Leave Policy

SSL follows the Local Law and BEPZA instruction for granting leave to the workers and allows all
kind of leave to the workers in order to maintain her/his health and sound mentality so that work
efficiently. These leaves include sick leave, annual leave, maternity leave, emergency family leaves
and other leave as mandated by Factory Act 1965 and BEPZA instruction.
a. Leave is a privilege and cannot be claimed as a matter of right. The manager or the
person empowered to grant leave should have the discretion to refuse or revoke the leave
of any description when the emergencies of his services so require.
b. Leave entitlement shall be calculated on the basis of the English calendar year.
c. For the purpose of these instructions, the expression "Service" means(i)
Actual days of work;
(ii)
Period of leave with pay;
(iii)
Compulsory "off" days;
(iv) Period of probation of the employee who is confirmed in a
the expiry of the probation period and
(v)
The period of leave without pay not exceeding ten days.

permanent post of

(a)

An employee shall be deemed to have completed a year's service notwithstanding any

interruption in service during the year on account of authorized absence.

(b)

An employee who remains absent for any period in excess of the period leave originally
sanctioned or subsequently extended shall be liable to disciplinary action unless s/he is able
to explain his overstay in a satisfactory manner to his/her Manager. Such absence shall be
treated, as "Misconduct" and the employee shall be liable to such punishment as may be
specified herein.

(c)

Friday or Holiday falling in between the first & the last days of any leave period shall count as
part of the leave.

(d)

A "day or days off" which an employee becomes entitled to by virtue of having worked on
Friday or on a Holiday notified by the Management shall be allowed to be affixed or prefixed
to privilege leave.

(e)

If the application for leave is on medical ground, the employee shall submit with her/his
application, a certificate from the Doctor of the Company at Stations where such Doctor is
available or from qualified registered Medical Practitioner at places where his employer's
Doctor in not available stating the probable period for which leave is required.

Standards:
Casual Leave:
Every worker shall be entitled to casual leave with full wages for 10 days in a year. (Section 80(1),
The Factories Act 1965 and BEPZA Instruction)
Provided that this leave admissible under this section shall not be accumulated and carried forward
to the succeeding year.
Sick Leave:
Every worker shall be entitled to sick leave for 14 days on half-average wages in a year. (Section
80(2), The Factories Act 1965 and BEPZA Instruction)

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Provided that this leave admissible under this section shall not be accumulated and carried forward
to the succeeding year.
Annual Leave:
1) Every worker who has completed one year of continuous service in the company, shall be
allowed during the subsequent period of 12 months leave with wages for a number of days
calculated as 1 day for every 22 days of work performed by the worker during previous period of
12 months
Provided that a period of leave shall be inclusive of any holiday, which may occur during such
period. (Section 78(1), Factories Act 1965 and BEPZA Instruction)
2) If a worker does not, in any such period of twelve months, take the leave to which s/he is not
entitled to which s/he is entitled under clause 1, either in whole or in part, any such leave not taken
by her/him shall be added to the leave to be allowed to her/him under that clause 1 in the
succeeding period of twelve months:
Provided that a worker shall cease to earn any leave under this clause when he earned leave due to
her/him amounts to 20 days:
Provided further that any leave applied for by a worker but refused by the company for any reason
shall be added to the credit of such worker beyond the aforesaid limit.

Festival Leave:
1) Every worker shall be allowed at least 10 days festival holidays, with wages in a year. The
company in such manner as may be prescribe shall fix the days and the dates for such festivals.
2) A worker may be required to work on any festival holiday, but two days additional compensation
holidays with full pay and a substitute holiday shall be provided for her/him in accordance with
weekly holidays of the company.

Procedures:
To keep the holidays in order, SSL keeps all the leave records of each employee. The procedures are

Worker should apply for leave in a prescribed format declaring the type and number of days
of leave through her/his concern department.

HR department will justify the leave in accordance with the available leave of the concern
worker and forward to the Factory Manager.

In case of sick leave, if the worker can not apply prior to getting sick, somebody on her/his
behalf should inform the same to her/his section and the section chief should inform the HR
department as well. After joining the company s/he must get the leave approved by the
proper authority.

HR department will keep updated records in written of such holidays for all employees.

Festival leave shall be declared by the company and posted to notice board prior to such
leave or annually.

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Maternity Leave and payment of Maternity Leave:

SSL follows The Maternity Benefit Act, 1939 in cases of Maternity leaves.

LAW OF BANGLADESH
Section 4 (1): Subject to the provision of the Act, every woman employed shall be entitled to,
and the company shall be liable for, the payment of maternity benefit at the rate of her average
daily earnings calculated to the nearest quarter of a year in the manner provide in sub-section-2,
for the actual days of her absence, which shall include holidays and non-working days, during the
period of six weeks immediately preceding and including day of her delivery and for the six weeks
immediately following that day:
Provided that a woman shall not be entitled to maternity benefit unless she has been employed by
the company from whom she claims maternity benefit for a period of not less than nine months
immediately preceding the day of the delivery.
Section 4 (2): The average daily earnings referred to sub-section (1) shall be calculated by
dividing the total wages earned by the woman during the three months immediately preceding the
date on which she gives notice under sub-section (1) of section 5 (described in the procedure
below) by the actual number of days on which she worked during that period
Procedure regarding payment of Maternity Benefit:
SSL follows the procedures that illustrated in Section-5 of The Maternity Benefit Act, 1939. The
procedure as per the law is:
1) Any woman entitled to Maternity Leave under the provisions of the Act, -

(a) Who is pregnant may, on any day, give notice either orally in person or in writing in the
form prescribed by rules made under this Act to the company that she expects to be
confined within six weeks next following and may therein nominate a person in cases of
death (as per Section-6)

(b) Who has not given the notice referred to in clause (a) and has been delivered of a child,
shall, within seven days, give similar notice that she has given birth to a child.

2) When such notice is received, the company shall permit the woman to absent herself from work
from the day following the date of notice in the case mentioned in clause (a) of sub-section (1) and
from the day of delivery in the case mentioned in clause (b) thereof, until six weeks after the day of
delivery.
3) Company shall pay maternity benefit to a woman entitled thereto in such one of the following
ways as the woman desires, namely
-

(i) for six weeks, within forty-eight hours of the production of a certificate signed by a
medical practitioner stating that the woman is expected to be confined within six weeks of
the date of the certificate, and for the remainder of the period for which she is entitled to
maternity benefit, within forty-eight hours of the production of proof that she has given birth
to a child, or

(ii) for the said period up to and including the day of delivery within forty-eight hours of the
production of proof that she has given birth to a child and for the remainder of the said
period, within six weeks of the production of such proof, or

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(iii) for the whole of the said period, within forty-eight hours for the production of the proof
that she has given birth of a child:

Provided that a woman shall not be entitled to any maternity benefit or any part thereof, the
payment of which dependent upon the production of the proof under this sub-section that she has
given birth to a child, unless such proof is produced within six months of the day of her delivery.
4) The proof required to be produced under sub-section (3) shall be either a certified extract from a
birth register or a certificate signed by medical practitioner.
5) Company shall not, knowingly, employ a woman during the six weeks immediately following the
day of her delivery.

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