GOODMEN INDUSTRIES PRIVATE LIMITED

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 31st December.
 Eligible leave is credited to the employees on the 1 st of January every
year.
 The different types of leaves given under the policy are:
 Casual Leave (CL)
 Sick Leave (SL)
 Earned Leave (EL)
 Maternity Leave (ML)
 Loss Of Pay (LOP)
 The Leave policy is applicable for all permanent staff of the
company.
 Employees who are appointed during the course of the year shall be
entitled to the above leaves on pro-rate basis.
 Employees whose date of joining service falls between 1 st to the
15th of a month are entitled to get the leave credit for that month.
 Employees whose date of joining service falls between 16th to the
end of the month are not entitled for the leave credit for that
month.
  If an employee is relieved on any day between 1 st to 15th of a month,
then he / she is not entitled for leaves due for that month.
 If an employee happens to leave on any day between 16 th to the end of
the month then he / she is entitled for leaves due for that month.

CASUAL LEAVE
ELIGIBILITY:
All permanent staff
Casual leave is calculated for a period of one year (January to
December)
ENTITLEMENT:
1. 7 days of Casual Leave in a calendar year.
2. A minimum of half CL can be availed & a maximum of 3 days in a
row can be taken.
3. If CL extends beyond 3 days, then the excess days taken will be
treated under LOP.
4. It is up to the Management’s discretion to sanction more than 3 days
of CL at a stretch.
5. National / Festival / Declared / weekly off days can be prefixed and /
or suffixed to CL.
6. Intervening National / Festival / Declared holidays will NOT be
counted as part of the leave.
7. Balanced CL remaining unutilized as on 31st December will lapse.
8. When leave is taken without prior sanction (under certain unavoidable
circumstances), the absence should be notified to the respective H. O.
D ’s on the same day through phone.
 9. Approved leave application should reach the HR department within 3
working days of rejoining.

SICK LEAVE
ELIGIBILITY
All permanent staff
ENTITLEMENT:
1. 7 days of Sick Leave (SL) in a calendar year.
2. A minimum of half SL can be availed & a maximum of whatever
is required or whatever is available, whichever is lesser
3. If SL extends beyond 3 days, it has to be accompanied with a
Doctor’s certificate
4. In case adequate number of SL is not available with an
employee, he can club EL with it. If EL is also not available,
then it will be treated as LOP.
5. Intervening National / Festival / Declared holidays will be
counted as part of the leave.
6. Balanced SL remaining unutilized as on 31 st December will be
carried forward to the next year
7. A total of 10 SL can be accumulated after which it will start
lapsing
8. Inability to attend office because of any sickness should be notified
to the respective
9. H. O. D’s on the same day through phone.
10. Approved leave application should reach the HR department
within 3 working days of rejoining.
 EARNED LEAVE (EL)
ELIGIBILITY
1. All permanent staff.
ENTITLEMENT
1. 7 days of EL in a calendar year.
2. EL will be credited to permanent staff only on completion of one year
of service with the company.
3. The days served under probation will be taken into account for EL
eligibility.
4. EL can be availed only on prior approval.
5. National / declared / festival / weekly off days can be prefixed and / or
suffixed to EL.
6. Intervening National / declared / festival / weekly off days will NOT
BE counted as part of the leave.
7. Half day of EL cannot be taken.
8. Balanced EL remaining unutilized as on 31st December can be
carried forward.
9. EL can be accumulated for a maximum of 10 days.
10.Accumulated EL over and above 30 days can be encashed at the
rate of last basic pay drawn on the 31 st of March or during final
settlement in case of resignation / retirement / termination.
11.At the time of resignation / retirement / termination the balance
EL will be encashed at the basic pay rate as on the day of
resignation / retirement.
12.Any absence of more than the number of EL sanctioned will be
treated as leave without pay, unless given valid reasons to the
management.
 MATERNITY LEAVE (ML)
ELIGIBILITY:
All married female staff.
ENTITLEMENT:
1. 84 days of paid Maternity Leave is allowed to females who
have to deliver a child
2. A female employee can adjust this leave before and after the
delivery of child totaling it to 84 days.
3. Before availing this leave, a certificate from the gynecologist
has to be submitted mentioning the expected date of delivery.
4. Intervening National / declared / festival / weekly off days will
be counted as part of leave.
5. If, because of any complication, leave has to be extended, it can
be done but will fall under LOP.
LOSS OF PAY (LOP)
1. LOP can be applied by an employee when no other leave is
available.
2. During the period of LOP, the employee is not entitled for
any pay or allowance.
3. A maximum of 1 months of LOP can be availed on the
approval of the management. (Exceptional cases like ML/SL,
etc.)
4. If the employee fails to report to duty on the specified date
after the sanctioned LOP, it is deemed that the employee
has abandoned his service with the company on his own
accord.
5. LOP can be implicated on disciplinary grounds with regard to
attendance by the management regardless to the availability of
the other types of leave.
6. LOP days will not be taken for EL eligibility.

COMPENSATORY OFF

1. If an employee is required to work on any important

assignment on a National / Festival / Declared / weekly off
day, he is eligible for Compensatory off on any other
working day.

2. Official approval is required from the department head /

management to work on such National / Festival /
Declared / weekly off days. No compensatory offs will be
entertained when worked on these days without proper
approval.

3. The compensatory off has to be availed within a period of

three months from the date worked.

4. Compensatory off when not availed within the stipulated

time period will lapse.

5. Only two days of compensatory offs can be combined and

availed at a stretch.
LEAVE SETTLEMENT DURING RESIGNATION /
RETIREMENT / TERMINATION:
If an employee to be relieved has availed more number of CL against
the number of months he has worked, then the excess CL will be
deducted during his final settlement.
EL for the days worked till the employee’s date of relieving will be
calculated and paid during the final settlement, provided he / she
fulfils EL eligibility criteria.

PROCEDURE FOR APPLYING LEAVE

The available leave balance is to be checked by the employee with the
HR department and the leave to be applied by duly filling up the leave
application form. The application has to be forwarded by the
employee to their departmental head for approval. The departmental
head is authorized to either grant or disapprove the leave on valid
grounds. The approved leave application has to be submitted to the
HR department for recordings and subsequent processing.

CANCELLATION OF LEAVE
1. The department head can also cancel the once sanctioned leave
on situational / need basis. If 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. As 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 leave well in advance and get
it sanctioned to avail them. In case an employee overstays, the
unsanctioned leave availed will be treated as absence from
duty.
ABSENCE FROM DUTY
1. When an employee takes 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 Pay.
3. The employee has to report to his / her department head on
rejoining duty from absence and provide valid reasons for
absence in writing before taking up work again.
4. If an employee is absent from duty continuously for more than
7 days (including any National / Festival / Declared / weekly
off days which may fall in-between), an official correspondence
from the HR department will be sent to him asking to report to
duty and to provide explanation for his absence.
5. Based on the enquiry any action deemed fit will/would be taken
by the management.
6. If there were 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.
** For the time being, till the further notification, Mr. Anil Sinha,
Executive Director of the company has all the rights to approve the
leave and settled down.