STAFF LEAVE POLICY 2015

Contents

SECTION 1.0 INTRODUCTION ................................................................................................................ 1

SECTION 2.0 OBJECTIVE ......................................................................................................................... 1
SECTION 3.0 DOCUMENT CONTROL...................................................................................................... 1
SECTION 4.0 LEAVE POLICY.................................................................................................................... 2
1. INTRODUCTION............................................................................................................................. 2
2. PROVISIONS RELATING TO LEAVE................................................................................................. 2
2.1. RECREATION LEAVE ...................................................................................................................... 2
2.2. PUBLIC HOLIDAYS ......................................................................................................................... 3
2.3. SICK LEAVE .................................................................................................................................... 3
2.4. COMPASSIONATE LEAVE .............................................................................................................. 4
2.5. PARENTAL LEAVE .......................................................................................................................... 4
2.6. FURLOUGH LEAVE......................................................................................................................... 5
2.7. STUDY LEAVE ................................................................................................................................ 5
2.8. LEAVE WITHOUT PAY (LWOP)....................................................................................................... 6
3. DISCIPLINARY ACTION .................................................................................................................. 6
4. POLICY DURATION ........................................................................................................................ 6
5. IMPLEMENTATION ........................................................................................................................ 6
6. APPROVAL OF POLICY ................................................................................................................... 7
 People & Capability Manual 2015

SECTION 1.0 INTRODUCTION

The People & Capability Manual 2015 (the Manual) constitutes Telikom PNG Ltd.’s (Telikom)
policy and procedure guidelines.

The Manual provides a reference for managers and staff when dealing with employer/ employee
matters.

The purpose of the Manual is to enable Telikom PNG Ltd to;

1. Comply with existing or new legislations including case laws;

2. Develop a more formal and consistent approach to decision

making and company procedures;

3. Support general management strategy with best practises and

4. Attract or retain and motivate employees.

The Manual is designed to suit Telikom’s current purpose, culture and structure.

SECTION 2.0 OBJECTIVE

1. Ensure that Telikom PNG Ltd Human Resource Management is compliant and in accordance
with the appropriate laws of Papua New Guinea.

2. Ensure that Telikom PNG Ltd complies with all its mandatory obligations and responsibilities.

3. Ensure that all employees are informed of the basic terms and conditions of employment
with Telikom PNG Ltd.

SECTION 3.0 DOCUMENT CONTROL

This document is to be used by Telikom PNG Ltd (Telikom) and is subject to regular audits.

Document Name: People & Capability Manual 2015

Document Owner: General Manager People & Capability

Document Approver: Telikom PNG Ltd Board

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 People & Capability Manual 2015

SECTION 4.0 LEAVE POLICY

1. INTRODUCTION

1.1. The Leave Policy outlines the different categories of approved leave of absences.

2. PROVISIONS RELATING TO LEAVE

2.1. RECREATION LEAVE

The primary purpose of Annual Leave is to provide a recreation period away from the workplace. There is
an obligation on the part of both the Company and the employees to ensure that leave is taken in
accordance with entitlements.

2.1.1. Leave Days

a) All employees with the exception of the Divisional Heads and above shall be entitled to three (3)
weeks (15 working days) Recreational Leave with pay upon completion of each twelve months
continuous service with the Company.

b) Contract employees leave entitlements shall be guided by their individual employment contract.

c) Recreation leave must be taken when due and cannot be cashed.

2.1.2. Leave Accruals

Recreation leave must be taken when due unless deferred by mutual consent. Any outstanding
recreation leave accruals exceeding four (4) years or sixty days (60) will be forfeited.

2.1.3. Leave Pay

a) When an employee proceeds on recreation leave, he/ she shall be paid for the leave period
either as a lump sum or on a fortnightly basis.

b) There shall be no recall when an employee is on recreational leave and it is the responsibility of
the line manager/ team leader to plan relief arrangements before approving the employees
leave.

c) In special business critical cases where the employee may be required for early resumption of
duties, the employee’s leave days will not be re-credited and the employee should take the
days recalled at another time in agreement with his/ her manager or supervisor.

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2.2. PUBLIC HOLIDAYS

2.2.1. Public Holidays which occur during periods of Recreational Leave are not included in the leave
taken.

2.2.2. Any Public Holidays, as defined under the Public Holidays Act which falls within the period of
recreation leave, shall be added to an employee’s recreation leave entitlements.

2.3. SICK LEAVE

Employees shall be entitled to ten (10) working days paid sick leave with a maximum accrual of thirty (30)
days or three (3) years including current year.

2.3.1. Long Term Illness

“Long Term illness” is any illness or disease that lasts longer than the sick leave entitlements of
thirty (30) days. Such illness or disease affects the employee’s ability to perform his/ her normal
duties and in turn affects the Company’s performance to produce results.

There are two (2) types of long term illness as specified below;

1. Work related – a long term illness which has come about as a result of a workplace incident.
Under this category, an employee will be allowed the sick leave entitlement
of thirty (30) days.

If the employee exceeds the thirty (30) day entitlement, he/ she shall be
allowed time off for three (3) months and any time off thereafter will be at
the discretion of the CEO with advice from the General Manager People &
Capability.

2. Others – any illness which is not a result of a workplace incident.

With this illness, the employee will only be allowed the sick leave entitlement of
thirty (30) days.

If the employee is still unable to attend to work thereafter, the Occupational, Health & Safety Office
will proceed with normal exit requirement of retrenchment on medical grounds subject to approval
by CEO or the delegate.

2.3.2. Any sick leave without a medical certificate shall be regarded as Leave without Pay (LWOP)

2.3.3. For the purpose of this leave, sick leave cannot be cashed.

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 People & Capability Manual 2015

2.4. COMPASSIONATE LEAVE

a) Employees will be entitled to five (5) days compassionate leave per year to care for their legal
dependants in the event of an emergency illness or death.
b) Legal dependants shall include legal spouse, biological children and legally adopted children.

c) Approval for this leave shall be given in the event of the emergency illness or death which must be
supported with the provision of medical or death certificate.

d) Any unauthorised leave under this clause will be regarded as Leave without Pay (LWOP).

e) Compassionate leave does not accrue annually hence will be forfeited if not taken.

f) Compassionate Leave cannot be cashed.

2.5. PARENTAL LEAVE

2.5.1. Maternity Leave

a) Permanent female employees will be granted twelve (12) weeks Maternity Leave with full pay every
two (2) years after her first maternity leave.

b) The twelve (12) weeks of maternity leave can be taken either six (6) weeks before birth of the child
and six (6) weeks after the birth.

c) New female recruits must work two (2) years to qualify for Maternity Leave and thereafter every two
(2) years.

d) Where an employee does not qualify, the leave will be taken as leave without pay.

e) Medical evidence showing expected dates of confinement must be submitted with every application
for leave under this section.

2.5.2. Leave for Breast – Feeding

a) Leave shall be granted for breast-feeding to a female for period not exceeding two (2) hours of each
day for the first four (4) months from date of resumption.
b) Leave granted under this provision shall be entirely for the purpose of breast feeding and shall be
with pay.

c) The time so specified under this section shall be taken at the convenience of both the employee and
the Employer.

2.5.3. Paternity Leave

a) Paternity leave is available to the male spouse of a pregnant woman if he intends to take care of the
mother and child.

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b) A male employee is granted up to five (5) working days as paid leave to care for the mother and child.

c) New male recruits must work two (2) years to qualify for Paternity Leave and thereafter every two (2)
years.
d) Where an employee does not qualify, the leave will be taken as Leave without Pay.

2.6. FURLOUGH LEAVE

a) An employee shall be granted furlough leave after ten (10) years of continuous service at a rate of
twelve (12) days on full pay for each completed year of service and three (3) years thereafter.

b) Employees must apply for furlough leave at least three (3) months before leave is due to commence
and identify their relief during their leave.

c) An employee accrues furlough leave days upon commencement of employment however is entitled
after 3 years of continuous service to the Company.

d) Furlough leave must be taken when due and cannot be cashed.

2.7. STUDY LEAVE

2.7.1. Part Time Study Leave

a) An employee may apply and be granted paid study leave of twelve (12) days per annum with three (3)
days at any one time subject to management approval.

b) Any days in excess of the approved three (3) days, will be considered as leave without pay (LWOP)

2.7.2. Full Time Study Leave

a) Full time study leave is where an employee requires time away from work for an on-campus study
program.

b) Any employee seeking to undertake full time study will apply for leave without pay.

c) Employees undertaking full time study for periods longer than six (6) months will be asked to resign.
Failure to comply will result in termination of employment.

d) For more information on Study Leave, you may refer to the Learning & Development Policy of this
Manual.

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 People & Capability Manual 2015

2.8. LEAVE WITHOUT PAY (LWOP)

Employees who need time off to attend to personal matters which are not covered under any type of
leave outline above may be granted Leave without Pay (LWOP) for up to ten (10) days and will be subject
to Management approval considering business needs.

3. DISCIPLINARY ACTION

Breach of any provisions of the Policy will render the employee liable to a penalty in accordance this Policy,
Code of Conduct and the Disciplinary Policy.

4. POLICY DURATION

This Policy may be reviewed from time to time upon the approval by the Management and Board.

5. IMPLEMENTATION

This document has been approved by the Telikom PNG Ltd Board of Directors to be implemented effective on
the date of approval.

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 People & Capability Manual 2015

6. APPROVAL OF POLICY

It is agreed that all parties that this signature block covers the people and capability Manual 2015 of
Telikom PNG Ltd.

SIGNED FOR AND ON BEHALF OF

TELIKOM PNG LTD.

IN THE PRESENCE OF :

31 st September
Date this ……………………………….….………. day of September …………………….………………….……..2015

7 Signatures