Leave Policy

Objective
The objective of this policy is to lay down and communicate the guidelines for allotment, availing
and encashment of annual leaves.

Scope
This policy applies to all employees of eGain Communications Private Limited.

Effective Date
1st April 2012

Guidelines
Leave Year
For leave calculations, the year shall begin on 1st April, and end on 31st March of the next calendar
year.

Eligibility
All full time employees will be eligible for paid leave from the date of joining. All the leave
calculations shall be made on the pro rata basis from the date of joining of an employee.
Entitlement
All full time employees shall be entitled for a total of 27 annual paid leaves.
Leave Entitlement during probation period:
During probation period employees will be entitled to 1.5 day leave per completed month of service.
The calculation for the pro-rata entitlement is done as follows

Dates
No of leaves at the time of
joining
No of leaves at the time of
leaving
1 to 10 1.5 0
11 to 20 1 1
21 to 31 0 1.5

Carry Forward and Encashment:
1. During the probation period, all unavailed leave will be carried forward on confirmation as
well as at the end of the leave year.
2. Kindly note, no leaves are encashed if an Employee exits eGain during his/her probation
period.

Leave Entitlement on confirmation:
Once the employee is confirmed he/she will be entitled to 2.25 days leave per completed month of
service.
The calculation for the pro-rata entitlement is done as follows

Dates
No of leaves at the time of
joining
No of leaves at the time of
Exit
1 to 10 2.25 0
11 to 20 1.5 1.5
21 to 31 0 2.25

Carry Forward and Encashment:
1. 1. Once the employee is confirmed, then no leaves will be carried forward to the next year.
2. Maximum upto 10 unavailed leaves shall compulsorily be encashed at the end of the leave
year i.e. in March every year.
3. Remaining leaves, if not availed, will lapse.Leaves will be encashed at the rate of 1/30th of
the monthly basic salary of the employee.

Excess Leave
Any leave taken in excess of the entitlement, or without prior approval, during the probation period
or on confirmation shall be treated as leave without pay.
Leave without pay shall be deducted at the rate of 1/30th of the monthly gross salary. For the
purpose of calculating the leave without payall intervening holidays and weekly off shall be counted
as part of leave.

Compensatory Off
1. Compensatory Offs will be decided on a case-to-case by Function Head in consultation with
HR.
2. Compensatory Offs should be utilized during the same leave year.
3. Compensatory offs if not availed, will not be encashed or carried forward.

Termination
1. No leave will be granted during the notice period. If an employee takes any leave during the
notice period, his notice period will be extended by the number of leave/s taken or will be
treated as leave without pay.Compensatory offs cannot be availed during the notice period.
On termination of employment the excess leaves availed by the employee, shall be deducted
from his/her full and final settlement at the rate of 1/30th of his gross monthly salary.
2. Incase an employee has availed less than the entitled leave, all unavailed leave shall be
encashes at the rate of 1/30th of his monthly basic salary, at the time of his/her Final
Settlement. Maximum upto 10 leaves will be encashed.Employees on probation, will not be
granted with any leave encashment at the time of exit.

Leave Procedure
Prior approval of Reporting Manager is required for leaves to be taken.
Employees have to apply for a leave through Leave Management System Verbal consent for
leave is not allowed.
For a leave period of more than 3 days, employees are expected to submit a leave request,
at least 15 days before to his/her Reporting Manager..
Reporting Manager may approve or reject the leave request based on business needs or
the available leave balance in the employees leave account.
Any leave taken without prior written permission or intimation shall be considered as
Unauthorized Leave and treated as leave without pay and may amount to break in
service.

In case of an emergency, the employee shall contact his/her Reporting Manager or HR
department

MATERNITY LEAVE
1. This Leave is applicable to all female employees of the Company subject to the eligibility
criteria and other provisions of the Maternity Benefit Act, 1961.
2. Employees are eligible for Maternity Leave only after confirmation of their services.
3. Maternity Leave with pay is available to eligible women employees, for a maximum
period of twelve weeks of which not more than six weeks should precede the date of
expected delivery. In other words, the leave can be utilized in two installments, namely,
not exceeding a period of six weeks before the expected date of delivery and the
remaining period after the date of the delivery.
4. Women employees are also eligible for leave with salary in the event of a
miscarriage/medical termination of pregnancy (six weeks) or if the employee has
undergone tubectomy operation (two weeks), and in the event of any illness arising out
of pregnancy, delivery, premature birth of the child, etc. (maximum one month).
5. The beneficiary forfeits the maternity benefits if she works in any other establishment
during the maternity benefit period and will be liable for disciplinary action.
6. All benefits under these provisions will be subject to submission of formal applications
along with appropriate proofs.

Maternity Leave procedure
1. An employee planning to proceed on Maternity Leave has to submit a formal prior
notice to the Company. The notice shall be accompanied by a certificate from a qualified
obstetrician /gynecologist /Registered Medical Practitioner, specifying the date from
which the employee will be absent from work, the date being not earlier than six weeks
from the date of her expected delivery.
2. The employee also has to:
a. Nominate a person of her choice who would be eligible to receive the maternity
benefit amounts, if the need arises; and
b. Give an undertaking to the Company that she would not work in any other
establishment during the period of maternity benefit.