LEAVE POLICY DUBAI

Internal

Document ID Version No. Release Date Document Classification

IGT-DUBAI-LVEP-01 1.1 3-Aug-15

Document Release Note

The Quality Management System – <Leave Policy - DUBAI> documentation is released for use
in InterGlobe Technologies, with effect from <Aug-15>.

This documentation is controlled.

Revisions if any, to this documentation will be available at the IGT Intranet site.

Comments, suggestions or queries should be addressed / mailed to the SEPG/ BE in writing.

© InterGlobe Technologies Group. All rights reserved. InterGlobe Technologies Group (“IGT Group”)
consists of various companies in India and abroad. All Intellectual Properties are owned by IGT Group
in India and abroad. Any use, copying, republication or redistribution of contents contained in this
document is expressly prohibited.
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Document History

Version No. Revision Date Description of Change Author/ Revised By Reviewed Approved
By By
1 25-Aug-13 Policy Documented Yogesh Tripathi Aparna Aparna
Basu Basu
1.1 02-Aug-15 Policy Vijay Kumar Kajla Rajiv Rahul Sinha
Revised(updated Kumar
clause 3.1)

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Table of Contents

1 Objective 5

2 Eligibility 5

3 Leave Calendar 5

3.1 Descriptions of Working Hours 5

3.2 Official Leaves (ARTICLE (74) 5

3.3 Working on Official Leaves/ beyond Standard Working Hours 6

3.4 Annual Leave 6

3.5 Sick Leave 6

3.6 Pilgrimage Leave 7

3.7 Maternity Leave 7

3.8 Carry forward/ leave encashment 8

4 Policy Deviation 8

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1 Objective

The purpose of this policy is to provide guidelines and processes on leaves/official leaves and working hours for Dubai
based employees on the following:
 Leave Entitlement
 Carry-forward and accumulation of leave
 Process for availing leave

2 Eligibility

This policy is applicable to all regular employees of IGSTFZLLC.

3 Leave Calendar

The leave calendar is from 1st April to 31st March of respective year.

3.1 Descriptions of Working Hours

The standard working hours for employees shall be as per the contract of employment. Employees working at
customer location would be governed by working hour’s of customer or as specified.

3.2 Official Leaves (ARTICLE (74)

Each employee is entitled to a paid leave on the following occasions:

Leaves Number of Days

Hijra New Year One
Christian New Year One
Eid Al Fitr Two
Eid Al Adha and Waqfa day Three
Birthday of the Prophet One
Ascension Day One
National Day One

Note:

 BPO Employees working in shifts will follow the published project roster and will be given compensatory offs
or paid overtime in lieu of these leaves
 Employees working at customer location would be governed by the leave (holiday) calendar of customer or as
specified.

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3.3 Working on Official Leaves/ beyond Standard Working Hours

If an employee has to work beyond standard working hours based on the business requirement, the extra time shall
be considered as overtime. Overtime will be paid as per the Overtime Policy.
Employee shall be granted compensatory offs for such days plus 50 percent of his/her one day wage. If employee is
not granted compensatory offs, his/her employer shall pay him 150 percent of his basic wage for the days he worked.

Note:

 The payment or compensatory off is subject to manager’s approval.

 Employees working at customer location need to get this approved from their manager at the client location.

3.4 Annual Leave

As per ARTICLE (75) of Labor law

A) Two days per month for an employee who has completed more than six months but less than one year of
service.
B) Thirty days per annum for an employee whose period of service exceeds one year.

In the event of termination of an employee's service, he /she shall be entitled to an annual leave on pro rata basis.

The employer has the right to specify the beginning of the annual leave and leaves can be divided, when necessary, in
order to ensure smooth operation of the establishment.

3.5 Sick Leave

During the probationary** period, the employee is not entitled to any paid sick leave

If the employee spends over three months after completion of the probationary period, in the continuous service of
employer, and falls sick during this period, he becomes entitled to a sick leave not more than 90 days either
continuous or intermittent per each year or service, computed as follows:-

A. The first fifteen days with full pay.

B. The next thirty days, with half pay.
C. The subsequent period, without pay.

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If an employee suffers from an illness which is not work-related, he/she shall notify the employer within 24 hours
from his/her illness by any available means and the employer may put him/her under medical examination in order to
establish authenticity of the illness.

The employer is not allowed to deprive the employee from his/her sick leave.

** Refer to the IGSTFZLLC probation policy.

Procedure for sick leave

The employee must:
 Promptly notify his/her line manager or other appropriate individual if the line manager is unavailable of an
illness as soon as they can within one hour of their start time.
 Obtain adequate medical treatment to speed recovery.
 Make every attempt to keep their immediate supervisor informed of the expected recovery period and
estimated return to work date.
 When an employee returns to work, he/she should apply leaves on LMS which should be authorized by
his/her line manager.
 Medical certificates for all absences of 2 days or more must be provided. A longer period of sickness must be
covered by consecutive medical certificates.
 If medical certificates are not produced, the absence will be regarded as unauthorized absence, will be unpaid
and the employee may be subjected to disciplinary procedures up to and including dismissal.
 Where an employee’s attendance is a concern, the line manager may request individual employees to submit
a doctor’s certificate for every day’s absence. The line manager may, through HR, refer employees whose
attendance is causing concern to a doctor advised by IGSTFZLLC for a medical opinion related to their fitness
to work.
 Employees who have unacceptable levels of absence, (either recurring short-term absence or long-term
absence) or fail to follow the sick policy will be subjected to action under the company disciplinary
procedures.
 The employee must attend a return to work meeting with their line managers on his/her first day of return to
work as requested.

Termination on medical grounds

IGSTFZLLC reserves the rights to terminate an employee on medical grounds who has a continuous and/or interrupted
illness, which has resulted in absence from work for the full sick leave entitlement (90 days), exhausting his sick pay.
In such cases the employee will be paid all applicable benefits as entitled at the end of the service.

3.6 Pilgrimage Leave

The employee is entitled for a one time pilgrimage leave of 30 days without pay during the years of his/her contract of
employment.

3.7 Maternity Leave

An employee is entitled to 45 days maternity leave with full pay including both pre and post natal periods, provided
that she has completed one year of continuous service with IGTFZLLC. A female employee who has not completed the
aforesaid period of service shall be entitled to maternity leave with half pay. Two nursing breaks of half an hour each

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and every day can be availed under this policy, without any reduction of pay.

3.8 Carry forward/ leave encashment

As per ARTICLE (79)

The employee is entitled to receive cash in lieu of annual leave days not availed by him, if he was dismissed or if he
left the service, after the period of notice stipulated by law. Cash in lieu of leave is calculated on the basis of pay
received by the employee at the time of maturity of such leave.

The employee shall receive his/her basic salary specified by the contract of employment as his leave salary, plus
housing allowance.

4 Policy Deviation

Any deviation from the above-mentioned policy would need approval of the Group HR Head, InterGlobe Enterprises.

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