WITH THE LEAVE POLICY

1. Purpose:
The Company recognizes the need of its employees to take time off for rest, recuperation
and to attend to personal exigencies. The purpose of this policy is to define leave eligibility
and to facilitate planning and availing of leave in a systematic manner.

2. Eligibility:
The policy is applicable to all regular employees, trainees and contract employees of the
Company working in India.

3. Classification of Leaves:
The following categories of leave are covered under this policy:

Leave
• Casual Leave (CL)
• Sick Leave (SL)
• Privilege Leave (PL)
• Special Leave (SPL)

Policy • Leave Without Pay (LWP)

Please refer to the New Maternity Benefits Policy for Maternity Leave (ML) details.

(Applicable for employees working in

4. Leave Year:
India who have joined the Company The leave year for computing all types of leaves will be the financial year i.e. from 1st April
before 1st November 2017) to 31st March. Any employee joining between the leave year will receive pro-rated leaves.

5. Casual Leave:
5.1. All employees (other than employees in grade M1 and above) are entitled for Casual
Leave in a leave year on a pro-rata basis as below:

Category Entitlement

Employees joined before June 05, 2010 10 days

Employees joined between June 05, 2010 and October 31, 2017 6 days
 5.2. Casual leave (CL) is meant for emergencies and unforeseen situations. Casual Leave is 6.6. Those covered by E.S.I. Scheme should submit a certificate by the E.S.I. doctor
intended to meet special or unexpected circumstances arising out of domestic and applicable and should furnish details of payments received from ESI on account of NAE,
personal reasons. if any. This payment needs to be adjusted with salary else it leads to availing of dual
benefit and will be liable for disciplinary action.
5.3. Employee must intimate his/her reporting manager to avail Casual Leave. In case of an
emergency, the employee must inform his/her reporting manager over phone and 6.7. Intervening weekly offs and paid holidays shall be counted as Sick leave.
submit the leave application on returning from leave.
6.8. Sick Leave can be either suffixed or prefixed but not both with public/company
5.4. This leave will be credited to an employee’s account on 1st April every year.
declared holidays/weekly offs. In case Sick Leave is both Prefixed and Suffixed, one day
5.5. Employees on probation can avail Casual Leave after completion of one month of service. extra Sick leave will be deducted.

5.6. At any given time, Casual Leave can be availed for a minimum of half day and maximum 6.9. Sick Leave cannot be combined with any other type of leave except in special instances
of two consecutive days. where an employee who has proceeded on sick leave and has continued to remain away
5.7. No other leave of any kind can be combined with Casual Leave. Casual Leave can be from work on account of sickness even after the exhaustion of the balance of sick leave
either suffixed or prefixed but not both with weekly offs or other public holidays. In case (accumulated or otherwise), then Sick Leave can be combined with Privilege leave for
Casual Leave is both Prefixed and Suffixed, one day extra Casual leave will be deducted. the period of sickness.

5.8. Casual leave cannot be carried forward or en-cashed and will lapse at the end of the 6.10. Sick Leave can be accumulated up to a maximum limit as defined below. Any such leave
leave year. in excess of the defined limit will not be carried forward or en-cashed and will lapse at
the end of the leave year.

6. Sick Leave: Category Accumulation Limit

6.1. All employees are entitled for Sick Leave (SL) in a leave year on a pro-rata basis as below: Employees joined before June 05, 2010 36 days
Category Entitlement Employees joined between June 05, 2010 and October 31, 2017 18 days
Employees joined before June 05, 2010 12 days
6.11.Misuse of sick leave will be treated as a serious breach of discipline and such days of
Employees joined between June 05, 2010 and October 31, 2017 6 days
leave shall be treated as leave without pay
6.2. This leave will be credited to an employee’s account on 1st April every year.

6.3. Employees on Probation can avail Sick Leave after completion of one month of service.
7. Privilege Leave:
6.4. Sick Leave can be availed for a minimum of half day.
7.1. All confirmed employees are entitled to privilege Leave (PL) in a leave year on a
6.5. Sick Leave exceeding 2 consecutive days should be supported by medical certificate
pro-rata basis as below.
issued by a registered medical practitioner. Notwithstanding such certificate, the
Company may at its sole discretion ask the employee to present himself/ herself before Category Entitlement
the Company's Medical authority or any doctor authorized by the Company for medical Employees joined before June 05, 2010 30 days
examination and in such situation, the employee shall be eligible for paid sick leave only
Employees joined between June 05, 2010 and October 31, 2017 24 days
upon the company appointed doctor certifying the same.
7.2. PL will be earned on a monthly basis and will be credited into employees account at the 7.10. On cessation/separation of employment the unavailed privileged leave balance, as
end of each month. For LWP cases, privilege leave entitlement for month will be applicable, will be en-cashed and paid along with the final settlement of the employee.
prorated basis below table:
7.11. For the purpose of encashment, only the employee's Basic salary and Cost of Living
LWP Days PL Deduction PL Deduction Allowance where applicable, will be considered.
(for employees joined before (For employees joined
7.12. An employee remaining absent beyond the period of leave originally sanctioned or
June 05, 2010) between June 05, 2010 subsequently extended shall be liable to lose his or her lien on employment. This is
and October 31, 2017) unless he/she returns within 3 days of the expiry of the sanctioned leave and explains
1 to 7 days 1 day 0.5 day to the satisfaction of the sanctioning authority/Department Head, his/her reasons
8 to 14 days 1.5 day 1 day for the inability to résumé his/her duties immediately on the expiry of his/her

15 to 21 days 2 days 1.5 day approved leave.

22 to 31 days 2.5 days 2 days

8. Special Leave:
7.3. Employees during probation period are not eligible to avail the privilege leave. However,
8.1. Employees participating in sporting/cultural events at the National/ International level
the probation period will be considered while calculating privilege leave entitlement.
can avail up to 7 working days in a leave year as Special Leave.
7.4. Privilege Leave can be availed for a minimum period of 3 days. Grade M1 and above
8.2. Employee should apply to the Head of the Department, through his/her immediate
employees can avail a Privilege Leave for a minimum period of 1/2
1 day.
day.
supervisor. The official letter / invitation from the designated authorities must be
7.5. Privilege Leave can be accumulated up to a maximum of defined limit as below. Any attached to the application.
such leave in excess of defined limit will not be carried forward or en-cashed and will
8.3. The Head of the Department after considering official requirements / exigencies of
lapse at the end of the leave year.
work can recommend such leave with approval by the HR Department.
Category Accumulation Limit 8.4. Employees participating in local sports or cultural events are not eligible for
Employees joined before June 05, 2010 60 days special leave.

For employees joined between June 05, 2010 and October 31, 2017 48 days

7.6. Weekly Offs and Company declared Holidays falling within a period of approved
9. Annual Public Holidays:
privileged leave will be excluded from the Privilege leave calculation for employees in 9.1. The list of holidays observed in the calendar year is communicated to employees
grade M1 and above only. through general circulars/email, at the beginning of the year.

7.7. Privilege Leave cannot be combined with Casual Leave or vice-versa.

10. Leave for Contract Employees:
7.8. Privilege Leave applications should be submitted at least 15 days prior to proceeding
10.1.Contract employees will be eligible for 12 days Privilege Leave for the first year. If the
on leave.
contract is further extended for a year, employee will be eligible for 24 days of Privilege
7.9. Employee are not allowed to utilize his/her privilege leave during the notice period. Leave and 6 days of Sick Leave.
11. Leave without Pay (LWP): 13. Unauthorized Absence:
11.1. LWP is not a leave option in the hands of employee. It is an arrangement allowed at the 13.1.Employee’s absence from work without prior approval of leave or without any
discretion of the Management, in exceptional circumstances, when all the leave communication to the supervisor, would amount to Unauthorized Absence
entitlements for the year have been exhausted. from work.

11.2.Such type of leave may be allowed only in case of an emergency with prior approval of 13.2.In cases where there is unauthorized absence, the concerned Department Head would
the Reporting Manager and Head of the Department. inform the HR department immediately.

11.3.During such leave, no components of the employee’s salary and/or benefits are paid, 13.3.Employees will not be eligible to receive any salary for the period of
and the employee is not granted any benefit linked to attendance. Unauthorized Absence.
11.4.In case of those employees whose LWP extends beyond 30 days, the concerned
13.4.Habitual absence of leave from work without prior approval will be treated as
employee will not be eligible for any salary increment as applicable, for the performance
unauthorized absence. In such cases the Company will take disciplinary action
year (excluding LWP availed for maternity cases and other critical illness cases, as
as necessary
signed off by the Department Head adequately supported by medical documents).
13.5.If an employee remains absent without approved leave or overstays without approval

12. General Guidelines: from the sanctioning authority for a period of three (3) consecutive days or more,
disciplinary action including termination from service, may be initiated against the
12.1.Leave cannot be claimed as a matter of right, and the discretion of grant or refusal of employee by the Company.
leave, lies solely with the sanctioning authority, based on the evaluation of business
requirements.
14. Leave Application Procedure:
12.2.The Company expects employees to use this benefit prudently and judiciously such that
14.1.The leave entitlements of an employee are uploaded on ‘MyTime’ portal.
it is aligned to work interest. In this regard, for privilege leave and special leave,
employees are required to plan their leaves with their immediate manager at the 14.2.Employee should apply for any kind of leave through ‘MyTime’ portal only.
beginning of the year in April. 14.3.The approval of the leave by the reporting manager is also done through
12.3.All leave should be applied well in advance (except Sick leave and in case of ‘MyTime’ portal.
emergencies) in the My Time system.

12.4.Normally the Company will grant leave as per leave rules, however in case of work 15. Amendments:
exigencies, the Company reserves its right to refuse or reduce leave. The reasons for
15.1.The terms, entitlements, guidelines in this policy are subject to change at any
such refusal will be recorded in the leave request.
point in time as deemed necessary to suit current work requirements. The
12.5.The Company does not advocate extension of leave. In exceptional cases when Company reserves the right, at its discretion, to change, modify, add, or remove
extension is unavoidable, application for extension must be made in good time. The portions of these Terms at any time. Any changes to this policy will be
grant of extension will be at the sole discretion of the Department Head. In case of appropriately communicated to employees. However, employees are also
non-sanction of leave, the period of absence will be treated as unauthorized absence, advised to check this policy periodically for any changes that may have
attracting necessary disciplinary action. been made.