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Leave Adjustment Policy (COVID - 19)

Purpose:

This Policy is related to the leave requirement of our staff who are diagnosed/suspected for COVID-19.

Special Leaves:

Staff who are diagnosed or suspected of COVID-19 and advised to self-isolate/quarantine or for hospitalization, may avail the special leaves only after the exhaustion of leave quota during isolation or hospitalization period, duly advised by Doctor/Physician.

Leave Adjustment

1. Suspected Cases:
  1. If staff shows any symptom of COVID-19 or are advised to go on isolation, it will be treated as a suspected case.
  2. After the exhaustion of leave quota or in case of having no leave balance, staff may avail special leaves upto 5 working days.
2. Diagnosed cases:
  1. If staff is tested positive of COVID-19, it will be treated as diagnosed case.
  2. After the exhaustion of leave quota or in case of having no leave balance, staff my avail special leaves upto 5 working days.

Other Details

  • This policy is applicable to all employee of SINA.
  • In Diagnosed cases, as per NCOC guidelines Staff will be required to quarantine themselves for 5 working days & required to submit the test report showing “Positive” result to the HOD & HR Department.
  • Staff is responsible to get tested for COVID-19 before availing this leave and at the time of rejoining office.
  • Any extension in Special Leaves limits would be subject to the approval of CEO.
  • Leave quota adjustment: First, Absence will be adjusted through sick leave balance, then casual and after that Annual leaves would be adjusted.

    • Rejoining Office/Clinic

    After isolation or quarantine period of 5 working days, staff is required to submit the test reports showing “Negative” result to HOD & HR dept before joining the office/clinic.

    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.