Effective Rewards and Recognition Strategies in Human Resource Management
In this workshop, led by Jagath Karunathilaka, participants will delve into the crucial aspects of strengthening human resource management in civil society organizations. The session covers various topics such as business code practices, recruitment processes, rewards and recognition schemes, conflict resolution, and employment laws. Specifically, the chapter on Rewards and Recognition explores the significance of acknowledging employee efforts through intrinsic and extrinsic rewards, discussing remuneration structures, benefits, and creating a motivating work environment. Understanding the difference between intrinsic and extrinsic motivation is emphasized to enhance organizational objectives and legal compliance.
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Workshop on Workshop on Strengthening Human Resource Strengthening Human Resource Management of Civil Society Management of Civil Society Organizations Organizations By By Jagath Jagath Karunathilaka Karunathilaka (Through Virtual Meeting (Through Virtual Meeting Zoom Technology) October 4 October 4 22 22 (20 Lesson Hours in 10 Days) (20 Lesson Hours in 10 Days) Zoom Technology)
Lesson Plans of HR Management of CSO Lesson Plans of HR Management of CSO Chapter No Lesson Topics Scheduled Date Timing Monday, 4th October 1 Business Code Practice, Compliance and Data Security 10.00 12.00am 2 Employment Practices Tuesday, 5th October 3 Recruitment, Selection and Induction 10.00 11.30am Wednesday, 6th October 4 General Terms and Conditions of Employment 10.00 12.00am Thursday, 7th October 5 Rewards and Recognition 10.00 11.30am Monday, 11th October 6 Performance Review, Training & Learning Practices 9.00 12.00am Tuesday, 12th October 7 Superannuation and Severance 10.00 11.30am Wednesday, 13th October 8 Conflict and Grievance Management 10.00 11.30am Thursday, 14th October 9 Disciplinary Management 9.00 12.00am Thursday, 21st October 10 Employment Law & Employee Rights 10.00 12.00am Friday, 22nd October 11 Current Issues & Trends in HRM 10.00 11.30am
Chapter 5: Chapter 5: Rewards and Recognition Rewards and Recognition The Scope The Scope Remuneration structure include base salary and other allowances, pay increase, overtime rates etc. Payment of salaries and overtime, pay administration and pay records including EPF/ETF Other fringe benefits like bonus, attendance incentives, leave encashment, salary advance, festival advance, and medical benefits etc. Employee well-being practices like annual trip, family gathering events HR practices on non remuneration recognition like commendation, appreciation, staff retreat etc.
Chapter Chapter 5 5: : Rewards and Recognition Rewards and Recognition About This Chapter About This Chapter Rewards and Recognition is a system where people are acknowledged for their performance in intrinsic or extrinsic intrinsic or extrinsic ways. Recognition & Reward is present in a work environment where there is appropriate acknowledgement and appreciation of employees' efforts in a fair and timely manner. The rewards and recognition chapter of this workshop is designed you to learn about intrinsic or extrinsic ways of rewards that can help you to set up, revise or realign existing remuneration and benefit systems in order to meet organizational objectives and the legal requirements.
Intrinsic Intrinsic motivation vs. extrinsic motivation motivation vs. extrinsic motivation Intrinsic motivation comes from within, while extrinsic motivation arises from outside. When you re intrinsically motivated, you engage in an activity solely because you enjoy it and get personal satisfaction from it. When you re extrinsically motivated, you do something in order to gain an external reward. This can mean getting something in return, such as money, or avoiding getting into trouble, such as losing your job. Motivation Motivation is the process that initiates, guides, and maintains goal process that initiates, guides, and maintains goal- -oriented behaviors behaviors. It is what causes you to act, whether it is getting a glass of water to reduce thirst or reading a book to gain knowledge. Motivation involves the biological, emotional, social, and cognitive forces that activate behavior. oriented
Intrinsic motivation vs. extrinsic Intrinsic motivation vs. extrinsic motivation motivation Motivation Goals You do the activity because it s internally rewarding. You may do it because it s fun, enjoyable, and satisfying. Goals come from within and the outcomes satisfy your basic psychological needs for autonomy, competence, and relatedness. Intrinsic Goals are focused on an outcome and don t satisfy your basic psychological needs. Goals involve external gains, such as money, fame, power, or avoiding consequences. You do the activity in order to get an external reward in return. Extrinsic
Rewards and Recognition Rewards and Recognition Overview Overview Rewards and Recognition is a system where people are acknowledged for their performance in intrinsic or extrinsic ways. Recognition & Reward is present in a work environment where there is appropriate acknowledgement and appreciation of employees' efforts in a fair and timely manner
Policy Policy on Rewards, and Recognition Rewards, and Recognition on Remuneration and Non Remuneration and Non- -Remuneration Remuneration Remuneration of organization is comprised with the total compensation received by an employee, which includes not only base salary but any fixed or variable allowances (like vehicle allowance, fuel allowance), annual bonuses, sales incentive, attendance incentive, overtime pay, or other financial benefits (like medical insurance, workmen s compensation, meal allowance, loan on concession interest rate etc.) that an employee receives from the company.
Policy on Remuneration and Non Policy on Remuneration and Non- -Remuneration Rewards, and Recognition Rewards, and Recognition Remuneration Accordingly, total remuneration has two components i. Fixed components linked to base salary and other fixed allowances may be called as consolidated salary . ii. Variable component linked to performance and relate with other compensation elements Contribution to the employees provident fund and employees trust fund as well as computation of overtime shall be based on base salary or consolidated salary where appropriate.
Policy Policy on Rewards, and Rewards, and Recognition Recognition on Remuneration and Non Remuneration and Non- -Remuneration Remuneration Remuneration is considered the total amount an employee receives for performing a job task. The company provide suitable remuneration package to its employees intending to improve their quality of work life and employee well-being. Company contribution to the gratuity provision (as retirement benefit) as well as to the employees provident fund and employees trust fund is considered as deferred compensation, and as such is a component of remuneration. Company is committed to provide emoluments to its employees in line with industry standards enabling to attract and retain well-experienced competent employees within the organization.
Policy Policy on Rewards, and Rewards, and Recognition Recognition on Remuneration and Non Remuneration and Non- -Remuneration Remuneration Company will enhance salaries and other fringe benefits periodically after conducting a salary survey and implement revised salary and benefit structures affordable to the company, depending on present and future business and financial viability. Employees of the Company shall benefit from and appreciate non- financial forms of compensation, include awards for recognition, a pleasant work environment, opportunities for career advancement etc. Some of these recognition practice may adopt often more frequent, less expensive, and less formal.
Rewards and Recognition Rewards and Recognition - - Policy Framework Policy Framework The HR division will be overall in control and coordinate with the related divisions in the process of remunerating to the employees and implementing a company-wide non-financial employee recognition system. Company has fixed components linked to base salary which remuneration is paid as periodic compensation. Employees are compensated for spending time at work under this pay plan. Pay rates are depend on the staffing position, which shall be ranked under different organizational levels in the hierarchy on skill, seniority, or education level etc. Accordingly, salary rates are determined by the job position of the company.
Rewards and Recognition Rewards and Recognition - - Policy Framework Policy Framework Remuneration package of each employee is strictly confidential. Rate of pay increase (pay raise) in a financial year will be depend on the level of performance, financial affordability, and some other key factors like market condition, rate of inflation, analysis of bi-annual reports on divisional HR statistics with regards to absentee rates, age, gender, turnover, hard-to fill jobs, exceptional individuals and their skills and training identification etc.
Rewards and Recognition Rewards and Recognition - - Policy Framework Policy Framework If there a trade union in action, pay increase is based on the collective agreement between the company and the trade union. Annual amount of workers pay increase shall be based on the demand paper submitted by the respective trade union, followed by subsequent negotiation between the management and the union representatives. Rate of pay increase applicable to the executive and other staff grade employees as well as the amount to increase for worker category is subject to the approval of the Company Board of Directors.
Rewards and Recognition Rewards and Recognition - Policy Framework Policy Framework The pay increase (a pay raise) shall be achieved by employees after reaching a certain performance level. There is no provision for salary increases merely for increasing length of service. In addition to the special increment granted upon the finance capability of the CSO, there will an arrangement to pay annual salary increments within the prevailing salary scales, which increases would be effective from the date of appointments or promotions.
Rewards and Recognition Rewards and Recognition - Policy Framework Policy Framework Attendance incentives will be paid to the non-executive staff and field officers as a variable salary component to encourage attending to work regularly or avoid absent from work Motivate the employees with the prospects of being promoted to a higher pay rate. HR division is responsible for robust non-financial recognition system be in place, which should be useful to maintain a pleasant work environment in the company.
Payment Payment of Salaries and Overtime of Salaries and Overtime An employee shall begin to draw the salary as stated in the letter of appointment with effect from the date he/she assumes the duties. The monthly salaries applicable to the employees of the company shall be those approved by the ED/CEO or/and the Board of Directors of the company. Any revision of a salary will be effective as from the date on which such revision is ordered by the company unless exclusively stated otherwise in the order.
Payment Payment of Salaries and of Salaries and Overtime The Company will contribute 12% to Employees Provident Fund and 3% to Employees Trust Fund. Employee contribution of 8% to the Employees Provident Fund will be deducted from their monthly salary. These contribution will be computed based on the base salary or consolidated salary of an employee. Applicable tax on monthly emoluments should be paid by the employee in terms of the tax laws in the country. Overtime
Payment Payment of Salaries and of Salaries and Overtime An employee should not receive the salary for any period during which he has been absent from duty without leave. In respect of each day in any week on which a person has been on leave or on holiday with full remuneration allowed to him by the company. In respect of each week during which he has worked for a total period not less than twenty-eight hours, exclusive of any period of overtime work, be allowed weekend with full remuneration. The salaries of employees shall be subjected to the employee s performance appraisal Overtime
Payment Payment of Salaries and of Salaries and Overtime An officer who has vacated his post will not be entitled to any salary from the date of such vacation. Further, one month s salary, in lieu of notice, should be recovered from any money payable to him. When an officer who is entitled to a monthly salary enters service on first appointment on a day other than the first day of the month, or when he is on no-pay leave for any part of a month, the salary payable to him for that month will be in proportion to the number of days in that part of the month he worked. Overtime
Payment Payment of Salaries and of Salaries and Overtime An employee worked any one day exceeded nine hours and, in any one week exceeded forty-five hours is entitle for overtime. However, executive staff are not entitled to be paid for overtime work. Overtime is payable only to other officers when it is extremely necessary and when the work cannot be completed within the course of normal working hours by the staff. Prior approval shall be obtained from the relevant authority for overtime. Overtime
Payment Payment of Salaries and of Salaries and Overtime Executive staff, who are not entitled to claim overtime can be called upon to work on a Saturday, Sunday or a Mercantile holiday in connection with the programme of work which is of a priority or continuous nature is eligible a day s payment subject to the following: i. He / she shall work for not less than 9 hours a day (shift workers 8 hours and general shift workers 9 hours) entitled to the full day pay. For the work performed not less than 4 1/2 entitled to the half day pay. ii. Maximum number of days for which payment can be made in a month not exceeding number of days communicated through internal circulars or memos. This shall be subject to the approval of ED/CEO. iii. Prior approval of the ED/CEO should be obtained for work on holiday Overtime
Payment Payment of Salaries and of Salaries and Overtime In case of an employee (who does not come under the executive category) who has to work before and / or after office hours, holidays and weekends is eligible for overtime at the rate of 1 of the hourly rate; Non-executive staff category (monthly salary/ 240 x 1 ) and, Worker category under wages board (monthly salary/ 200x 1 ), subject to the following: Maximum number of overtime for which payment can be made in a month, not exceeding number of hours, communicated through internal circulars or memos. This shall be subject to the approval of ED/CEO. Prior approval of the relevant authority should be obtained for work other than normal hours and holidays If he worked on full moon day, day s pay or hourly rate Overtime
Payment Payment of Salaries and of Salaries and Overtime Salaries with regard to executives and non-executive staff category will be paid at the last date of every month and will be credited to the personal bank accounts nominated by the employee. If the salary or wages date fallen to the non-working day, payment will be made on an earlier date A salary calendar may be declared in advance indicating the dates of paying monthly salaries/wages any calendar year. Information relating to the salaries is required to be kept confidential at all times. Overtime
Payment Payment of Salaries and of Salaries and Overtime In the event of an error in pay the discrepancy should be brought to the attention of the Finance division and HR division where the corrections will be made at the earliest. Staff grades below non-executive grade are eligible for overtime. The payment of overtime will be paid in terms of the law (Shop & Office Act) Worker grades are eligible for overtime. The payment of overtime will be paid in terms of the law (wages board ordnance and Shop & Office Act). Overtime
Payment Payment of Salaries and of Salaries and Overtime Annual pay raise will be made to the executive and non-executive staff category based on the percentage increase to each and every individuals of the company, taking into account of the performance appraisal report, which increase would be effective from April 1st. Annual pay increase will be made to the worker category based on the amount agreed with the trade union at the negotiation. The increment value agreed at the final negotiation with the management will be paid to all workers irrespective of their performance level and the service length. Overtime
Payment Payment of Salaries and of Salaries and Overtime In addition to the special increment, non-executives and worker category employee will be paid annual salary increments effective from the date of appointments or promotions. In the case of forfeiting an increment the employee will be notified in detailed writing by the HR division of the reasons for such action. On promotion the salary of the employee concerned will be compared with the salary range of the position. If the salary of the promoted employee was below that level, the salary will be adjusted accordingly. A deferment or suspension for disciplinary reasons should be made following a disciplinary procedure. Overtime
Other Other Fringe Benefits Fringe Benefits Medical Medical benefit scheme benefit scheme Eligibility Eligibility criteria: criteria: Employee contributed medical insurance scheme is voluntary to the permanent employees of the company. The employees who newly join the company could enter into this scheme just after completing their probation period. They will be entitled to claim benefits from the date of entering into the medical insurance scheme. If entered mid of the year such benefits will be received based on a proportional basis during the remaining period of the year.
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Eligibility Eligibility criteria: criteria: The requests made by such employees on childbirth shall only be accepted only with regard to the childbirths that takes place subsequent to completion of nine (09) months from the date of joining the company. If sons and daughters above the age of 21 years who are dependents of the employee could enter to the medical insurance scheme under special circumstances Eligible employees will be given the membership card Benefits
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Benefits Contribution Contribution to the medical scheme: to the medical scheme: Medical scheme is a joint scheme. Company will contribute 50% to the executive category and 25% to the no-executive category. The balance portion of the premium cost be borne by the employees The monthly contribution that should be paid by the employee will be charged from the monthly salary. Additional amount will be charged from the employee if number of family members exceeding the limit provided by the insurer as per their agreement (Say; more than 4 members including the employee).
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Benefits Beneficiaries Beneficiaries The medical benefit is entitled to the employee, spouse, and dependent children below 21 years. After the child is 21 years of age considered under special circumstances If both the spouses are employees of the company, they are entitled to receive benefits as separate persons under this medical scheme. However, such a spouse cannot enter in to this scheme as a dependent. At the same time, in reimbursement of the expenses on childbirth both the husband and wife are considered as a single family unit.
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Benefits Procedure of reimbursement of expenses; Procedure of reimbursement of expenses; The employee shall apply for reimbursements only subsequent to the complete payment of all the relevant bills. Payment of such bills is not undertaken by the company directly. However, when made a request, action shall be taken to inform the insurer by the HR division about the hospital, nursing home by taking into account the facts related to the said request. In an instance of admission to a hospital it shall be informed as soon as possible. Employee should inform the discharge from the hospital as well.
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Benefits Procedure of reimbursement of Procedure of reimbursement of expenses The insurance card to be produced at the time of admission. Every hospitalization/discharge should be informed to the insurer through customer care Hot Line. If any amount exceeded the limit that the employee is entitled, he/she will have to pay the excess amount to the hospital at the time of discharge. All the requests for reimbursement of medical expenses shall be submitted to the HR division within 30 days from the date the expenses are made. The late requests are not accepted. Expenses on hospitalization can be reimbursed only if the patient is admitted to a paid ward in a nursing home or a government hospital, approved by the insurer. expenses
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Benefits Procedure of reimbursement of Procedure of reimbursement of expenses The medical expenses will be reimbursed if incentive payment for obtaining treatment from government hospitals only when submitted a medical certificate obtained from a registered government/national/basic/district hospital on the related treatments. When requests are made to reimburse medical expenses incurred at a private nursing home that shall be submitted in the due format and if any other bills or documents supporting the request are available those shall be submitted along with the related claim form. expenses
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Benefits Procedure Procedure of reimbursement of of reimbursement of expenses In each year, the requests on all the medical expenses that were incurred in the month of December before 25th day of the month shall be submitted prior to the 10th day of the month of January in the subsequent year. The requests on the expenses incurred on 26th day of December and the period in between 26th and 31st days of December shall be submitted before 15th of January of the subsequent year expenses
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Benefits Procedure Procedure of reimbursement of of reimbursement of expenses If a change takes place with regard to the civil status of an individual, that shall be informed to the HR division within a month of the change. If a person entered into this scheme as a dependent on the grounds of civil status, age or employment has become a non-dependent that shall be informed to the HR division within a month of the date the change took place. The claims made on non-entered dependent individuals will not be undertaken. expenses
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Procedure Procedure of reimbursement of of reimbursement of expenses The task of governance and control over this medical benefits scheme is solely on the agreement of the insurer with the company and, the decisions of the HR manager of the company with regard to the interpretations of the rules and regulations and the matters that have not been included in the said rules and regulations will be the final and conclusive. Consideration of requests for reimbursements: The HR division will act according to the terms and conditions of the insurer agreement and executive level officer nominated to resolve issues and troubleshooting with regard to the requests received for reimbursement of expenses. Benefits expenses
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Procedure Procedure of reimbursement of of reimbursement of expenses Misuse of facilities: If proven that the facilities provided under this medical scheme has been misused, the HR manager can decide on suspending the benefits of such a member. In addition to that any other disciplinary action can be taken according to the regulations of the company. In such cases the benefits entitled to the dependents also will be automatically cancelled. The management has the sole authority to change, remove, add or amend these rules in any instance the company feels it is required or applicable to do so in future benefits provided through insurer. Reimbursement of medical expenses will be made in terms of the company regulations and subject to the limits/conditions agreed with the insurer. Benefits expenses
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Medical Medical Benefits Benefits: : Medicine under Medicine under Out Out- -door expenses including doctor consultation fees, purchasing of drugs and laboratory tests including eye treatment and dental treatment (Filling and Extraction only) within the annual limit Rs xxxx/- Hospitalization for Hospitalization for In In- -door door Treatment Treatment : : All expenses as stated in the policy including physiotherapy treatment, radium and radiology treatment, pathological tests, x rays, scans within the annual limit RSxxxx/-and subject to the per event limit, and special condition on maximum room charges and ICU charges per day also the expenses incurred for travel within Sri Lanka to obtain emergency treatment ( Ambulance Charges only) Cost of Spectacles: Cost of Spectacles: if there any vision correction prescribed by an eye specialist for employee only (once in two years within Indoor limit) Benefits door Treatment (OPD Treatment (OPD): S ): Specialist consultation fees, medical
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Medical Benefits: Medical Benefits: Other Benefits: Other Benefits: Incentive payment for obtaining treatment from Government Hospitals - General Treatments - Maternity Hospitalization in a non-paying ward in a government hospital(maximum for 15 days) payable within indoor limit of Rs xxxx/- per day Birth of Twin child (Rsxxxx/-) Major surgeries Critical illness cover for special treatment such as surgery in respect of brain, kidney or heart and continued medication under critical illness cover for Heart Surgery, Kidney, Lung Transplant, Brain Surgery or any other major surgery be done subject to the annual limit Benefits
Other Other Fringe Fringe Benefits Medical Medical benefit benefit scheme scheme Benefits Procedure Procedure of reimbursement of of reimbursement of expenses Submit of claims for reimbursement should be done within 30 days period by attaching the medical bills to the signed claim form within the policy period expenses
Other Other Fringe Fringe Benefits Attendance incentive Attendance incentive Attendance incentives are entitled to those who are under non-executive category and worker category as per the attendance incentive structure of the company. Attendance incentives will be prepared by HR division through the verification of monthly attendance reports generated from the HR system. This will paid as a fixed allowance. If someone attending all the working days or only one absent during the month, full amount of attendance incentive will be paid. If someone is absent 2 or 3 days a month, they will be paid proportionately. If someone is absent 4 days or more than that no attendance allowance will paid in such case. Benefits
Other Other Fringe Fringe Benefits Benefits Attendance incentive Attendance incentive The attendance incentive structure will have to be revised time to time by the management. The attendance incentive structure would be as follows; 01 day absent; eligible for full amount of Rs.xxxx 01 days to 2 days; eligible for Rs. xxxx 02 days to 3 days; eligible for Rs. xxxx 03 days to 4 days; eligible for Rs. xxxx 04 days and above; no eligible for attendance allowance
Other Other Fringe Fringe Benefits Payment Payment of bonus of bonus Payment of bonus could be declared in one or two or one occasion(s) in a financial year. Payment of bonuses will be made at the discretion of the Board of Directors, which will be depending on the successful performance and financial capacity of the company. Company will pay annual bonus to its employees under following manner. With the approval of Board of Directors employees of the company may be paid two or one month salary (base or consolidated salary or wages) as an annual bonus per year. Annual bonus will be paid either the month of December or April at the discretion of the Board of Directors which is based on the monthly salary. Benefits
Other Other Fringe Fringe Benefits Payment Payment of bonus of bonus - - General Conditions All permanent employees of the company will be eligible for bonus payment No bonus will be paid to those who have been placed no pay leave for more than 10 days. Those who have taken less than 10 days of no pay leave will have a proportionate reduction enforced (two half days no pay leave will be considered as one day s no pay leave) Accordingly, a deduction of 1/20th and 1/10th of the Bonus should be made for each half day or full day of no pay leave respectively Payment will be computed on the no pay position as at 31st December or March 31st where appropriate. No-pay or leave without pay shall be considered under an extreme circumstances in accordance with the situation and the work arrangement Benefits General Conditions
Other Other Fringe Fringe Benefits Benefits Payment Payment of bonus of bonus - - General Conditions General Conditions Employees who have newly joined the service of the company will be paid bonus fully after completing one year service from the date of confirmation. Those who completed less than one year will be paid proportionately. Employees who have retired /resigned from the service before the bonus date will not be entitled for any bonus payments. Employees those who have been interdicted / discontinued from the service during the year are not eligible to receive any bonus.
Other Other Fringe Fringe Benefits Payment of bonus Payment of bonus - - General Those who completed more than one year in the manpower service or contract service, absorbed to the CSO under probation also are entitled to any bonus subject to other general conditions. Tax on annual bonus has to be paid by the employee. Employees those who have taken more than 10 days no-pay leave as well as who are under probation period as well contract service shall be given an ex-gratia payment (less than the bonus amount) as decided by the management instead of bonus payment. Benefits General Conditions Conditions
Other Other Fringe Fringe Benefits Payment Payment for un for un- -utilized annual utilized annual leave Non-executive staff and worker category are entitled to receive payment for un-utilized annual leave Company will make a payment for un-utilized annual leave. The employees who have unutilized leave balance as at the end of the year shall make a request individually or collectively. An employee can only apply for the annual leaves that he has not taken in relevant year but not for the annual leave remaining for more than a year Benefits leave
Other Other Fringe Fringe Benefits Benefits Payment Payment for un Payments for un-utilized annual leaves will be based on a day s pay for each day of annual leave balance. Hereby, pay means the salary that is taken as the base to calculate the employee provident fund. All the payments with regard to this shall be calculated based on the salary the employee entitled as at the 31st December of the relevant year and payments will be made on or before 31st March of the next year. When an employee resigns from the service of the company he/she is paid for the un-utilized annual leave according to the provisions of the Shop and Office Act. for un- -utilized annual utilized annual leave leave
Other Other Fringe Fringe Benefits Benefits Payment of unveiled of sick leave Payment of unveiled of sick leave All category of permanent employees are entitled to receive payment for unveiled sick leave Employees will be paid for all unveiled of sick leave which will be based on a day s pay for each day of balance leave. The payments will be made after 31st December in each calendar year. This is entitled to the employees those who are presently enjoyed the sick leave privilege
