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## Working hours
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- There are 40 working hours in a typical week in Slovenia, these include 0.5 hours per day for lunch (or similar) break and 7.5 hours per day of **work**.
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At Sinergise we want to, on purpose, rely on each individual to assure their contribution to be in line.
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There are quite a few people that work overtime, which we value.
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However, we are fully aware that excessive work is not sustainable long-term.
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We strive for long-term cooperation with individuals and try to build our business model manageable with **everyone** working normal working hours.
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- We try to be flexible with how people distribute their day to work and personal things.
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However, it has been proven many times that working together is much more efficient (and fun) than working individually.
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To assure this is possible at least part of the time, we would like to see you on board, in the office, at least from 10 to 15.
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## Absence
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### General
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- As a general rule, planned absence should obstruct the work of the team as little as possible.
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That is why you should first consider “_will I cause trouble to my colleagues if I am gone_” and if the answer is “_yes_”,
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consider whether something can be done to minimise the harm (e.g. coordinating activities on time).
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There is an exception to the rule, obviously.
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Everyone deserves vacations and even if this would cause some trouble, one has to take them as it is good for their personal well being.
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Usually announcing plans a couple of weeks in advance does the trick.
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- Any planned absence should be communicated with the team beforehand (team coordinator being the prime point of contact).
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If the team gives a "_go ahead_", it is usually enough.
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### Reporting
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- We use the [Availability tool](https://internal.sinergise.com/General/Availability) for reporting and tracking absences from work or from the office.
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The primary purpose of the tool is informing your colleagues of your (un)availability.
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- Any unregular absences from office should be reported in the Availability tool as soon as possible.
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- Absence due to compensation of overtime, exchanging for weekend/holiday work or otherwise compensating should be reported as **'Not Working'**.
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- To receive email notifications on absences, subscribe to [availability@lists.sinergise.com](https://lists.sinergise.com/sympa).
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- There are currently two people configured to confirm planned absences (Grega Milcinski and Ales Okorn).
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It may happen that both are away, which is why there is automatic confirmation after 24 hours for less than a week long absence.
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It happens extremely rarely that someone's plans would be rejected and if it does, it is communicated first in other form (verbal, mail, IM).
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In case it happens that no response (neither confirmation or rejection) comes on time follow a general rule "if team is OK with it, go ahead".
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(we will consider adapting the IT part of the system to reflect team organisation, but this is low priority).
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- When arriving to work late, leaving early, or going out of the office (or home when working remotely) for a few hours on regular days, report that to your team channels.
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- **Students**: leave should be reported as **'Not working'** instead of **'Leave'**
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### Remote work
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- We love flexibility of the work (e.g. someone being able to adapt working conditions/time to their needs) but we love team harmony even more,
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which is why this one has priority over flexibility.
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We noticed on many occasions that teams work better if they are working together.
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Therefore, whenever possible, people should work with the team.
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That being said, there are sometimes good reasons for remote work (long commuting, etc.).
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To keep everything in balance, we try to follow these rules:
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- For the first few months the work should be on-site, remote work being an exception.
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This assures best conditions for onboarding.
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- After a person is well integrated into the team and can demonstrate that this does not affect the quality of their contribution, they can agree to work a few days a week remotely.
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- In exceptional cases, which should be discussed with the CEO, one can work mostly remotely, with on-site work once every week or two.
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But even in such cases we would want first to have a couple of months together so that we get to know each other well.
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- Before working remotely for the first time, make sure that you have your VPN certificate issued and test the VPN connection from the machine you will be working on.
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- Transportation benefits are reduced proportionally when working remotely. (Excluding the part of the benefit in the value of an LPP monthly pass, which will not be reduced for anyone.)
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### Sick leave
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- Sick leave should be reported as soon as possible (availability tool or message to admin staff), so that your colleagues are aware of the absence.
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- After the sick leave ends, check-in with your doctor to see if they issued the sick leave note.
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- During your sick leave you are entitled to compensation of the salary. The amount of compensation depends on the:
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- basis: average monthly salary in the corresponding calendar year,
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- reason of sick leave: sickness (80% of basis), injury outside work (70%), injury at work (100%), care for family members (80%), blood donation (100%),
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- length of sick leave: the basis increases 10% after more than 90 days of sick leave. More info on [ZZZS](https://zavarovanec.zzzs.si/wps/portal/portali/azos/nadomestila/nadom_place/!ut/p/z1/04_Sj9CPykssy0xPLMnMz0vMAfIjo8zizQx8HT08DQw93A0NnQ08vZwtTIyDw4wNnMz1C7IdFQFymDFO/).
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- If you are not feeling well, but still able to work, you should stay at home to prevent spreading illness to your colleagues.
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This should be reported to availability tool.
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### Annual leave days
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- On the basis of criteria stated in the Employment Relationship Act (ZDR-1) and our internal Rules on annual leave and other absences from work, the number of annual leave for every employee in the corresponding year is calculated.
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- The criteria for annual leave is as following:
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- basis: 20 days,
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- complexity of work: 2 days,
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- years of service: 1 additional day for every 5 years of service,
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- years of service in the company: 1 additional day for reaching 3 years in the company,
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- social conditions:
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- 1 day for every child under 15 years of age,
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- 3 days for children with special needs, disabled persons and older (55+ years of age) employees.
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- In the time of annual leave the employee is entitled to compensation for salary that is in order with the Employment relationship act (ZDR-1).
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- Every employee must use at least two weeks of annual leave in the current calendar year (if employed for a full year, otherwise the leave days are calculated and used proportionally). The remaining annual leave days are transferred to the following year.
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### Additional leave days
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- Employees get additional leave days for the following events/occasions:
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- wedding: 2 days,
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- wedding of your child: 1 day,
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- death of spouse, partner, (adoptive) child: 2 days,
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- death of close family members:
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- parents, stepfather, stepmother, adoptive parents: 2 days,
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- siblings: (step)brother, (step)sister: 1 day,
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- grandparents: 1 day,
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- death of in-laws: 1 day,
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- moving: 1 day (2 days if it's in the interest of the company),
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- case of worse accidents: 1 day,
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- natural disasters: 3 days,
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- escorting your child to school on their first day (first grade only): 1 day.
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### Ad hoc leave
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- Valuing individual's personal happiness we understand that sometimes the day is just too perfect for something else you want to do (other than work).
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It is therefore OK to take such day off, but this should be an exception rather than the rule.
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Coming to the fact that we work as a team, unplanned absences usually cause inconvenience to other team members.
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It is therefore highly desired to announce leaves in advance and communicate it with the team.
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In case of ad hoc leave, you should ensure that it causes minimum friction with the team. |
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