1. LEAVES POLICY
In this modern time of globalization, where organizations selling their product not only in
their existing city but across the planet; by using highly effective modes of technology
and communication. Human being is a heart and soul of any corporate, so in any
company human work at various levels and perform varieties of job and human resource
is managed by organization at different level.
We all need work life balance, in this fast pace working environment, everyone wish to
have a 9 to 5 job life but many fields required shift working and outstation working or
full time job, so to retain key and talented headcounts, leave policy is one of the
motivation tool, no doubt leave policy is also famous as Sandwich policy, because its
compilation based on business needs and requirement
The purpose of this leave policy is to minimize restriction on
TYPE OF LEAVES
Few types of Leaves given below.
1. Short leave
2. Half day leave
3. Casual leave
4. Sick leave
5. Annual leave
6. Compensatory leave
7. Without pay leave
8. Maternity leave
9. Parental Care leave (coming soon)
10. Long Service leave (coming soon)
11. Hospitalization leave (coming soon)
12. Educational leave (coming soon)
13. Examination leave (coming soon)

2. SHORT LEAVE
1.1 Eligibility:
All Full Time Permanent or FT Contractual Staff.
1.2 Policy Details:
It is a two or three hour leave in a office day or working day, it can be take either in 1st
half or 2nd half, a separate form is available for short leave in annexure, those who have
access to online attendance system, may enter or apply their request / intimation before
one hour of leaving.
1.3 Purpose:
The purpose of the short leave is also personal, any employee to fulfill personal work of
minor nature can avail a short leave. For example:
1. Visit to Bank
2. Parents Teacher meeting.
3. Result Day, School Party
4. See off to any one on airport or railway station.
5. Purchase of medicine.
6. Visit to doctor or consultant.
7. Submitting bills or challans.
8. Baby feeding (for mothers) etc.
1.4 Short leave is a part of Casual leave, for those who want to go out of office for some
specific hours may avail the short leave.
1.5 Short Leave Calculation
Short leave is calculated from Casual leave, if NO casual leave is in balance, then Short
leave is deduct from annual leave. If NO CL or AL balance then short leave is marked as
without pay leave per hour of gross salary
The work place settled to have 08 working hours per day (08 working + 01 launch), short
leave may calculated on two hour per leave. Short leave may be calculated on either two
or three hours per leave (b.o.m.d)
For 08 hours working : 04 short leave = 01 Casual leave
: 02 short leave = 0.5 Casual leave
Flexibility : : 01 short leave can be ignored (b.o.m.d)

3. HALF DAY LEAVE
2.1 Eligibility:
All Full Time Permanent or FT Contractual Staff.
2.2 Policy Details:
It is a four hour leave in a office day / working day, it can be take either in 1st half or 2nd
half, a separate form is available for Half day leave in annexure, those who have access to
online attendance system, may enter or apply their request / intimation before one hour of
leaving.
2.3 Purpose
The purposes of the Half day leave is also personal, any employee to fulfill personal work
of 3 to 4 hour required; can avail a Half day leave. Half day leave is a part of Casual
leave, for those who want to avail Half day off for specific reason may avail the half day
leave. No Half day sick or half day annual is allowed.
2.4 Half day Leave Calculation
Half day leave is calculated from Casual leave, one 04 hour absence from work will be
considered as on half day leave. Similarly 02 half day on different days will count as a
one casual leave and onwards. If NO casual leave is in balance, then Half day leave is
deducted from annual leave. If NO CL or AL balances then short leave is marked as
without pay leave per hour of gross salary.
For 08 hours working : 04 hour off = 01 half day leave.

4. CASUAL LEAVE (CL)
3.1 Yearly Entitlement:
12 Casual Leave per year or 01 CL per month or pro-rata basis.
3.2 Eligibility
All categories of Full Time Staff of H.O, Sites & Residents who completed the probation
period.
3.3 Leave Length:
01 Jan to 31 December per year, no accrual / accumulation or carry forward of casual
leave is allowed nor CL will be enchased at the time of resignation nor it will merged
with SL AL etc.
3.4 Purpose
The major purpose of the casual leave is to avail a leave from one to three days to handle
the unforeseen circumstances of personal life. For example:
1. To attend the wedding ceremony of family member or relative or friend.
2. To attend the funnel ceremony of family member or relative or friend.
3. To attend meeting at school or community.
4. For medical check-up or surgery of dependent or spouse.
5. Home renovation, car repairing etc.
3.5 CL is purely for all categories of full time staff to meet their personal needs; it can be
earned by specific defined procedure within one calendar year. CL for all grade of FT
Staff is same per calendar year so in any case of promotion, demotion, transfer or re-
designation there is no change on CL is made.
3.6 Resigned staff or staff on notice period before leaving or staff whose probationary
period extend by department or management trainee are not entitled for any CL.
3.7 Procedure to utilized the casual leave is simple, intimate immediate supervisor or line
manager or person in reporting relationship through CL form, email or sms, that you are
not attending office/shift/site duty. In CL intimation must be atleast 24 hours before.
3.8 If the employee availed all balance of CL then leave adjustment will be made from
AL and in same sense if no CL or AL balance is available leave then that day pay is
marked without.
3.9 Any pre-announced Gazetted or Religious or state holiday is not count in CL
calculation, where as government declared strike or problem in law and order condition
will adjust in CL monthly calculation b.o.m.d
3.10 HODs or Country / Regional Heads attending meeting/seminar/conference
/ceremonies for personal purpose or they in travel; are requested to please intimate your
leave status to Manager HR or Head of HR through email.
3.11 Employee fails to submit the CL leave application within the due dates, whatsoever
any reason, and adjustment will be made from CL.

5. SICK LEAVE
4.1 One or Two days leave only for the rest purpose against the disease happened due to
seasonal changes or viral or bacteria infection of minor nature, due to their health
condition and completing medication or treatment procedure, all categories of full time
staff entitle for sick leave.
4.2 Yearly Entitlement:
12 Sick Leave per year or 01 SL per month or pro-rata basis.
4.3 Eligibility
All categories of Full Time Staff of H.O, Sites & Residents who completed the probation
period. Whereas if during probationary period employee can avail one day SL upon
approval of department manager, which will adjust from balance after completion of
probationary period, the same process will followed for staff whose probationary period
will extend by department or management trainees.
4.4 Timeline:
01 Jan to 31 December per year, no accrual / accumulation or carry forward of sick leave
is allowed nor SL will be enchased at the time of resignation.
4.5 SL is purely for all categories of full time staff to maintain their health and physical
fitness condition; it can be earned by specific defined procedure within one calendar year.
4.6 Resigned staff or staff on notice period before leaving are not entitled for any SL.
4.7 Procedure to utilized the sick leave is simple, intimate immediate supervisor or line
manager or person in reporting relationship through call, email or sms, that you are not
attending office/shift/site duty.
4.8 If the employee availed all balance of SL then leave adjustment will be made from
AL and in same sense if no SL or AL credit is available leave without pay is marked.
4.9 Staff availing sick leave more then 02 consecutive days need to submit physician
recommendation certificate attached with leave application.

6. ANNUAL LEAVE
5.1 Annual Leaves, a paid vacation, is given to all categories of Full Time staff as per
their grade, upon the successfully completion of one year of service from the date of
joining. No Part Time or any categories of staff is entitled for AL. No AL is taken in
advanced without any genuine reason but subject to b.o.m.d
5.2 Entitlement of the Annual Leave per calendar year i.e. Jan-Dec is as below:
Management ----- 24 per year or 02 per month.
Mid Management ----- 18 per year or 1.5 per month.
General Staff ----- 12 per year or 01 per month.
5.3 No AL is granted in Half day nor less then 03 days but during calculation adjustment
is made from AL, maximum 10 consecutive days shall avail by employees if requested
for AL, adjustment from AL is made if No Casual leave balance available. No AL is
allow during notice period after resignation.
5.4 Unused leaves in a calendar year will automatically be carried forward to the next
year subject to a maximum accumulation of entitled working days per year after which
the leave will start to lapse.
5.5 Leaves cannot be exceeded then limit as for management 48 max limit, mid-
management 36 max-limit, general staff 24 max limit.
5.6 Weekly Holiday i.e. Sunday is not countable in AL, same as all gazette holidays and
state announced religious holidays is not countable if falling between AL, religious
holidays of minorities staff is also not countable if falling between in AL. AL is
calculated from 1st day of absent till day of resuming.(less weekend and above said
holidays). Only in Annual leave other holidays and weekends are not counted as a part of
leave whereas in all other leaves categories holidays and weekends are count as a part of
leave
5.7 Leave planner forward to all HODs in month of January so that staff may plan their
annual leave with consultation. Notice of AL shall reach to HR 5 days before leaving
office duly approved by concerned authorities.
5.8 Un-availed AL will en-cash at the time of leaving company, calculation is made on
gross salary without benefits or allowances per day and payment will made with Final
Settlement Clearance. Staffs are allowed to adjust their AL with notice period of
resignation after satisfactory handover takeover and request by concerned authorities.
5.9 CARER'S LEAVE
5.9.1 It is a part of Annual Leave, Carer's leave is a paid leave and is available to an
employee to take direct care of an immediate ill family or household member (suffered
from serious disease or accident) or if an unexpected emergency affects a family or
household member.

7. 5.9.2 It is usually part of Annual Leave and is dealt with similarly to above. Employees
of all FT categories are entitled to take up to two days paid carer’s leave for each
occasion of family or household member illness or unexpected emergency. An employee
can take unpaid carer’s leave if no leave balance is available with approval of HOD or
CEO.
5.9.3 Adjustment of carer’s leave will made from AL or will marked as without pay.
COMPENSATORY LEAVE
6.1 Compensatory leave is allowed to those employees who work on outstation, sites or
on project through permanent deployment or posting, and the nature of work not allow
him/er to avail and spend gazette holiday with spouse and dependants i.e. Sunday,
National days or Government accounted holidays and religious occasions.
6.2 HOD will provide the no. of holidays the employee worked due to work need, and the
same no. of days will grant him to avail continuously (like annual leaves) within 90
calendar days. Staff are allowed to utilized compensatory days as a carer’s days, in this
scenario no. adjustment will made from AL.
6.3 Compensatory leave is also provide to those staff who are not eligible for overtime
but due to their work requirement they need to stay for long hours, e.g. Audit season in
Finance and in high Production orders.
6.4 The calculation is made on no. of extra hours they work divided by hour required in
one working day i.e. 09 e.g. on completion of 36 overtime hours / 9 = 04 days
compensatory leave is entitled.
LEAVE WITHOUTPAY OR UNPAID LEAVE
7.1 Employee having zero leave balance in casual or annual is marked as LWP or UPL,
and it is calculated on gross per day inclusive all allowances.
7.2 Leave without pay is also granted in case of emergency situation face by employee or
its dependant or spouse or any immediate family member.
7.3 In case of Flood or Earthquake in other areas of country or any unforeseen accident /
exigencies or on extreme compensate grounds, employee will eligible to apply UPL from
01 day to 03 months, based on service tenure, performance record and availability of
replacement.
7.4 All gazette, national & religious holidays, fall between UPL is counted as a part of
UPL, UPL time period is not countable in performance review and no. bonus or any other
benefits will grant to employee.

8. 7.5 All such cases of UPL must required approval from MD or HR Head.
MATERNITY LEAVE
8.1 Eligibility:
Female employees (fall under all categories of FT employment)
8.2 Leave Length
10 Weeks total (5 week before natal and 5 weeks after)
8.3 Entitlement:
Female employees complete one year of service with company are eligible for 10 week
of paid maternity leaves and those who have not complete one year are eligible for 10
weeks of unpaid maternity leave. Also those who completed almost one year but 01 or 02
weeks remain in actual completion can also apply for paid maternity, the approval is
b.o.m.d
8.4 Policy Details:
Maternity leave is not like other leaves, so it is grant only for 03 pregnancies. It is a paid
leave. All types of holidays fall during leave period count as a part of leave. Also starting
and ending weekends or weekends in combination of other holidays are count as a part of
leave.
This leave will not en-cashed nor carry forward nor ex-change. Employees are required to
submit a approved signed form of maternity leave, five weeks prior to the date of
confinement, intend to notify the leaving and returning to work date.
For resuming duty the employees need to submit medical fitness certificate issued by
registered medical practitioners of gynecologist or midwifes grade that she is fit to work,
it is mandatory for all female staff working on engineering line, production line,
warehouses, customer care or performing outdoor duties.
Maternity leave cannot be combined with any other leaves like CL, SL, or AL, Staff need
more leaves due to complications in pregnancy need to apply with approval of HODs.
Staff can avail their annual leave recommend for further leaves, or apply for unpaid leave
UPL (read UPL details).
Employees who adopted legally a child under age of six months are also entitled for 3
month maternity leave for the purpose of making adjustment with the child. The
employee need to inform her department in-writing and HR also that she has applied to
adopt a baby.