Vacation & Sick Leave Policy

General Terms

• This policy applies to employees employed on a full-time basis.

• Each employee is entitled to 20 days of paid vacation per year.

• Every leave taken by an employee must be documented and/or marked on the company calendar.

• If the days of leave used are not documented due to the employee's fault (failure to notify the responsible party — the employee must inform the responsible person about the use of paid vacation before submitting the monthly payroll to the supervisor), the leave will not be paid.

• The employee should add the leave days to their profile in the Vacation Tracker ([guide](https://docs.google.com/document/d/1b-2C8L8vzjJjhnOfjvDkdsGwkZ4kxzJt675mo40IO5w/edit?usp=sharing) on using the Vacation Tracker) or notify the person responsible for leave/project manager to do so. If neither of these options is possible, the employee must inform the team about their absence and the reasons for it in the #ooo channel.

• An employee must notify their supervisor/project manager/person responsible for leave at least one week before the planned leave date, except for emergencies and unforeseen circumstances.

• The employee is required to use vacation days within the working year.

Accrual Conditions

• Vacation accrues from the day the employment contract is signed, including the probationary period.

• If an employee has worked for less than 1 year, they can use the full amount of leave after 6 months of continuous work, including the probationary period.

• If a leave is granted to an employee before the end of the six-month continuous work period, its duration is determined proportionally to the time worked.

• Annual vacations for the second and subsequent years of work can be granted to the employee at any time during the corresponding working year.

Unused Leaves

• If there are 3 months left until the end of the year, and the employee has not used any vacation days, they must inform their supervisor/project manager/person responsible for leave to address and plan the issue.

• This matter should also be monitored by the management team. The project manager/person responsible for leave should check the vacation records of employees in Q4. If any unused annual vacation is discovered, the employee should be notified, reminded of the conditions for transferring unused leave, and discuss possible solutions.

• If an employee has not used all vacation days during the year, they can be carried over to the next year, but not more than 5 days. Any remaining vacation days exceeding 5 days at the end of the year will be burned off.

(For example, if an employee has 8 days left at the end of the year, 5 of them will be carried over to the next year, and 3 will be burned off.)

Special Cases

• If the annual vacation has been used, but the employee needs additional days off for family circumstances and/or other reasons, unpaid vacation may be granted for a period agreed upon between the employee and the supervisor, but not exceeding 14 calendar days per year.

• If an employee needs vacation beyond the scope of this policy, it must be discussed privately with the employer. After approval, the employee must inform the person responsible for leave about any changes in leave agreements between the employee and the employer.

Leave & Termination

• In the event of an employee's termination, compensation is provided for unused annual leave days according to the employee's daily rate, but not exceeding 20 days as specified in this policy.

• If an employee is terminated (excluding termination for a violation of labor discipline), they may request unused vacation with subsequent resignation. In this case, the last day of leave is considered the date of termination. This option must be discussed privately with the employer and approved.

Sick Leave Policy

General Terms

• This policy applies to employees employed on a full-time basis.

• Each employee is entitled to 10 days of paid sick leave per year.

• Every sick leave taken by an employee must be documented and/or marked on the company calendar.

• If the days of sick leave used are not documented due to the employee's fault (failure to notify the responsible party – the employee must inform the responsible person about the use of paid sick leave before submitting the monthly payroll to the supervisor), the sick leave will not be paid.

• The employee should add the sick leave days to their profile in the Vacation Tracker (guide on using the Vacation Tracker) or notify the person responsible for leave/project manager to do so. If neither of these options is possible, the employee must inform the team about their absence and the reasons for it in the #ooo channel.

• If an employee takes a couple of sick days due to feeling unwell (e.g., high blood pressure, dizziness, any pain, signs of a cold, food poisoning, etc.), they may not be confirmed by a doctor. However, if the employee takes sick leave for 3 days or more, it must be confirmed by a medical certificate from a hospital or a photo of the medical card/record showing:

 * Hospital name,
 * Doctor's name and signature,
 * Date of visit,
 * Reasons for seeking medical attention,
 * Conclusion.

Accrual Conditions

• Sick leave accrues from the day the employment contract is signed, including the probationary period.

• If an employee has worked for less than 1 year, they can use the full amount of sick leave after 6 months of continuous work, including the probationary period.

• If a sick leave is granted to an employee before the end of the six-month continuous work period, its duration is determined proportionally to the time worked.

• Sick leaves for the second and subsequent years of work can be granted to the employee at any time during the corresponding working year.

Unused Leaves

• If an employee has not used all sick leave days during the year, they can be turned into vacation days of maximum 4 days (extra) for the next year.
• Any remaining sick leave days exceeding 4 days at the end of the year will be burned off.

 * Example: If an employee has 8 days left at the end of the year, 4 of them will be turned into vacation days for the next year, and 4 will be burned off.

Special Cases

• If the sick leave has been used, but the employee needs additional days due to health issues, unpaid sick leave may be granted for a period agreed upon between the employee and the supervisor.

• If an employee needs sick leave beyond the scope of this policy, it must be discussed privately with the employer.

 * After approval, the employee must inform the person responsible for leave about any changes in sick leave agreements between the employee and the employer.

Sick Leave & Termination

• Upon termination, the company does not provide compensation for unused paid sick leave days.