As a company working in the saturated Hong Kong financial industry, our goal is to stand out from our competitors. A vital part of achieving this goal is the human resource policy on Human holidays, leaves, office hours and related policies. While the policy is unique, it is line with current market, social, and legal demands/requirements in Hong Kong.
Working Hours
The firm operates 9.00 am and 5.00 pm from Monday to Friday.
An employee may arrive at work any time between 9.00 am and 10.00am, depending on the needs of the department or team.
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At times, some departments may be required to work after hours.
If a person works in one of these departments, he/she will need to follow the schedule as required.
Paid Time Off (PTO)
The company provides workers with 21 days PTO each year.
The accrual for the PTO starts the day a person joins the firm and a work is entitled to 1.7 days each month.
An employee can use PTO at any point of the year after the first seven days with the company and one can use the time off that has not yet been accrued.
An employee will get one extra day each year after the first year with a company, and this is capped at 25 days.
If an employee wants to utilize PTO, he/she should send a request through the Human Resource Department.
An employee does not have to state the reason for needing PTO. Also, a worker can transfer any PTO that is remaining to the preceding year.
The company encourages employees to use the time off across the year.
If an employee leaves the firm, we can compensate the PTO that has been accrued with the last paycheck in accordance to Hong Kong law.
If the law does not have provisions, the accrued PTO will be compensated to workers who were not fired for a particular reason.
Holidays
The firm follows all national holidays in Hong Kong.
If a holiday happens to be on a day that the firm does not operate (for instance, Sunday), the firm will follow the holiday on the nearest business day.
The organization facilitates a floating day, whereby an employee takes a holiday any day he/she opts.
If a worker wants to observe a religious holiday that is not part of the national holiday calendar, the company may permit tone to take unpaid time off for the day. Besides, one can choose to use the PTO for the day.
Holiday Pay
Exempt workers are eligible for their usual pay without deductions.
Non-exempt workers who are permanent get holiday compensation after they have stayed with the firm for more than three months.
Working during Holidays
Holidays are regarded as “off-days” for the workers.
If an employee is needed to work during the holiday, then the head of the department should inform him/her two days in advance.
If the worker is non-exempt, then he/she will get the normal hourly rate including a bonus for working during a holiday.
If the worker is exempt, the company will give him/her an extra day of PTO that one should use within a year after the holiday.
The company will not consider the hours an employee functioned on a holiday to determine whether one should receive overtime pay.
Sick Leave
The company offers seven days of paid sick leave.
An employee can take sick leave to recover from injuries, short-term disease, psychological problems, and other issues that make one indispensible.
The company recommends that employees should use sick days if they the fly or other infectious diseases.
If one becomes sick, then he/she should inform the manager and send a request for a sick leave through the HR department.
An employee can work from home or take a partial day off but the company advises that one should rest and recover for a day prior to resuming to normal duties.
A worker should use his/her PTO or make arrangements for a dynamic work program if one wants to go through mundane health care appointments.
Sometimes, the company may request an employee to show a doctor’s note or another form of medical documentation and/or fill in a sick leave form.
The goal of this process is for the purpose insurance if a worker is cannot come to work for more than two days.
Bereavement Leave
The company acknowledges that losing someone close is a traumatizing experience.
The company wants to support the worker and give him/her time to mourn and cope by offering five days of paid bereavement leave.
The bereavement leave can be used on consecutive or non-consecutive days.
If a person requires more time, the employee can take two days of unpaid leave or use the PTO.
Parental Leave
Undoubtedly, caring for a new born is an reciting yet challenging period for parents hence the company wants to support new fathers and mothers in their first months of parenthood through a maternity and paternity leave.
After this period, the firm will continue to reinforce the parents with child care and flexible work schedules.
The firm offers three months of paid paternity and maternity leave in line with Hong Kong law. If an employee is about to become a new patent (either through adoption or childbirth), one should talk to the HR department to arrange the leave.
The employee should give a notice three months before the leave starts. Extensions for an unpaid leave can be requested through the HR department.
