1.0 GENERAL
1.1 Objective:
The policy sets up the guidelines for facilitating employees and the organization to know about the leave benefits and the procedure towards leave application.
1.2 Purpose:
Company grants leave of absence to all its employees on certain terms and conditions to meet personal, domestic, social necessities, in case of sickness, disability and for vacationing.
1.3 Terminology:
CL: Casual Leave
EL: Earned Leave
SL: Sick Leave
ML: Maternity Leave
LOP: Loss of Pay
(LPC: Leave/ Permission Card)
2.0 Types of Leave:
The leave year for computing all types of leave will be from 1st January – 31st December.
Based on the need / reason and length of leave, the following categories of leave can be availed:
Casual Leave.
Sick Leave.
Earned Leave.
Maternity leaves.
2.1 CASUAL LEAVE:
2.1 A: RULES
- Number of days allowed: 5 days CL is allowed for each year.
- Casual Leave cannot be availed for more than 3 days continuously.
- If an employee avails more than 5 days Casual Leave during the calendar year, excess leave will be considered as EL. If EL is not available, it will be considered as leave without pay.
- CL should be applied in advance, unless circumstances are such that it is not possible to do so. In such cases, the leave has to be intimated to the HR through a telephone call or an email. In HR’s absence, the same can be informed to the Project lead/ Head.
- Half Day CL can be taken as needed.
2.1 B: ACUMULATION:
CL cannot be accumulated and carried forward to the next calendar year.
2.2 SICK LEAVE:
2.2 A: RULES
- Number of days allowed: 5 days SL is allowed for each year.
- SL exceeding 3 days should be supported by medical certificate issued by a recognized medical practitioner. SL without a medical certificate (If SL availed for more than 4 days) will be treated as leave without pay.
- SL has to be intimated to the HR through telephone call/ e-mail. It should be intimated in advance if SL is obtained for a planned hospitalization.
- Half Day SL can be taken as needed
2.2 B: ACUMULATION:
SL cannot be accumulated or carried forward to the next calendar year.
2.3 EARNED LEAVE:
2.3 A: RULES
- Number of days allowed: 5 days EL is allowed for each year.
- EL cannot be an unplanned leave. Notice of EL applications must reach the HR department at least 10 working days before the employee intends his leave to commence, and it must be approved before the employee takes leave.
- Half Day EL can be taken as needed
2.3 B: ACUMULATION:
Unused EL year can be carried forward to the next year subject to availing leave for not more than 10 days at a time in the year including weekends. Such accumulated leave expires at the end of second year.
For e.g., for employee joining in 2007, EL becomes due in 2008. If not availed in 2008, it can be carried over to 2009. After that, it lapses automatically.
2.4 MATERNITY LEAVE:
2.4 A: RULES- Every female employee of the Company shall be entitled to Maternity Leave.
- ML with basic pay will be allowed up to a maximum of 12 weeks.
- To avail ML the employee will apply at least eight weeks before the expected date of delivery along with a certificate from the Registered Gynecologist + Obstetrician stating the expected date of delivery. The female employee shall not take up any employment during the period of ML.
- All other terms and conditions of this leave will be applicable as per the provisions of the Maternity Benefit Act, 1961.
- An employee on probation is entitled for ML. However, the probation period of the concerned employee will stand extended by the same period.
- Trainees also can claim ML, in which case their training period would be extended by the same period.
- Male employees can claim 3days of ML
- Maternity Leave can be claimed up to two confinements only.
- ML can be combined with SL and EL due.
3.0 GENERAL RULES FOR LEAVE POLICY: - Any leave other than SL during the probationary period/ Training period will be counted as LOP.
- An employee on probation will be eligible for this policy after completion of his probation period and leave is calculated based on the date of joining of the employee. Leaves will be taken in pro-rata basis for all employees joining during the course of a year.
- In the beginning of the year, confirmed employee will be eligible for full (CL and SL. EL can be availed only in the subsequent year) CL, SL and EL. Earned EL can be availed in the subsequent month of that particular year.
- All the holidays and weekly off between start date and end date of leave will be treated as leave for employees who do not have leave balance and if it is an unplanned leave (without notice before 10 working days). All the holidays and weekly off between start date and end date of CL will be treated as leave for employees if it is an unplanned leave (Without notice before 10 working days).
- All the holidays and weekly off between start date and end date of SL and EL will not be treated as leave for employees ( For EL, prior notice of 10working days is necessary)
- Clubbing of leave with EL and CL or CL and SL or SL and EL is not permitted.
4.0 LEAVE APPROVALS:
Leave cannot be claimed as a matter of right, and the discretion of grant or refusal of leave, lies solely with the sanctioning authority.
Leave should be planned in such a way that it does not affect - productivity or while on a project does not affect the project work/delivery deadlines
Employees should apply leave through the leave card in the prescribed format (Annexure 1)) in advance to the HR with a signature from the Project Lead/ Head. On approval from the HR, based on the leave availability, the leave will be granted. In case of absence because of sickness, employee has to apply leave immediately on the day of resumption of duty.
5.0 LEAVE WITHOUT PAY (LWP)
LWP is granted at the discretion of the Management, in exceptional circumstances, when all admissible leave has been exhausted. During such leave the employees are not entitled to any pay or benefits but retain a lien on their jobs. This leave is with prior written approval.
If leave is not sanctioned and an Employee remains absent on those days, then the absence will be treated as unauthorized “Leave without Pay”, irrespective of working days or holidays i.e., any holiday sandwiched between 2 days of Leave Without Pay will be included in the Leave availed.
6.0 ABSENCE FROM DUTY
If employee is not covered by any of the types of leave or if the employee proceeds on leave without approval, or fails to report for duty either on expiry of leave or otherwise, the employee will be deemed to be absent without leave.
If such absence exceeds eight consecutive days, the Management may, at its sole discretion, strike the name off the rolls on grounds of abandonment of employment and advice him accordingly.
If within 2 weeks of such advise, the employee presents himself and offers an explanation for his absence, the management may review the matter and confirm or otherwise its earlier decision.
If it is decided to accept the explanation, the employee may be allowed to resume his work on such terms as the Management may decide.
7.0 PAID HOLIDAYS
All employees are eligible for paid holidays in a calendar year.
PaidHoliday listare selectedon the basis of national / international holidays / local festivals celebrated.
The Company will decide the total number of holidays every year. The list of holidays and list of RH will be published on or before 31st December.