Policy

1. Purpose

The Sabbatical leave policy offers eligible employees an extended period of leave to pursue personal or professional development, research, or rest. The goal is to improve well-being and bring renewed energy to their roles.

2. Eligibility

Tenure Requirement

• To be eligible for sabbatical leave, Employees must have completed at least 5 consecutive years of employment.
• Employees must have a satisfactory performance record that includes no ongoing disciplinary action or performance improvement programs.

3.  Duration

3.1. Standard Leave

 Eligible employees may request a sabbatical leave of up to 6 months.

3.2.Extended Leave

 In extreme instances, up to 12 months may be allowed with the agreement of senior management.

4. Application Process

Employees must submit a written application that includes the purpose, projected start and finish dates, and a strategy for covering responsibilities during their absence. Applications should be submitted at least six months before the anticipated start date.

Applications will be examined by the HR department and the employee’s immediate supervisor. Senior management will provide final approval based on business needs and the practicality of the proposed plan.

5.  Compensation

5.1.Paid Sabbatical

 Sabbatical leave will be unpaid with the exception of employees who have accumulated paid time off (PTO) that can be utilized to supplement the sabbatical period.For example, if an employee has 10 days of vacation leave and 5 days of personal leave, they can use these 15 days of PTO to get paid during their sabbatical, essentially allowing them to take a paid sabbatical for a portion of the time.

5.2.Benefits

Employees on sabbatical leave will continue to receive health and welfare benefits in accordance with business policies, subject to applicable laws and regulations.

6.  Return to Work

6.1.Reintegration

 Upon completion of the sabbatical, employees are expected to return to their former post or a comparable role, assuming the position remains open.

6.2.Reinstatement

Failure to return to work within 30 days of the conclusion of the sabbatical leave for no justifiable cause may result in termination of employment.

7. Responsibilities 

7.1.During leave

 Employees are urged to maintain regular communication with the direct supervisor and HR to offer updates on their sabbatical activities as required.

7.2.Post-leave

 Employees should be ready to share insights or learning outcomes from their sabbatical experience with their team or firm as needed.

8. General Provision 

 Sabbatical leave is not an entitlement; it is offered at the company’s discretion based on business demands and individual circumstances.

Policy Amendments

 The company maintains the right to change this policy at any moment, with sufficient notice to workers.

If you have any queries or need additional information about the sabbatical leave policy, please contact the HR department.