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LEAVE POLICY PURPOSE OF LEAVE: Leave is granted to employees with the good intention of providing rest, recuperation of health

and for fulfilling social obligations. This provides for a healthy and efficient staff for the company. LEAVE YEAR AND APPLICABILITY:

Leave is not a matter of right. Sanctioning of leave is at Management discretion based on exigencies of business or seriousness of the case. Leave year is from 1st January to 1st !ecember. "ligible leave is credited to the employees on the 1st of January every year. The different types of leaves given under the policy are# $asual Leave %$L& Sic' Leave %SL& "arned Leave %"L& Maternity Leave %ML& Loss (f )ay %L()&

The Leave policy is applicable for all permanent staff of the company. "mployees who are appointed during the course of the year shall be entitled to the above leaves on pro*rate basis. "mployees whose date of +oining service falls between 1st to the 1,th of a month are entitled to get the leave credit for that month. "mployees whose date of +oining service falls between 1- th to the end of the month are not entitled for the leave credit for that month. .f an employee is relieved on any day between 1st to 1,th of a month, then he / she is not entitled for leaves due for that month. .f an employee happens to leave on any day between 1- th to the end of the month then he / she is entitled for leaves due for that month.

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CASUAL LEAVE ELIGIBILITY: 0ll permanent staff $asual leave is calculated for a period of one year %January to !ecember& ENTITLEMENT: 1. 1 days of $asual Leave in a calendar year. 2. 0 minimum of half $L can be availed 3 a maximum of . .f $L extends beyond ,. days in a row can be ta'en. days of $L at a stretch. days, then the excess days ta'en will be treated under L().

4. .t is upto the Management5s discretion to sanction more than $L.

6ational / 7estival / !eclared / wee'ly off days can be prefixed and / or suffixed to

-. .ntervening 6ational / 7estival / !eclared holidays will NOT be counted as part of the leave. 1. 8alanced $L remaining unutili9ed as on 1st !ecember will lapse. :. ;hen leave is ta'en without prior sanction %under certain unavoidable circumstances&, the absence should be notified to the respective <(!s on the same day through phone. =. 0pproved leave application should reach the <> department within re+oining. SICK LEAVE ELIGIBILITY 0ll permanent staff ENTITLEMENT: 1. 2. . 4. ,. 1 days of Sic' Leave %SL& in a calendar year. 0 minimum of half SL can be availed 3 a maximum of whatever is re?uired or whatever is available, whichever is lesser .f SL extends beyond days, it has to be accompanied with a !octor5s certificate .n case ade?uate number of SL are not available with an employee, he can club "L with it. .f "L is also not available, then it will be treated as L(). .ntervening 6ational / 7estival / !eclared holidays will be counted as part of the leave.
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wor'ing days of

-. 1. :. =.

8alanced SL remaining unutili9ed as on 1st !ecember will be carried forward to the next year 0 total of @ SL can be accumulated after which it will start lapsing .nability to attend office because of any sic'ness should be notified to the respective <(!s on the same day through phone. 0pproved leave application should reach the <> department within days of re+oining. EARNED LEAVE (EL) wor'ing

ELIGIBILITY 1. 0ll permanent staff. 2. "L is calculated for the days wor'ed during the previous calendar year. ENTITLEMENT 1. 1 "L for every 2@ wor'ing days 2. "L will be credited to permanent staff only on completion of one year of service with the company. . The days served under probation will be ta'en into account for "L eligibility. 4. "L can be availed only on prior approval. ,. 6ational / declared / festival / wee'ly off days can be prefixed and / or suffixed to "L. -. .ntervening 6ational / declared / festival / wee'ly off days will NOT BE counted as part of the leave. 1. <alf day of "L cannot be ta'en. :. 8alanced "L remaining unutili9ed as on 1st !ecember can be carried forward. =. "L can be accumulated for a maximum of =@ days. 1@. 0ccumulated "L over and above =@ days can be encashed at the rate of last basic pay drawn on the 1st of March or during final settlement in case of resignation / retirement / termination. 11. 0t the time of resignation / retirement / termination the balance "L will be encashed at the basic pay rate as on the day of resignation / retirement. 12. 0ny absence of more than the number of "L sanctioned will be treated as leave without pay, unless given valid reasons to the management. MATERNITY LEAVE (ML) ELIGIBILITY:
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0ll married female staff ENTITLEMENT: 1. :4 days of paid Maternity Leave is allowed to females who have to deliver a child 2. 0 female employee can ad+ust this leave before and after the delivery of child totaling it to :4 days . 8efore availing this leave, a certificate from the gynaecologist has to be submitted mentioning the expected date of delivery 4. .ntervening 6ational / declared / festival / wee'ly off days will be counted as part of leave ,. .f, because of any complication, leave has to be extended, it can be done but will fall under L() LOSS OF PAY (LOP) 1. L() can be applied by an employee when no other leave is available. 2. !uring the period of L(), the employee is not entitled for any pay or allowance. . 0 maximum of management. 4. .f the employee fails to report to duty on the specified date after the sanctioned L(), it is deemed that the employee has abandoned his service with the company on his own accord. ,. L() can be implicated on disciplinary grounds with regard to attendance by the management regardless to the availability of the other types of leave. -. L() days will not be ta'en for "L eligibility. COMPENSATORY OFF 1. .f an employee is re?uired to wor' on any important assignment on a 6ational / 7estival / !eclared / wee'ly off day, he is eligible for $ompensatory off on any other wor'ing day. 2. (fficial approval is re?uired from the department head / management to wor' on such 6ational / 7estival / !eclared / wee'ly off days. 6o compensatory offs will be entertained when wor'ed on these days without proper approval.
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months of L() can be availed on the approval of the

. The compensatory off has to be availed within a period of three months from the date wor'ed. 4. $ompensatory off when not availed within the stipulated time period will lapse. ,. (nly two days of compensatory offs can be combined and availed at a stretch. LEAVE SETTLEMENT DURING RESIGNATION / RETIREMENT / TERMINATION .f an employee to be relieved has availed more number of $L against the number of months he has wor'ed, then the excess $L will be deducted during his final settlement. "L for the days wor'ed till the employee5s date of relieving will be calculated and paid during the final settlement, provided he / she fulfils "L eligibility criteria. PROCEDURE FOR APPLYING LEAVE The available leave balance is to be chec'ed by the employee with the <> department and the leave to be applied by duly filling up the leave application form or through Secure6et. The application has to be forwarded by the employee to their department head for approval. The department head is authori9ed to either grant or disapprove the leave on valid grounds. The approved leave application has to be submitted to the <> department for recordings and subse?uent processing. CANCELLATION OF LEAVE 1. The department head can also cancel the once sanctioned leave on situational / need basis. .f 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 1. 0s 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
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leave well in advance and get it sanctioned to avail them. .n case an employee overstays, the unsanctioned leave availed will be treated as absence from duty. ABSENCE FROM DUTY 1. ;hen an employee ta'es off from duty without prior leave approval or proper intimation under certain unavoidable circumstances, then those day/days will be treated as absence from duty. 2. The days of absence will be treated under Loss of )ay. . The employee has to report to his / her department head on re+oining duty from absence and provide valid reasons for absence in writing before ta'ing up wor' again. 4. .f an employee is absent from duty continuously for more than 1 days %including any 6ational / 7estival / !eclared / wee'ly off days which may fall in*between&, an official correspondence from the <> department will be sent to him as'ing to report to duty and to provide explanation for his absence. ,. 8ased on the en?uiry any action deemed fit would be ta'en by the management. -. .f there is no response from the employee within the stipulated time mentioned in official correspondence, it would be assumed that the employee has withdrawn his service from the company on his own accord and recorded accordingly.

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