LEAVE POLICY GUIDELINES

TYPES OF LEAVE

CASUAL LEAVE (6)

SICK LEAVE (6)

PRIVILEGE LEAVE (18)

Policy Statement & Objective

This policy encourages its employees to take break from work, as this provides for a healthy and efficient staff. Wherever possible, leave should be taken at the mutual convenience of the Company and the employee. The leave policy sets out the various types of leaves that an employee is eligible for and outlines the guidelines for taking leave. GENERAL GUIDELINES

All planned leave will be taken at a mutually agreed time and will take into account workload requirements and an employees individual needs. Probationary employees are eligible for casual leave only. Leave year is from 1st January to 31st December. Eligible leave (sick leave and casual leave) is credited to the employees on the 1st of January every year.

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When leave is taken without prior sanction (under certain unavoidable circumstances), the absence should be notified to the respective superiors on the same day either through phone/email. A leave form should be completed, signed by the employees superior for sanctioning. This advance notice allows the appropriate superiors/supervisor(s) time to reschedule work, projects, meetings, etc., as needed. A staff on leave should not take up any service or employment elsewhere without obtaining prior sanction of the competent authority.

PROCEDURE FOR APPLYING LEAVE The available leave balance is to be checked by the employee with the HR department and the leave to be applied by duly filing up the leave application form available in the HR department or with the respective HOD, which has to be forwarded by the employee to their department head for approval. The department head is authorized to either grant or disapprove the leave on valid grounds. The signed leave application has to be submitted back to the HR department for recordings and subsequent processing. CANCELLATION OF LEAVE The department head can also cancel the once sanctioned leave on situational/need basis. If an employee proceeds to avail the cancelled leave then those days will be treated as absence from duty and the rules pertaining to absence from duty will be applied. EXTENSION OF LEAVE As it is necessary to get prior approval for leave, so it is also for extension of leave. The employee has to apply to his/her department head for extension of leave in advance and get it sanctioned to avail them. In case an employee overstays the unsanctioned leave availed will be treated as absence from duty. TYPES OF LEAVE

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The following kinds of leave shall be admissible to the members of the staff of this Company.
(1) Casual leave (CL): 6 days. (2) Sick leave (SL): 6 days. (3) Privilege leave: 18 days. (4) Maternity leave: 90 days.

(1) CASUAL LEAVE DEFINITION: It is a type of paid leave, which is granted when an employee has to attend to personal matters or unforeseen contingencies. ELIGIBILITY

All permanent staff as well as employees on probation is eligible for this leave. Casual leave is calculated for a period of one year (January to December).

ENTITLEMENT

6 days of casual Leave in a calendar year. CL is calculated at the rate of .5 day per month. CL up to a maximum of 2 days in a row can be taken; but it is up to the Managements discretion to sanction more than 3 days of CL at a stretch. Half day of CL can be taken as needed.

CONDITIONS

Will be taken with prior permission, except in emergency. Accumulation/carry forward/encashment of this leave is not permissible.

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(2) SICK LEAVE

DEFINITION: It is a type of paid leave, which is granted when an employee is unable to perform his/her duties on account of sickness or injury.

ELIGIBILITY All permanent staff. Sick leave is calculated for a period of one year (January to December).

ENTITLEMENT

6 days of sick Leave in a calendar year. SL is calculated at the rate of .5 day per month. SL can be taken at a stretch.

CONDITIONS

Sick leave is availed only for medical/health reasons. Employee with at least 12 months of continuous service is entitled to sick leave.

If a person is sick, the absence should be notified to the respective superior on the same day either through phone/email.

More than 3 days of sick Leave will require a medical certificate from a qualified registered medical practitioner.

Accumulation/carry forward/encashment of this leave is not permissible.

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(3) EARNED LEAVE OR PRIVILEGE LEAVE DEFINITION: This has been designed to give you vacation periods for rest and relaxation and to provide time off for your personal needs. ELIGIBILITY

All permanent employees are eligible for this leave. Privilege leave is calculated for a period of one year (January to December).

ENTITLEMENT

At the end of the employee's first year as a full-time employee, an employee is entitled to 18 days of PL. Minimum of 3 days and a maximum of 6 days in a row can be taken;

CONDITIONS

Employee with at least 12 months of continuous service is entitled to privilege leave.

Should be taken with prior permission, All vacation related requests under PL are subject to the sanctioning authoritys approval.

Employees should directly communicate the dates of long leave (in case of vacation) to co-workers to ensure no delay or halt of assigned task.

Accumulation/carry forward/encashment of this leave is not permissible.

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(4) MATERNITY LEAVE DEFINITION: It is a type of leave, which is granted to a female employee on account of pregnancy or abortion/miscarriage. ELIGIBILITY

All permanent female employees shall be entitled to maternity leave. The female employee needs to be the biological mother of the child.

ENTITLEMENT

This can be granted twice during the employees period of service with the firm. Maternity leave can be taken at a stretch for 90 days in case of pregnancy. Maternity leave can be taken at a stretch for 30 days in case of abortion/miscarriage. The staff member may utilize her other leave balance in order to extend the duration of leave, if required.

CONDITIONS

Maternity leave is availed only for pregnant female employees. Female employees with at least 12 months of continuous service are entitled to maternity leave. Applications for maternity leave (in case of pregnancy) should include personal details, a medical certificate detailing the expected date of confinement or birth, proposed commencement date and duration of leave. No credit/encashment of this leave is permissible. In the context of abortion, this leave is admissible irrespective of number of surviving children. Application for leave should be supported by a certificate from a registered medical practitioner.

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COMPENSATORY OFF
If an employee is required to work on any important assignment on a

National/Festival/Declared/weekly off days, he/she is eligible for compensatory off on any other working day.
Official approval is required from the department head/management to work

on such National/Festival/Declared/weekly off days. No compensatory offs will be entertained when worked on these days without proper approval.
The compensatory off has to be availed within a period of one month from the

date worked. Compensatory off when not availed within the stipulated time period will lapse. Only two days of compensatory offs can be combined and availed at a stretch.
These leaves are granted only if the person come on work during the holidays.

PERMISSION Permission of 1 hour can be availed twice in a month which should be notified to the leave sanctioning authority.

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