Attendance, Absence and Paid Time-Off Policy
1.0 INTRODUCTION
Loveworld Medical Centre is committed to providing a supportive work environment that promotes work- life balance and operational efficiency. This Attendance, Absence, and Paid Time-Off (PTO) Policy is designed to balance the employees’ personal needs with the hospital’s operational requirements. This policy provides clear guidelines for managing attendance and time-off (paid and unpaid), ensuring that employees can take the necessary rest and personal time while maintaining appropriate staffing levels to deliver continuous and quality care to our patients.
2.0 SCOPE
This policy applies to all full-time employees and including those on renewable contracts with Loveworld Medical Centre presently. It outlines the entitlements and procedures for taking paid time-off, unpaid leave, and other types of leave across different employee levels, from executives to junior staff. Outsourced personnel are not covered by the annual leave provisions outlined here but are subject to their direct employers’ policies.
3.0 OBJECTIVE
The objective of this policy is to:
- 3.1. Foster accountability in managing attendance and time-off to enhance productivity and ensure the smooth operation of medical services at Loveworld Medical Centre
- 3.2. Ensure consistent and fair application of time-off (paid and unpaid) across all
- 3.3. Provide clarity on employee entitlements regarding paid and unpaid leave, including annual leave, sick leave, and compassionate leave.
- 3.4. Promote a healthy work-life balance by supporting employees’ need for rest, family time, and personal
- 3.5. Establish a clear process for managing absences, ensuring proper communication and coverage during employee leave.
- 3.6. Minimize operational disruptions by ensuring adequate staffing levels at all
4. WORK ATTENDANCE AND GROOMING
4.1. Opening Times and Working Hours:
- 4.1.1. Loveworld Medical Centre is open for business 24 hours daily, from Mondays through Sundays. The dialysis, dental and optical departments are open to patients from 8am to 5pm Mondays through Saturdays. They shall however, open on Sundays only for life threatening emergencies.
- 4.1.2. In line, employees’ work schedules are aligned accordingly to meet the business All staff members are expected to resume at their duty posts bright and early as scheduled.
- 4.1.3. Official working hours for clinical, non-clinical patient facing and essential duties staff shall be on a shift- rota basis as stipulated on the monthly rota schedule.
- 4.1.4. For non-clinical administrative staff, resumption shall be 8am to 5pm Mondays through Fridays. Nonetheless, employees may be required to work longer than their standard work schedule where tasks need to be completed within specified timelines for effective business operations.
4.2. Work Schedules
The company operates varied work schedules across functional lines as stipulated in the table below.
| Schedule | Staff Categories | Work Times | Required minimum shifts cover per staff per week | Schedule Description |
|---|---|---|---|---|
| Admin work schedule | Includes Executives, HODs, Consultants, Managers and Admin staff (non-patient- facing), IT, Sales and marketing. | 8am to 5pm Mondays through Fridays. | 5 | Admin/Day Shift |
| Clinical Day | Includes all Clinical staff, non-clinical patient-facing staff, pool drivers, facility and IT | 8am – 5pm Mondays through Sundays | 2 | Clinical Day Shift |
| Clinical Night | Includes all Clinical staff, non-clinical patient-facing staff, facility and IT | 5pm – 8am Mondays through Sundays | 2 | Clinical Night shift |
| Facility Technical Team | Facility technicians, plumbers and electricians | 8am-8pm Mondays through Sundays | 1 week on/ 1 week off | Maintenance Day shift |
| Facility Technical Team | Facility technicians, plumbers and electricians | 6pm-8am Mondays through Sundays | 1 week on/ 1 week off | Maintenance Night call shift |
| Ambulance Driver 24/7 | Ambulance drivers and/ or pool drivers | 24/48 hours on 24/48 hours off | 3 or 4 shifts weekly | Ambulance service 24/48 hours cover per shift |
| Dental and Optical clinics | Dental and Optical Clinic staff | 8am to 5pm Mondays through Fridays with alternate Saturdays | 5 | Day shift |
| Dialysis | Dialysis Department | 8am – 5pm Mondays - Fridays | 5 | Day shift |
- 4.2.1. To instill a culture of discipline and punctuality company-wide, lateness to work beyond fifteen (15) minutes past the scheduled resumption time at a third instance in a month shall result in a written warning from the Human Resource department.
- 4.2.2. More than two written warnings within an appraisal period shall imply an A-grade warning as stipulated in the company sanction grid.
- 4.2.3. Consistent lateness beyond thirty minutes past resumption time after receiving an A warning in a year could result in suspension without pay, termination or a financial fine of up to two days’ pay.
4.3. Dressing and Grooming
4.3.1. All staff of the company are required to resume daily in clean and well ironed clothing. Whilst the organization does not wish to limit the employees’ expressions of taste and individuality, staff must be aware that appearance reflects our level of professionalism and that of the organization. An employee is therefore required to dress appropriately in line with the business image, whilst reflecting his/her role/position.
4.3.2. The official dress code in the hospital is formal. Clothing must be decent and non-provocative. For example, clothing should not reveal cleavage or expose the chest hair. Extremely tight-fitted and overly short clothing are classified as indecent in the context of the workplace. The Employee’s clothing should not be hazardous to his/her safety (e.g. flip-flop or knockabout, slippers). Casual dress is not considered appropriate for work once on-site or within the hospital premises.
4.3.3. Professional appearance is important for all Employees irrespective of their roles and as such, uniformed employees should be smartly dressed always. Uniforms and scrubs shall be provided and worn by all clinical and patient-facing staff. Nonclinical staff may be supplied with T-shirts/shirts for certain days of the week which may be made compulsory at management discretion. Each unit scrubs, colors and styles are determined by management and supplied to staff once/twice annually.
4.3.4. Staff shall be under obligation to return all company scrubs and uniforms to the Human Resource department at the point of exiting the company. Where an employee fails to return their scrubs or uniform at the point of exit, the company shall deduct the cost of the scrubs from their final pay with the company.
| Staff category | Uniform types available |
|---|---|
| Assistants and Technicians | Hospital Scrubs, overalls and shirts |
| Officer 1 and Officer 2 | Scrubs |
| Team Leads and Managers | Scrubs |
| Consultants and HODs | Ward coats/scrubs |
| Others/Admin staff | Shirts and T-shirts |
Note: Staff may order additional uniforms at will and make direct payments to HR.
4.4. Footwear
4.4.1. Official footwear for admin staff shall be formal covered shoes for both male and female staff. Formal footwear includes formal covered shoes in formal colors. Covered casual shoes including trainers and sneakers (only) could be worn on Fridays by admin staff.
4.4.2. Official work shoes for all patient-facing staff whilst dressed in their scrubs, wards coats or overalls shall be crocs shoes or covered trainers/sneakers. Clogs or Crocs (as they are most widely known) are considered to be designed with a distinctive slip-on style and are typically made from proprietary foam resin material. Crocs are renowned for their comfort, durability, and distinctive appearance, featuring ventilation holes and a roomy fit.
4.5. Personal Hygiene and Grooming
4.5.1. All employees are expected to maintain the highest levels of personal hygiene and maintain good grooming habits. Hair should be clean, combed, and neatly trimmed or packed. Unkempt hair is not permitted. Sideburns, mustaches, and beards should be neatly trimmed and well groomed.
4.5.2. All employees are required and expected to take clean baths in the morning and night daily and brush their teeth twice daily to avoid strong and offensive body smell or bad breath which can be offensive to patients, colleagues and clients. Deodorants and antiperspirants should be used daily to manage the complications that can follow perspiration.
4.5.3. To ensure personal hygiene is maintained, employees should wash their work clothes after each day’s work to avoid bacteria build ups that result in strong and offensive body smell and other complications. Frequent washing of hands whilst in the hospital environment is required to reduce the likelihood of the spread of germs.
4.6. Taking Responsibility for the Cleanliness of the Office Environment
4.6.1. Employees are expected to take responsibility for ensuring a clean work environment during work and after work daily by keeping their workspaces clean and tidy at all times.
4.6.2. The floor and furniture of every workspace shall be kept clean daily by washing/mopping, cleaning and dusting, using disinfectants where necessary, or by some other effective method by the cleaning team.
4.6.3. Through the workday, each employee shall ensure that they maintain the standard of cleanliness expected and set for the facility.
4.6.4. Staff toilets are also expected to be kept clean and well maintained. Employees are expected to use the toilets and washrooms responsibly by ensuring they clean their mess and water splashes after each use.
4.7. No Smoking Policy
4.7.1. The Hospital is a NO SMOKING environment. The organization is dedicated to maintaining a drug-free work environment. Employees are requested to keep a note of our No Smoking Policy.
4.7.2. Any staff found to violate this policy shall face disciplinary action including but not limited to termination of employment. The sanction grid shall apply in line.
4.8. Attendance Capturing
4.8.1. Work attendance capturing is done using the clock-in machines at designated entry points around the facility. Employees are required to clock-in daily on resumption and clock-out at the close of work daily. Failure to clock in or clock out daily shall attract disciplinary action including but not limited to a deduction of up to one day’s pay from source for each clock-in not done.
4.8.2. Should the clock-in machine develop a fault and is undergoing repairs, employees resuming shall log into their systems as a way of confirming that they physically logged into a machine. The IT department shall in such cases pull out the login report as a means of confirming attendance records for the day.
4.8.3. Where deductions are made from source, such shall be paid into a sundry account and used for employee community projects or as may be determined by staff representative committee from time to time.
4.9. Movement During Working Hours
4.9.1. Should an employee be required to leave the office premises during working hours on official assignment, ill-health or otherwise, it is mandatory for such an employee to clock out and clock back in at their return.
4.9.2. All out of office movement during working hours must follow due authorization by their line supervisor via email, with the Human Resource department in copy.
4.9.3. Failure to obtain due authorization and follow laid down process before leaving the office premises would be interpreted as a case of absconding from duty, which shall attract disciplinary action including formal warning at the minimum or dismissal in an extreme situation.
4.10. Loitering and Busy Bodying
4.10.1. Loitering within and around the office premises is prohibited. ALL employees are expected to occupy themselves with work and to stay within their workspaces and remain focused on performing their daily tasks.
4.10.2. Penalty for loitering shall include but not limited to N1000 fine deduction from source coupled with a written warning.
4.10.3. In addition to issuing the violator a written warning, all warning relating to loitering more than thrice in a calendar year shall result in termination of appointment.
5.0. ABSENTEEISM
5.1. No Work, No Pay:
5.1.1. The organization shall employ a “No work no pay policy”. Notwithstanding, attendance record forms part of an employee’s overall performance rating and may be considered for other disciplinary action up to and including termination of employment.
5.1.2. Should an employee unexpectedly require being absent from or be late to work, they must notify their supervisor/Line Manager prior to the start of the scheduled workday that they will be late or absent and provide the reason for the absence or lateness. Failure to contact the supervisor/Line Manager will result in an unexcused absence for disciplinary purposes.
5.1.3. Unscheduled absence without prior notice and/or permission shall attract a penalty equivalent to two days’ pay. Absence from work for two (2) consecutive days without formal notification to line supervisor and the human resources department will be considered a voluntary resignation by the employee.
5.1.4. An employee shall be required to provide documentation from their physician to support an injury or illness-related absence, and to ensure that they may return to work without the risk of disciplinary action.
5.1.5. Where an employee plans to be absent from work for an approved reason (e.g., paid time off, study leave, or a leave of absence), they are required to notify the company through their supervisors in writing of the upcoming absence in advance, at least one month from the first day of intended time-off.
5.1.6. In a cases mentioned in section
5.1.6 above, both the employee and their supervisors shall ensure that HR is well informed of the intended time-off via email and the formal documented process for such absence is properly captured.
6.0. PAID TIME-OFF
6.1. Annual Leave Calendar
6.1.1. The company shall maintain an annual leave schedule company-wide to ensure minimal business risk.
6.1.2. All departments and units shall be required to plan their leave together as a group, ensuring maximum manning and coverage. Such departmental leave plans shall be submitted to the Human Resource department not later than the 15th day of January annually.
6.1.3. The Human Resource department shall collate and obtain management approval to publish the annual leave calendar on or before January 30th annually. Except where the business needs demand otherwise, the annual leave calendar shall be implemented as approved by management and published for execution.
6.2. Annual Leave Days
6.2.1. The company reserves the right to review her leave policy from time to time. Annual leave shall be granted to full time employees of the company as paid time-off.
6.2.2. The number of leave days’ entitlement shall be based on the employees’ contract of engagement or as
stated in the table below. The leave policy described above applies only to full time staff of the company.
6.2.3. For contract employees, leave shall apply to staff on six (6) months renewable contract. It shall apply only where they complete a minimum of fifty weeks period with the company. The 51st and 52nd weeks shall form their paid leave period.
6.2.4. Annual leave shall not apply to outsourced personnel. Outsourced personnel leave days shall be as determined by their direct employers.
| Level | Role/Work schedule description | Leave Days |
|---|---|---|
| Executive | Company executives on admin work schedule | 5 weeks |
| Senior Managers/Consultants | Senior Managers and Consultants on admin work schedule – Mondays through Fridays weekly and on call for night and weekend emergencies and work exigencies. | 4 weeks |
| Managers, Assistant Managers and Supervisors | Managers, Assistant managers and supervisors on admin work schedules only. | 4 weeks |
| Managers, Assistant Managers and Supervisors | On shift/rota work schedules of up to 4 days weekly shifts. | 3 weeks |
| Officers/Senior Officers | On admin work schedules of 5 days weekly. | 3 weeks |
| Officers/Senior Officers | On shift/rota work schedules of 4 days weekly shifts. | 3 weeks |
| Junior staff (including technicians and assistants) | On shift/rota work schedules of 4 days weekly shifts or on admin work schedule | 2 weeks |
| Contract staff | On shift/rota work schedules of 4 days weekly shifts or on admin work schedule | 2 weeks |
6.2.5. Only confirmed employees that have spent up to twelve (12) calendar months in the company’s employment may proceed on leave. Total annual leave days entitled may only be split to a maximum of two leave periods.
6.2.6. Annual leave days shall be utilized within the calendar year. Unutilized leave days may be carried over only to the first quarter of a new calendar year and thereafter forfeited.
6.2.7. Unutilized leave days shall NOT be monetized for any reasons whatsoever.
6.2.8. Leave days are exclusive of public holidays. Where public holiday falls within an employee’s annual leave period, equivalent workdays as the number of public holiday days shall be added to the employee’s leave, days. These days may be taken at a later time where the employee has gone on leave only once. Otherwise, such additional days may be taken on agreement with the line supervisor, HR and management, so long as it does not affect the company’s operational plans.
6.2.9. Where personal/family exigencies occur requiring an employee to take a few days off work, such may be granted even where employee leave has been scheduled in two periods.
6.3. Leave Allowance
6.3.1. The company shall pay a leave allowance of 10% of an employee’s annual basic as leave allowance.
6.3.2. Annual leave allowance shall be paid to employees once annually in line with the annual leave calendar.
6.3.3. Leave allowance shall be paid in a single payment along with monthly salary payment in the month
proceeding or in the month of the employee’s leave.
6.3.4. Where the employee is only taking part of the leave, the leave allowance shall be due for payment with the first leave schedule.
6.3.5. Application to commence leave shall follow the leave request approval process on the HR online portal or via email and MUST be done two months in advance of intended leave start date.
6.3.6. At the point of exit from the organisation, an employee shall be entitled to pro-rated unutilised leave days covering the period worked in the year of exit. These days shall not be accepted as part of the mandatory exit notice.
6.3.7. Leave days accrued shall not be used in part or whole as part of notice period for any form of disengagement. Exiting employee’s leave days shall either be used up or be monetized and paid to the exiting employee as part of severance pay.
6.4. Company Gifting Support Policy
6.4.1. The company shall gift the sum of fifty thousand naira (N50,000.00) only to an employee once annually.
6.4.2. This shall apply in case of loss of a member of their nuclear family (parent, child, spouse or sibling), in the event of the staff wedding and childbirth. This is however subject to management discretion and approval.
6.5. Compassionate leave
6.5.1. At the discretion of management, paid time-off work not counted as part of an employee’s annual leave
shall be granted up to a maximum of five days annually as compassionate leave.
6.5.2. Only employees who are not eligible for annual leave or have utilized their annual holidays shall be granted compassionate leave.
6.5.3. Compassionate leave is applicable for bereavement of first-degree relatives e.g. children, mother, father, spouse or siblings only. A bereaved employee will be allowed to take his/her annual leave immediately on getting news of the bereavement. If he/she has exhausted his annual leave, he/she may be granted compassionate leave.
6.5.4. Compassionate leave may also apply where an employee’s child, spouse or loved one is ill and needs to
be nursed or taken care of by the employee.
6.5.5. Compassionate leave days may also apply for attendance of important ministry programs at
management approval, where an employee’s annual leave days are exhausted.
6.5.6. Where an employee’s compassionate leave need is required above the provision (five days), such may be granted without pay but not more than ten (10) working days in a calendar year; except where leave of absence applies in line with the applicable policy.
6.5.7. Where leave days and compassionate leave days are completely utilised in a calendar year, paid time- off up to five (5) working days is only granted in cases of ill-health or death of an employee’s spouse, child, father, mother or immediate siblings.
6.6. Maternity Leave
6.6.1. All female employees are entitled to maternity leave in accordance with the provisions of the Nigerian employment law on maternity leave.
6.6.2. All confirmed female employees who have spent up to one year in the company’s employment are eligible to a total of twelve (12) weeks of paid maternity leave applied in writing at least three months before the expected date of delivery (EDD). Maternity leave shall commence two (2) weeks before EDD.
6.6.3. Where a female employee less than 12 months in the company’s employment requires to proceed on
maternity leave, such shall be without pay.
6.6.4. Where maternity leave is taken, annual leave shall not apply in the same year (within 12 months). However, annual leave allowance shall be paid.
6.6.5. Where a salary review occurs whilst an employee is on maternity leave, such will also apply to the employee on maternity leave.
6.6.6. A nursing mother shall be entitled to One (1) hour of stay back to nurse the child. This hour could either be taken before resumption time or before closing time for a maximum of three (3) months while nursing the child. Where still birth occurs, medical recommendation shall be applied.
6.6.7. A minimum of 24 months shall constitute the average maternity leave cycle per female employee. Any cycle less than this recommendation shall be applied as unpaid maternity leave.
6.6.8. Maternity leave shall not be used in part or whole as notice of resignation.
6.7. Maternity Leave Through Adoption / Surrogacy
6.7.1. The maternity leave policy above applies to female employees who have attained maternity through other means outside biological gestation, such as adoption or surrogacy. This provision shall be subject to the adoption of newborn babies, not more than four weeks old.
6.7.2. Employees in this category are required to apply for maternity leave a minimum of six weeks in advance, providing evidence of the rights to adoption or surrogacy, with valid government issued documents and the birth certificate of the baby.
6.8. Paternity Leave
6.8.1 All male employees are entitled to paternity leave of up to three (3) working days in line with the
company’s family support system policy.
6.8.2 Paid paternity leave shall be granted to confirmed employees only.
6.9. Sick Leave
6.9.1. Employees who are sick and cannot come to work must notify their supervisor and the Human Resources Department within a maximum of three hours and must within eight work hours report to the Hospital for medical check-up and obtain a written formal note from the doctor which shall on resumption be forwarded to Human Resource department.
6.9.2. An employee shall be entitled to a maximum of seven (7) days of sick leave per twelve calendar months and it shall not be deducted from their annual leave.
6.9.3. An employee who is sick on a recurrent basis is required to consult a doctor for a comprehensive medical examination after which management will decide, based on the Doctor’s report, whether further sick leave is required.
6.9.4. In the case of prolonged absence due to protracted illness, the company shall grant the affected employee up to three (3) month’s sick leave on full pay. This is applicable only to confirmed staff.
6.9.5. Where protracted illness extends beyond three (3) months, the employee who is ill will be put on half pay (50% of monthly pay) for a maximum period of Three (3) months. If the employee remains unwell thereafter, his/her suitability for continuous employment with the company shall be determined. This is applicable only to confirmed staff members.
6.9.6. No employee will be entitled to pay, and no payment for absence due to sickness will necessarily be
granted, if the illness is attributable to the employee’s own fault, negligence or indiscretion.
6.9.7. An employee’s contract may be terminated for medical reasons where a qualified medical practitioner’s assessment provides supportive evidence determining an employee unfit for continuous work. Such evidence shall be valid only where they are provided at the company’s designated hospital.
6.10. Leave of Absence
6.10.1. Employees may request for time off work by applying for unpaid Leave of absence to attend to the following but not limited to:
a. Public Service
b. Extended Maternity Leave
c. Study leave
6.10.2. The approval of this leave is at the discretion of the management and shall be for a maximum of Eighteen (18) months.
6.10.3. While it is recognized that such a need may arise, requests in this respect have to be approved by the appropriate Head of Department who must first consider the staffing needs of the Company and refer it to the HR Department. Final approval for the employee to proceed on the Leave of absence shall be at the discretion of the COO, following the recommendation of the HR department.
6.10.4. Employees shall be eligible to apply for a leave of absence only where they have served up to three (3) consecutive years in the company’s employment. The period of absence however will not count towards the accumulated years of service in the company.
6.10.5. On return to the company, the employee will be given a job (where/when available) which may not necessarily be the same job held prior to the leave of absence.
6.10.6. The employee will revert to compensation not less than what he/she was on before the leave of absence. The employee shall also enjoy any general salary review granted during the leave of absence.
6.10.7. The HR department shall ensure that employees, prior to proceeding on the leave of absence, submit
all Company’s properties in their possession.
6.10.8. Line managers shall be responsible for ensuring that all company information, tools and property in the possession of the employee embarking on leave of absence are handed over to the employee taking over in his/her stead.
6.10.9. Application for a leave of absence must be submitted to the Human Resource Department at least 6 months before the due date of the leave of absence.
6.11. Study Leave
6.11.1. Employees who consistently demonstrate high levels of excellence by exceeding expectations consistently for at least two consecutive years and have been in the company’s employment for at least three years and has demonstrated loyalty to the organization consistently prior to the request, are eligible for study leave with or without pay at the discretion of management.
6.11.2. Such study leave shall be for a maximum of two (2) years and the decision to grant the leave with or without pay is at the discretion of the management.
6.11.3. Where granted with pay, the employee shall be required to work remotely for agreed number of hours with a defined schedule monthly. Where approved without pay, the employee shall not be required to work.
6.11.4. Once employee has been granted the period of study leave, the role will be considered vacant for replacement.
6.11.5. Unlike Leave of absence, the period of absence under study leave will count as part of the years of service in the organization. All other conditions under leave of absence also applies in terms of re- absorption into the organization which is subject to availability of related roles within the organization.
6.11.6. The granting of study leave with pay shall include the signing of a commitment bond between the employee and the organization.
6.11.7. Application for study leave must be submitted to the Human Resources Department at least 6 months before the due date of the study leave. Final approval to proceed on study shall be at the discretion of the COO following the recommendation from HR.
6.11.8. For any form of leave longer than three working days, where an employee is not able to respond to emails, he/she shall be required to set up an out-of-office notification on his email.
6.12. Time-off for External Training
6.12.1 As a forward-looking organization, the company shall continuously invest in staff training and development. Staff shall be granted time-off to attend training that is approved by management. Such training may be technical or non-technical.
6.12.2. An annual training schedule showing approved trainings with dates shall follow from the annual training plan as may result from the annual training need following performance management appraisal processes.
6.12.3. Training and re-training shall be considered seriously for each employee as part of their performance requirements.
6.12.4. Employees are under obligation to attend training that is pre-planned and scheduled for them. Failure to attend a scheduled training will result in the employee making full refund of the training cost to the company in addition to disciplinary action. Disciplinary action shall be determined by management in line with the value of the training to the organization.
6.12.5. Whilst attending training, employees are required to be present (body and mind) to get the best out of the training. Employees who attend external training would be required to share knowledge at the company’s in-house Learning and Development (L&D) sessions which hold regularly.
6.12.6. Aside pre and post training evaluation forms that shall be filled with training vendors for external trainings, employees shall be required to fill pre-and post-training evaluation forms with the HR department. Feedback from such forms will help improve staff training decisions, processes and impact. In some cases, employees may be required to write in-house tests to confirm the quality of knowledge gained.
6.13. In-house Learning and Development Sessions
6.13.1. As a learning organization, continuous learning and growth shall be partly driven through a weekly learning and development session.
6.13.2. The HR department shall work closely with HODs, Quality Department as well as management to organise regular in-house training sessions through a weekly L&D session.
6.13.3. L&D training sessions shall involve all staff categories and shall be scheduled weekly for a combined group of individuals across various departments to help strike a balance between meeting the company’s training needs and staffing needs at the same time.
6.13.4. Water and light refreshments may be served during the sessions. Like external training, in some cases, staff who attend L&D sessions may be required to write tests to assess the quality of their learning.
6.14. Examination Leave
6.14.1. Employee self-development initiatives that are considered mutually beneficial to the employee and the organization shall be approved by management, up to a maximum of five (5) days in a calendar year.
6.14.2. Employees enrolled for a continuous development program or sit for examinations approved by management may request for time-off work.
6.14.3. The above stated time-off shall be formerly applied for, through their line management on the HR portal or via email. Such time-off may be paid or unpaid, depending on the value the company places on the program or certification.
6.14.4. Employees who are less than six months old with the company, that are yet to be confirmed are not eligible for paid exam leave. Such will be treated as unpaid, except where such is a requirement by the company.
6.15. Public Holidays
6.15.1. The company shall observe Federal holidays declared by the government as a matter of industry practice. This however does not preclude employees on shift work or essential services from fulfilling their work obligations.
6.15.2. All clinics and operating theatre sessions are expected to run during public holidays except the major holidays of Easter and Christmas when only essential clinic services and emergencies shall be in operation.
6.15.3. Employees working during these holidays would get days off in lieu on the following month’s roster
schedule.
6.15.4. Where public holidays fall within the approved annual leave period, such days shall not count as part of the employee’s approved leave days. The employee may later apply to take such days off or add these to their leave days. This must however be at the written approval of their Line Managers/Supervisors with the Human Resources Department in copy.
7.0. MONITORING
7.1. The Human Resource (HR) Department shall monitor and ensure adherence to all policy provisions and report on specific cases as and when required to do so.
7.2. The Quality Improvement team shall periodically conduct audits to ascertain compliance with this policy.
7.3. If and when this policy or provisions are amended, the amended one thereof will supersede the previous one.
*kindly acknowledge that you have read, and understood the Staff Accommodation Policy and you recognize the importance of complying with the policies and procedures outlined in the policy, by filling the below form
