1. Objective

To assist team members and immediate superiors in identifying the types of Leaves that may occur, what provisions a team member should consider, and which procedures a team member should complete. 

2. Scope 

This policy shall apply to all Infinit-O Philippines Inc. full-time team members.

3. Provision 

1. Starting Jan 1, 2023, Leave credits will be segregated between Planned Leaves (PL) and Unplanned Leaves (UL).

2. Team members hired on Jan 1, 2023, onwards will have a split of 14 PL and 6 UL.

3. All team members earn 1.17 planned leave credits and 0.50 unplanned leave credits each month.  

4. One day tenure-based leave credit will be added to the PL credits for each year of service, up to a maximum of 5 credits (with the exemption of accounts that receive more than 25 days), as follows:

5. Leave credits are pro-rated based on the date of hire. 

6. Team members may only use the leave credits they accumulate each month, unless additional leave requests are approved by their immediate supervisor.

7. Team members are required to submit planned leave requests at least 1 week in advance of the desired date for 1 day of time off. Moreover, for 2 or more days of time off, the required submission period may vary (see below guide). Please also note that internal policies mandated by the Account may apply, depending on business needs.

8. Immediate supervisors may deny leave requests if a team member has an unsatisfactory attendance record (see Attendance Policy) or if the requested leave falls on critical working days (refer to the 'Definition of Terms' for details).

9. Team members may submit unplanned leave requests for sick leave. (Please refer to the “Definition of Terms” for details).

10. Team members requesting unplanned leave must provide valid documentation, such as a medical certificate, to obtain approval from their immediate supervisor.

11. The immediate supervisor reserves the right to deny unplanned leave. 

4. Leaves Conversion

1. Team members hired from Jan 1, 2023 onwards, will be eligible to cash-convert up to 6 Unplanned Leave credits annually.

2. Team members hired before Jan 1, 2023, will retain the option to cash-convert up to 10 leave credits (up to 4 Planned Leaves credits and up to 6 Unplanned Leave credits) based on their tenure, as outlined in the table below.

3. Leave Conversion Illustration 

4. To be eligible for leave credit conversion, employees must maintain a minimum of 1.00 leave credit balance. This means that employees should have at least one full leave day accrued in their leave balance for it to be eligible for conversion.

5. Type of Leaves 

1. Planned Leaves 

1. Team members are required to obtain approval from their immediate supervisor at least 1 week in advance for 1 day off, 3 weeks in advance for 2 to 5 days off, and 4 weeks in advance for more than 5 days off. Once approved, the leave must be submitted through the HRIS leave dashboard.

2. If a leave request is made with less than the required notice, approval will be at the discretion of the immediate supervisor based on mutual agreement.

3. Team members may file leave requests via the HRIS.  

2. Unplanned Leaves 

1. Team members must obtain approval from their immediate supervisor as soon as possible after taking any unplanned leaves via the HRIS.  

6. Other Types of Leaves 

1. Maternity Leave 

1. 105 days of paid leave for normal delivery and 60 days of paid leave for miscarriage. (See Maternity Benefit policy for MAT processing.) 

2. Female team members may allocate 7 days leave from the 105 days leave to the father/alternate caregiver of their child. 

3. Available to all female employees, regardless of their employment status.

4. The immediate supervisor is required to submit a Maternity Leave Request form to HR ER through the IO Knowledgebase by navigating to **Leader's Issuance Form** > **Maternity Leave Request** for proper documentation.

5. Maternity leaves are non-cumulative and non-convertible to cash. Any unused leave credits will be considered forfeited.

6. Team members may request extended leave of up to 30 days, subject to approval from their immediate supervisor.

7. Team members may file maternity leave requests via the HRIS.

2. Magna Carta 

1. All female team members are entitled to up to 60 days of paid leave. 

2. The immediate supervisor is required to submit a request form to HR ER through the IO Knowledgebase by navigating to **Leader's Issuance Form** > **Magna Carta** for proper documentation. The request should be supported by a recommendation from the team member’s doctor.

3. Magna Carta leaves are non-cumulative and non-convertible to cash. Any unused leave credits will be considered forfeited.

3. Leave Of Absence (LOA) 

1. Can only be used for health reasons. 

2. All regular employees are eligible, depending on the recommendation of their doctor. 

3. LOA should only be applied for after all unplanned leaves have been exhausted. Attendance will be recorded as Leave Without Pay (LWOP).

4. The immediate supervisor is required to submit LOA Request form to HR ER through the IO Knowledgebase by navigating to **Leader's Issuance Form** > **LOA Leave Form**. The request should be supported by a recommendation from the team member’s doctor for proper documentation.

5. HR ER will add unpaid leave credits based on the requests submitted via the form completed by the immediate supervisor.

6. Team members should file their leave requests (unpaid leave) through the HRIS after the HR ER team has updated their leave dashboard, but this must be done before the team member’s actual leave date.

4. Paternity 

1. All legally married male employees, regardless of their employment status, are eligible for seven days of paid leave. 

2. It can be used anytime within 30 days before or after the child’s birth date, either continuously or in separate intervals.. 

3. Paternity leaves are non-cumulative and non-convertible to cash. Any unused leave credits will be considered forfeited.

4. The immediate supervisor is required to submit a request form to HR ER through the IO Knowledgebase by navigating to **Leader's Issuance Form** > **Paternity Leave Form**. The request must be accompanied by a copy or proof of birth (ex. Discharged notice, etc.) to ensure proper documentation.

5. RA 9262 or Anti-violence Against Women and Children 

1. All regular female employees are entitled to 10 paid leave days.  

2. Leave entitlements may vary depending on court recommendations, legal considerations, or medical advice from healthcare professionals, as applicable.

3. The team member must submit a ticket to HR ER for proper documentation of the leave request. To validate and approve the request, must provide a police report, court order, or hearing schedule.

4. RA 9262 leaves are non-cumulative and non-convertible to cash. Any unused leave credits will be considered forfeited.

6. Bereavement 

1. All regular and probationary employees are entitled to five paid leave days.

2. Supporting documentation must be submitted. 

3. This is applicable exclusively to immediate family members, which includes parents, legitimate spouses, children, parents-in-law, siblings, legally adopted children, and common-law or same-gender partners. 

4. Bereavement leaves are non-cumulative and non-convertible to cash. Any unused leave credits will be considered forfeited.

7. Tenure-Based Leaves

1. Team Member who joined the organization from January 1, 2019. 

2. Tenure-based leaves will apply. 

3. Tenure-based leaves are not applicable for some accounts.  

4. Additional tenure-based planned leaves will be added during the leave refresh at the beginning of the year following your anniversary date. For example, if your joining date is December 2024 and your 1-year anniversary is December 2025, your additional planned leaves will be added at the beginning of 2026.

8. Off-In-Lieu

1. Team members who work on a holiday and do not have overtime pay can request off-in-lieu.

2. Team members may also be awarded off-in-lieu as incentives coming from the clients on a case-to-case basis.

3. Team members who adjust their schedule, impacting their regular rest day, may need to file off-in-lieu.

4. Team members observing offshore holidays but tagged as regular days in Allsec

7. Holiday Tagging by Location (Philippines, USA, UK, Canada and Singapore)

1. Philippine Holidays:

1. Team members assigned to Philippine holidays have all Philippine holidays automatically tagged. This means they are paid for these holidays without needing to file a leave request.

2. Foreign Holidays (USA, UK, Canada and Singapore):

1. For team members assigned to USA, UK, Canadian and Singaporean holidays, their respective foreign holidays are also automatically tagged. This tagging ensures they are paid on these designated holidays without needing to file a leave request.

3. Additional Leave Requests:

1. For any holidays not tagged under their assigned location’s holiday schedule, team members must file a leave request if they plan to take time off.

2. Team members observing USA, UK, Canadian and Singaporean holidays do not need to submit a leave request for their designated holidays, as these days will not impact their leave balance.

4. Recognized Philippine Holidays for USA, UK, Canadian and Singaporean Observers: Team members observing USA, UK, Canadian and Singaporean holidays are not required to submit a leave request if they do not work on recognized Philippine holidays.

5. Unrecognized Philippine Holidays for USA, UK, Canadian and Singaporean Observers: Team members observing USA, UK, Canadian and Singaporean holidays who do not work on unrecognized Philippine holidays must submit a leave request.

8. Responsibilities

1. Team Members

1. Team members must notify their immediate supervisor before submitting a leave request. 

2. If required by operations, they should provide any necessary documentation for approval. 

3. Once approved, team members should finalize their leave by filing it in the HRIS.

2. Operations

1. Leave requests should be reviewed and approved according to company policy. 

2. Team members’ leave submissions must be reviewed and finalized before the cut-off date to avoid any impact on their salaries. 

3. Approved leave may be subject to cancellation if a team member violates company policy, in line with internal agreements."

3. HRIS

1. The HRIS leave dashboard for all team members should be automatically refreshed at the start of each new year.

9. Definitions of terms 

1. Planned Leave

1. Approved leave by the immediate supervisor.

2. Leave can be used for vacations.  

3. PL cannot be used for sick leave or emergency leave.  

4. Team members may request approval from their Managers or Supervisors to utilize Planned Leave once their Unplanned Leave has been fully exhausted.

5. Cannot be used if the team member is on suspension. 

2. Unplanned Leave 

1. Leave is approved for the following circumstances: illness, emergencies (such as accidents or the death of a family member), family member illness, and medical appointments.

3. Leave Without Pay 

1. Approved Absence/s incurred in excess of earned/accrued leave credits.

2. Leave is approved for the following circumstances: illness, emergencies (such as accidents or the death of a family member), family member illness, and medical appointments.

4. Leave Dashboard 

1. HRIS Dashboard which contains leave utilization and available balance.

5. Critical Working Days 

1. First or last day of the week.

2. On or after the payout. 

3. Holidays (Christmas, New year, etc.) 

4. High call/email volume.  

10. Distribution Team Member    

Immediate Superior  

HR-ER Team  

F&A Team  

IT Team  

ELT  

11. References   

Table of Offenses  

Code of Conduct  

Labor Code

CPP-HR-0301 Attendance V6

Remote First Policy