R.K.ENterprise Gangesvalley Constructions Pvt.Ltd. R.K.Nirman Pvt.

Ltd LEAVE POLICY AND OFFICE TIMINGS

1. OBJECTIVE To administer and provide guidelines to employees on availing leave. 2. SCOPE AND COVERAGE All employees i.e. probationers and permanent nature and also the trainees across the branches are covered under this policy. 3. APPLICABILITY This policy will apply to the existing employees and employees who may join in future. 4. TYPE OF LEAVE Following types of leave may be granted to the employees 1. Casual Leave 2. Sick Leave (those who are not covered under ESI) 3. Privilege Leave 5. ELIGIBILITY a) Trainees During the first year training period, trainees are not eligible for any leave. 2nd year onwards they shall be entitled to 10 days leave in a year. Unavailed leave can be accumulated to the next year. b) Regular employees CL 6 days SL 6 days PL - 1 day for every 20 days of actual days of working 6. SANCTIONING AUTHORITY y Leave can be sanctioned only by the Department Head or by the competent authority delegated with the power to do so. All requests for leave should

be routed through immediate supervisors for recommendation and approval. y Normally the employees application for leave will be considered favourably. However, the company reserves the right to curtail/refuse the leave applied for or recall an employee, who has already been granted leave, if exigencies of work so demand. 7. APPLICATION FOR LEAVE y y y y All leaves must be applied for in the prescribed leave application form The application form must be submitted to the employees immediate superior Application for leave must be submitted before hand and duly authorized and approved by the HOD In case of emergency, the superior must be informed over phone or by other means to be followed up later with a written request in the prescribed application from.

8. DETAILS OF LEAVE A. Casual Leave y An employee is eligible for 6 days Casual leave in a calendar year. This will be credited to the employees account in advance on the first of January every year. y The employee who joins the company on any other day, will be eligible for CL on pro-rata basis y A Maximum of 2 days can be taken as CL at a time y Sundays, Off-days, National and Festival Holidays can be combined with CL by prefixing or suffixing. However, the intervening holidays, weekly offs will be treated as part of CL y If the employee overstays his leave or breach any or all of the leave provisions aforesaid, the competent authority may at his discretion and based on the merits of each case, treat the entire period of absence as either Earned Leave or Leave on Loss of Pay. y Even half a day CL is permissible y Unavailed CL cannot be carried forward and will lapse at the end of the year. B. Sick Leave y y y y All employees who are not covered under ESI are eligible for sick leave An employee is eligible for 6 days SL in a calendar year and it is credited to the employees account in advance on the 1 st of January every year. The employee who joins the company on any other day, will be eligible for SL on pro-rata basis Minimum of half a day can be considered as SL. SL more than 3 days has to be confirmed by submitting a Medical Certificate issued by Registered Medical Practitioner.

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The intervening holidays, weekly offs will be treated as part of SL SL can be carried forward to the next year and accumulated upto a maximum of 60 days. Sick Leave more than 60 days will lapse.

C. Privilege Leave y y For every 20 days, employees will earn 1 day. To calculate the 20 days, the actual working days will be taken into account and weekly offs, NH/FH will not be added to the no. of days for computing. This leave will be credited to the employees account on completion of one year. PL of an employee will be credited to 1st January of every year. For example, if any employee join ed the organization on 1st January 2011, his PL will be credited to his account on 1st January 2012 and so on. Employees join in the middle of the year will be credited on 1 st January on pro-rata basis. Minimum of 3 days must be taken as PL and maximum of his eligibility. Holidays and Weekly Offs may be allowed to be prefixed or suffixed. However intervening holidays and weekly offs will be counted as part of the Privilege Leave. PL can be carried forward to the next year and accumulated upto a maximum of 45 days.

y y y

9. ENCASHMENT y y y y Employees are encouraged to avail the PL in their credit as far as possible. Only Basic will be taken into account for encashment Encashment will be allowed only at the time of superannuation or retirement or resignation. For workmen, of the balance PL in their credit, they will be encouraged to go on leave for more than 50% of the no.of days balance leave available. For example, a workman at the time of resignation, has 20 days PL in his credit, will be allowed go on leave for a minimum of 10 days and allowed to encash the balance 10 days. Employees in staff level can encash their leave for the PL available to their credit. For this purpose, only 50% for the leave balance will be paid to him. For example, if an employee has 20 days PL in his credit, only 10 days will be taken into account for the purpose of encashment. However, he will be free to apply for leave for all 20 days before his resignation or retirement or even adjust leave against notice period.

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OFFICE HOURS & HOLIDAYS:

 The working hours of the company are as follows: Monday to Saturday 10 am to 6.30 pm Sundays are weekly off days. Employees who are working at construction site the working hours and timing will be decided by EIC/Site Incharge.  All employees shall be entitled to 15 days of National/State and Festival Holidays in a year.  The holydays applicable will be communicated by the H.O. at the beginning of the year.  There is no provision of payin g compensatory holidays/or extra allowance for working on holidays, except for the staff of the construction site.  The management may at its discretion decide to assign specific employees duties of an emergency or essential nature on holidays or days of closures. Such assignments will be communicated in Verbal at a day in advance to concerned e mp l o ye es
Facility beyond schedule working hours: Light refreshment will be provided beyond 7 pm of service 11. ATTENDANCE :

 Every employee marks his/her attendance on arrival and at the time of departure by singing attendance register.  To get attendance for the full day, an employee has to account for the morning as well as the evening attendance.  The employees must value punctually and discipline. In normal circumstances, late coming is not permitted at any cost. Employees coming to office after 10.00 am (a grace period of 20 minutes in special circumstances) will be marked late and 3 days late in a month will be treated as one leave.  Late coming is permitted only in exceptional cases. Prior sanction must be taken from Head of the Department.  Any employee leaving the office premises for official work during office hours should get the permission from his/her authority.  Any non-marking of attendance, which is not supplemented by leaves application, will be treated as full day absence.
12. DRESS CODE:  All employees of the Organisation are expected to come properly dressed to office.  Dress Code for male employees: TROUSERS/ FULL & OR HALF SLEEVES SHIRT/LEATHER SHOES  Dress code for female employees: INDIAN TRADITIONAL /TROUSER/SHIRT.Employees can attend office in casual attire on Sat urdays only.

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MEDICLAIM POLICY: All the employees and their family (Spouse & Children below 25 years) of the organization are covered under Group Insurance Policy of the Company.  This scheme provides for reimbursement of Hospitalization expenses.  Sum insured: Maximum benefits available under this scheme stand to Rs.50000/-.  The Company shall pay the premium for employees. How to Claim An employee intending to avail benefits under the said policy should inform Head office/Authorised agent in writing immediately after the Hospitalization or after the accident, clearly mentioning following details:  Date of Hospitalization  Name and address of the attending doctor  Name of the Hospital  Details of the illness  Date of Admission  Cash less or after getting discharge from the hospital, the concerned employee should fill up the claim form, which are available with the Head office and submit the same along with all the bills and other supporting documents in original to Head office with in time prescribed under the policy.  Head office forwards the same to the Insurance Company for necessary action.  Accepting and rejecting the claim is at the discretion of the Insurance Company.

13. CHANGE OF PERSONAL INFORMATION:  Information regarding any change in employee's address, name, telephone number/mobile number or any other changes in personal information should be informed to H.O.. in writing within seven days from the date of change. 14. REVIEW AND AMENDMENT Management shall review this policy periodically and amendments required, if any shall be made accordingly. 15. RESIDUAL POWER This policy is basically guidelines and the management reserves the right to withdraw / modify to suit organizations philosophy at any time without assigning any reason whatsoever. 16. EFFECTIVE The policy shall come into force with effect from 1st August 11

Approved by