Dear Poulami,
The term 'Company' indicates the statutory form of a business entity's constitution only and not its nature of activity or business. In fact, such a company may be a composite organization in terms of its separable activities spread across different locations. In such a situation, the units of the same company would be covered by any of the establishment-specific labor laws depending on its predominant activity and location, like the Factories Act, 1948 in respect of the manufacturing facility, State Shops and Establishments Act in respect of offices, retail outlets, godowns, the Sales Promotion Employees Act, 1976 in respect of medical representatives employed by Pharma companies engaged in the manufacture and distribution of pharmaceuticals, the Working Journalists Act in respect of newspaper employees, and the like. These establishment-specific laws have different leave provisions in terms of types and scales.
Therefore, if you want to devise a uniform and overall leave policy for all employees of the Company, it would be a difficult task. Hence, my suggestion would be to formulate a unit-wise leave policy in accordance with the leave provisions of the respective establishment-specific labor law applicable to each such unit. For example, there is only one kind of leave, viz., EL or annual leave with wages for the workers of the factory, and three kinds of leave for shops and establishments, with sick leave having different scales for sales promotion employees.
Better carefully go through the leave provisions of the above laws, if they are applicable to your company before embarking upon the leave policy formulation exercise. If your top management is more employee-friendly, there is no bar in providing better leave benefits in terms of types and scales!