Policy

1. Introduction

This company holiday policy outlines the guidelines for allocation and utilizing holidays to promote work-life balance and maintain employee morale. It ensures employees are aware of their holiday entitlements and the procedures for requesting and approving leaves. 

1.1. Scope

Company holiday policy applies to all employees of the company, including full-time, part-time, temporary, and contract workers.

 1.2. Purpose

This policy aims to provide specific guidelines for holiday observance, including specified paid holidays and holiday compensation, along with procedures for requesting and working holidays. This policy seeks to provide equitable treatment for all employees while simultaneously addressing the company’s operational demands.

1.3. Designated paid holidays

This will be based on the company's holiday calendar.

Download the Company Holiday Policy PDF to view the paid holiday calendar in detail.

1.4. Eligibility 

 To be eligible for a paid holiday, staff must be currently employed by the company on the day of the holiday, have finished their probationary period of 60 days, and should not be on current unpaid leave or face any disciplinary actions. 

1.5. Details of holiday pay

Eligible employees will be paid their regular base salary for the designated holiday. Hourly employees’ holiday compensation is computed depending on the duration of their regular shifts. If an hourly employee normally does an 8-hour shift, they will be paid at the standard hourly rate. If an employee’s usual shift fluctuates, holiday pay will be calculated based on the number of hours worked per shift over the previous four weeks. Furthermore, any special rules for the paid holidays will be detailed in the employee handbook and will be subject to applicable labor laws.

2. Observance of Holidays

2.1. Holiday Schedule

1. Weekends: If a designated holiday falls on Saturday, it will be observed on the preceding Friday. If it falls on a Sunday, the holiday will be held on the following Monday.
2. Alternative Observation: Any changes to the holiday schedule will be announced at least 7 days in advance.

2.2. Operational Needs

1. Critical operations: For departments or roles that must operate on holidays, superiors will organize schedules and communicate with affected staff members.
2. Holiday Staffing: Employees who are supposed to work during holidays will be notified as early as possible.

3. Working during a holiday

3.1. Holiday Premium pay

On specified holidays, employees get a premium of 1.5% of their usual hourly rate for all hours worked.

3.2. Alternate time off

Employees working on a holiday may request alternative paid time off equal to the hours worked during the holiday. This time off should be utilized within 4 months of the holiday and must be approved by the manager.

4. Procedures

4.1. Request Procedure

Submission

•  Employees must submit a holiday request via (email, …) at least 5 days before the requested period of leave to the concerned HR manager.

Documentation:

•  Leave requests should include the specific dates sought as well as the justification for leave, if any.

4.2. The Approval Process

First come, First served:

• Leave requests for specified holidays will be assessed on a first-come, first-served basis.

Operational Requirements: 

• Leave requests may be denied or modified depending on operational requirements. Supervisors will provide written notification of their decision within 2 days after receiving the request.

5. Unplanned and personal Holidays

5.1. Personal Holiday

Employees may seek additional time off for personal reasons other than the approved paid holidays. This includes sickness and holiday family leaves such as maternity leave.

Requests are subjected to acceptance based on the company’s leave rules and departmental coverage.

5.2. Emergency Holiday

Employees who experience emergencies that coincide with the holiday period should notify their manager as soon as feasible.

The company will assess each scenario individually and provide necessary assistance, including flexible leave arrangements, as per the leave management policy.

6. Policy Exceptions

6.1. Special Arrangements

• Exceptions to this policy require written approval from (HR Directors).
• Requests for exceptions should be filed as soon as the need to deviate from this policy is identified.

6.2. Case-by-case Evaluation

Each exemption request will be evaluated based on its merits and its effects on operational requirements.

7. Policy Review and Update

7.1. Review the schedule

• This policy will be evaluated on an annual basis to ensure it meets both legal requirements and organizational needs.
• Any updates or modifications will be conveyed to staff via (E-mail).

7.2. Notification to Employees

Employees shall be notified of any policy changes within 7 days after the update.