her subordinate before the leave can be taken.


    Authority & Interpretation:

    This policy is issued by the Department of Human Resources Management pursuant to the authority provided. The Department of Human Resources Management is responsible for official interpretation of this policy. Questions regarding the application of this policy should be directed to the office of the Department of Human Resource Management. The Department of Human Resource Management reserves the right to revise or eliminate this policy as necessary.