Employee Leave Types and Benefits

Landmark Group Employee Handbook Summary:

About the Organization

• Landmark Group was founded in Bahrain in 1973
• It has grown into a large retail organization in the Middle East and India to encompass over 2400 outlets
• The group operates with over 55,000 employees internationally
• Operates over 30 million square feet across the Middle East, North Africa, and the Indian sub-continent
• Landmark Group provides a product range for the family through retail concepts such as Centrepoint, Babyshop, Splash, Shoe Mart, Lifestyle, Iconic, SportsOne, Max, Shoexpress, Home Centre, Home Box, Emax and LandmarkShops.com

India Operations

• The Landmark Group entered India in 1999
• It now operates more than 350 stores in India
• Employs more than 17,000 people
• These employees work for Lifestyle, Home Centre, Max and Easybuy brands

Core Values

• Passion for Excellence
• Integrity
• Empowering people
• Adapting to changing markets and customer needs

Attendance

• Employee attendance is tracked via geo-tagging in the Ramco mobile app
• Employees must time-in and time-out using the app at designated locations
• Attendance is updated in the People Apps based on total hours
• Missed punches require manager approval before the 20th of each month for payroll
• Corporate and regional office employees can work from home up to 3 days per month with manager approval, submitted via People Apps
• Misuse of the policy may lead to disciplinary action
• Verbal counseling, written warnings, and potential disciplinary measures are used for attendance policy violations
• Store and warehouse employee total working hours are 48 hours per week
• Corporate and regional offices total hours is 40 hours per week
• Corporate office and Regional offices get Saturdays and Sundays off
• Personal time is capped at 4 hours per month
• Personal time can be taken twice a month for a maximum of 2 hours at a stretch
• Employee shall keep the Head of Department & HR informed in case they wish to leave the workplace for personal work
• Missed punch regularization is permitted 3 times in a month

Flexi Time Policy

• Helps promote work-life balance
• Flexitime arrangements are available to all employees, while maintaining standard work time
• Employees will work with the flexitime schemes of their department
• Employees can retain current working arrangements, and may choose not to enter the flexitime scheme
• For all Corporate and Regional Offices Saturdays and Sundays are off
• Employees can arrive between 8:30am to 10am and leave between 5pm to 6:30pm after completing 8.5 hours at the office. The core working hours shall be 10AM to 5PM
• Working hours can be divided into flexitime bands
• The manager can ask you to be present in the office outside of your flexi working time, based on business requirements
• Core working time is the mandatory period when all employees are required to be present
• All employees can wear smart casuals from Monday to Saturday.
• Smart casual shall include Jeans & T Shirts (Sandals & Shorts are not allowed on all days)

Salary Processing & Disbursement Policy

• Ensures timely salary payments
• This is applicable to all employees working in the organization
• Salary is processed monthly based on attendance up to the 20th of that month
• Leave adjustments and overtime payments are based on the period from the 21st day of the previous month to the 20th of the current month
• Reimbursement components require self-attested receipts/bills uploaded on People Apps before the 19th of every month
• Employees can take reimbursement components as Special Pay at the beginning of the financial year or joining time
• Net salary is credited to individual savings accounts on the last working day of the month
• Employees can access salary slips on People Apps
• Employees fill their bank details in People Apps on joining
• HR department will facilitate opening accounts with approved banks
• Payable period to be 1st to 30th of each month
• Payment will be the last working day of each month
• If the last working day falls on a Bank Holiday, then salary will be paid on the previous day
• Payment method is via bank transfer, cheque for new joiners without activated accounts

Salary Advance Policy

• Assists permanent employees in monetary assistance needs
• It is only applicable to employees that have completed the probation period and are on permanent rolls
• The organization's policy prefers to avoid salary advances but has exceptions
• Up to 75% of the last drawn gross salary as an advance for self and family medical emergencies is recoverable within two months
• Up to 75% of the last drawn gross salary is available for higher education of employees which is recoverable within two months
• Employees request salary advance through People Apps
• It must be approved by the immediate superior and the concerned HOD / VP for regions
• Requests are to be forwarded to the HR department for processing at least 2 days ahead of the actual requirement
• Proof of admission for higher education cases and tuition fee need to be submitted along with requisition form
• Salary advance is subject to applicable taxes

Leave Policy & Procedure

• Comes into effect from January 1, 2016
• Supersedes all existing leave related policies of Lifestyle International Private Limited

Leave Entitlement

• Employees are entitled to 30 days of leave
• 18 Earned Leave days
• 12 Casual / Sick Leave days
• Employees joining during the year will be entitled to the above leave on prorated basis

Earned Leave

• Leave is credited to the employees' account @ 1.5 days per month
• Normally, it cannot be availed for more than fifteen days
• Exceptions to this require the prior approval of Skip Level Manager
• Annual Leave to be planned well in advance
• At least 15 days in advance

Casual / Sick Leave

• All employees will be eligible for a maximum of 12 days of Casual / Sick leave
• This leave will be credited to the employees' account @1 day per month
• Leave is availed for matters of emergency
• Personal nature for which prior planning unable to be performed

Leave policy points

• Earned leave and sick/ casual leave can be clubbed.
• There is no sandwiching when employee availing leave on days immediately preceding AND succeeding weekly off or holidays.
• Note: For the Calendar year 2021, upto 45 days ELs have been carried forward.
• Note: For the Calendar year 2021, upto 45 days ELs to be carried. Sick/ Casual leave that is not availed at the end of the year will lapse and cannot be carried forward.

Leave Encashment

• Accumulated Earned leave encashment will be at retirement or separation
• Leave encashment will be calculated at the time of retirement/ separation
• For employees who have joined on or before 31st Dec 2016 - paid on “Gross Salary"
• For employees who have joined on or after 01st Jan 2017 – paid on “Basic Salary"
• For employees who have joined on or before 31st Dec 2010 - paid on "Gross Salary"
• For employees who have joined on or after 01st Jan 2011 – paid on “Basic Salary"

Advance leave and Maternity Leave

• Advance Leave can be granted to employees under the following circumstances. An employee who has no leave credit to his account can request for 'Advance Leave and his manager may grant it
• Female employees who have worked in the Company for not less than 80 days are entitled for 26 weeks of maternity leave
• Corporate/ Regional office employees have a maximum of 10 days of Work from Home option per month for up to 6 six months post maternity leave completion
• all female employees have maternity benefits as per Maternity Benefit Act & ESI Act and Rules

Other leave types

• Male employees can be granted Paternity leave for maximum of 5 days
• Employees are entitled for Child Adoption Leave as per prevailing law for adoption in India up to 30 days of Child Adoption Leave
• Employees can avail Bereavement Leave up to 3 days in case of demise of any of the close family members
• In general, if an employee goes on leave, without specific leave entitlement or advance leave being available, the entire period will be treated as 'Leave without Pay Employees shall submit leave approval requests in their People Apps
• All leaves to be availed /availed in a calendar month will be applied for and be approved on or before 23rd of every month for the smooth dispersal of the salary
• Note: For the Calendar year 2021, upto 45 days ELs to be carried.

Landmark Medical Leave Bank Policy

• Effective from Jan 1, 2018
• It serves to help employees with no leave balance
• It is applicable to regular and company contract employees with no leave balance leading to loss of pay
• Landmark Group will maintain a leave bank
• The number of leave days are set annually by CEO’s, directors Finance & President
• Unutilized leave is lost at the end of the year
• A maximum of 60 days Leave will be granted for Self critical illness / hospitalization
• A maximum of 10 days leave in case of hospitalization or critical illness of immediate family
• Critical illnesses includes many organ failures

Procedure and approval

• Employees must upload documents during the critical illness leave self declaration in the app
• Supervisors review and approve the requests
• Benefits manager reviews with insurers for approval

Compensatory Off Policy

• It provides compensatory off for employees required to work on their weekly off or holidays.
• It is effective from December 1, 2016
• All A5 employees are eligible as well as retail operations across warehouses
• A6 to M3 are also eligible not exceeding one day per month
• The compensatory off can be availed by an eligible employee for over eight hours
• Compensatory off is no longer available in 60 days for those eligible from date
• Compensatory offs are non-encashable
• Compensatory offs cannot be clubbed with any other types of leaves
• Employees cannot avail offs for more than two consecutive days
• Employees need to apply for the Comp off using their People Apps before proceeding
• Application needs to show as “Apply Comp Off” with the correct date as a comment

Salary Reimbursement Policy

• Employees, above A5, are able to allocate a special allowance component from the salary breakdown
• Claims must be self attested with proof
• Employees must opt for the correct declaration form for Pluxee or Zagggle card access Gift Card Voucher
• Gift card vouchers of Rs. 4999 each are applied twice yearly paid in Oct (Rs. 2500) and March/ April (Rs. 2500)
• The Zaggle/Pluxee Gift Vouchers card Conveyenace (Fuel & Maintenance)
• Claims for employee owned cars can receive fuel, payments, insurance and other expenses
• Grade and limits are variable

Employee Laptop/Tablet/Desktop Use

• Enables employees to effectively do work from home using company devices
• Grades M3 and above is effective from April 1, 2015
• Grade and limits are variable for laptop and desktop

Guidelines

• employee will declare utilization and depreciation period every two years
• Employees can select 12 or 24 month depreciation period
• Request for desktop or computer must bill to the GST number of the company Income Tax benefits exist in relation to transfer of value of the tax. There is a perquisite value schedule depending on if the laptop is at the time of sale
• The employee must take good care of the assets when they are in good condition

Mobile Phones

• Helps take care of communications needs for official business only
• Employees in Grade A6 and above is effective from April 1st, 2008
• Grade and handset limit grade is variable
• employee can claim reimbursement towards one handset each year or can produce monthly broad band bills
• The grade entitlement includes all local taxes
• The bill shall be in employees name and must be uploaded for reimbursement

Leave Travel Allowance (LTA)

• Extends LTA to A5-M6 employees as part of their compensation and benefits
• Goal is to allow the employee to vacation
• It can be claimed twice in a 4 year block
• Family consists of wife, children, and parents
• LTA can be fixed at 8.33%- The lowest of employee total basic salary or is Rs 2 lakhs Process for claim is done with air, train or bus tickets

Car Lease Reimbursement Guideline

• Provides reimbursement for the driver, car salary, fuel, and maintenance as per the car lease guidelines
• All employees in grade M1 are eligible as per the car lease
• Reimbursements exist if the lease is followed Professional course allowance will cover tuition for those enrolled his/her own payment

Relocation Policy

• Offers assistance to employees relocating joining and transfer
• All employees is who relocate from their place in the job
• Company will support for residential and other support with brokerage support and lease registration
• Employee gets travel expenses reimbursement and household experses supported
• There is also stay, accommodation and relaxation leave provided to those transferring

Lease Rental

• Lease amount is available for Grade above M3 is to either enter a lease with an amount no more than 10 months salary or the Maximum amount to be paid
• Employees in Grades M2 and below have rent deposit, they have to provide copy of a lease
• Re registering of vehicles is applicable, new joiinees are to be provided

Packing and Moving

• The Packing and moving is done through the company with which it has a logistics agreement.
• All employees go through local HR.

School Capitation

• School expenses and payment can be claimed for a maximum of 50,000

House Search

• This should be the cost that is in line with normal brokerage for the admin

Relocation Claim

• Send invoices within the month of relocation with the claim information as requested by HR.

Recovering

• The employee must cover all company expenses upon joining and transferring out

Short Term Transfer Policy

• Deputations that go for more than 30 days are short transfers
• In terms of accommodation support, all those getting short term receives 50% daily
• Food Expenses will be borne by the individual only

Long Service Awards

• Recognize employees at long service awards at 5,10,15,20 and 30 years tenure to employee
• Employees will get certificates for the year they serve

Off Sale allowance

• Provides partially compensated long hours to CSRs with customers present
• All sales staff under grade R6 get allowance
• The allowance is usually held twice yearly at limited amounts dependent on which sale there is

Grievance Policy

• Aims to create a workplace where each employee feels valued, fairly and with respect
• There needs to be resolution with working relationships and organization in mind Any employee on staff or through rolls in company have to be involved
• It must be through a staff member of HR that can take this for

Grievance Redressal

• Landmark group must treat any kind of grievance with fairness in mind
• Organization must help employee
• The disclosure should be handled for the department

Filing

Submit to HR and supervisor within ten days.

Harassment

• Prevention of and prohibition, against any form of workplace discrimination
• This will allow that everyone have their individual rights
• zero-tolerance policy against any such conduct that violates those guidleinesis set

Guiding prrinciples

• Respect the of dignity employee.
• endeavor

defintions

• Sexual harassment is bad
• management includes power to admin
• workplace is where employee performance is bad.

Coverage

• Company is in every step of the employee

Version control

• revisions will require group Pres Hr

Committees and Processes

• A team named the “icc” will be formed for harassment reasons
• officer at woman at senior level is assigned at M1 and beyond level There is reporting, recording

EEO

Equal opportunity of any policy that limits race. That EEO is available for Landmark groip

Objective

Aim is to prohibit discrimination of the policy

Performance Management system

• The culture is key to Success

Probation and confirmmation

• all individuals have period of months depending
• all other confirmation occurs immediately in apps
• the M1

Termination

• to allow accuracy of all information
• separation can occur.

Voluntary

• All employees who resign may be given period of reimbursement and compensation

Seperation Formalities

• checklist may take for those completing

Gratuity

Payment of gratuity should be applicable to all employees of that act.

Group Mediclaim policy

• Best medicine must be provided to those in the network at cashless at lower costs. Those cover the ESI scheme that is in the business

Provident fund

• The provident fund must meet the withdrawal in a timely fashion.

Loan Policy

• All payments must be made in timely fashion

Gift policy

• Should have some degree to each employer

Referal Policy

• To get new talent and referal bonus if new applicant is admitted

Data Card

• Those travelling may be on travel data limit

Late Night Policy

• Only when they is something that requires working beyond normal hours that you should be available past 5 pm

Discount

• employees may get advantage that also increase motivations

Car lease

• all company employees have to get car

Travel Guideliness

• The tickets and trains must book tickets that are a certain time periods Employees should settle hotel stays at checkout and claim the expenses .

Explore various leave types, including maternity, paternity, and child adoption leave, along with ESIC scheme benefits. Learn about leave policies, eligibility criteria, and related awards for employee engagement and retail excellence. Understand the provisions for leave in unfortunate events like parental demise.