Labor laws all over the world require any institution/organization to develop policies that are aimed at improving the working conditions of its staff. Amongst many incentives that an organization should accord to its staff is leave benefits. Organizations should give their employees paid leaves either as a part of their routine or as a matter of convenience. Every employee should be entitled to an annual leave and incase of an emergency the employees should also be allowed to take leaves. By allowing employees to take their leaves, the organization is able to win its employees loyalty.
Any employee of a company is allowed to go for annual leave of a minimum of 8 days in a year. It is granted to an employee who has worked for more than 12 months in the company. Annual leave should not be cumulated year after the other. However, after the first 12 months of employment the employee does not take an annual leave unless authorized by the management. In few occasions, the individual is given annual leave in advance upon request and approval from management. An employee should apply the annual leave 14 days before and should follow all procedures required (Branham, 2005, p.203).
A company should allow a minimum of 5 days sick leave to its employees. This is during sickness of the employee or disability. It can also be extended in case of illness or disability of the employee’s immediate family members such as a child, parents or even a spouse. Sick leave can be accumulated up to 15 days. The company has a right to request for medical certificates from the doctor in case there is lack of satisfactory verification (205).
An employee is free to take personal leave if he/she is not in a position to work due to sickness or has an immediate family member to take care of. In some circumstances the medical certificate has to be produced. In case all days set apart for personal leave are spend, the employee will be given 5 days leave which are not paid (Steve, 2007).
If the employee wishes to upgrade their military skills or are expected to go for military duty, the company should award them the military leave. This is as indicated by Uniformed Employment and Reemployment Right Act.
Leave to vote
Leave to vote should be granted to employees to vote in election that he/she is registered. A maximum of 4 hours is allocated for this kind of a leave. This time off is paid and should be allocated few hours after the polls open and before they close (Branham, 2005, p.209).
Leave for jury duty and court appearances
All employees are eligible for jury duty leave. The employee is expected to produce the documents inviting him/her to the court. The leave is unpaid and should not exceed 5 days in a year. When the court is not in session the employee should report back to work. Jury duty pay is not required upon return. In case of more complicated cases the management is left to decide on the number of days off and whether it is paid or not (208).
Family and medical leave act (FMLA)
FMLA outlines that an employee of the company is entitled to 84days leave for medical reasons and other family issues. This kind of a leave is not paid. An employee qualifies for this leave if he or she has worked for more than 12 months in the company and precisely more than 1,250 hours of the 12 months. During this leave an employee is eligible to all benefits in the company. He/she is also protected against all actions that can be taken by the employer against him or her.