Chapter III Working Schedule, Holidays and Leave Working schedule 23.1.

The employee has to resume his duties on five days a week i.e. Monday to Friday, Saturday and Sunday being weekly off. Provided that the last Saturday of every month Shall be a working day. In case the last Saturday happens to be one of the ten Public holidays mentioned below, then the immediate preceding Saturday of that month which is not a holiday will be declared a working day. Timings: Monday to Friday: 9.30 a.m. to 6.00 p.m. (inclusive of lunch break) 8 hours per day excluding lunch break of ½ an hour 40 hours per week excluding lunch break of 2½ hours Total working hours not exceeding 8 hours per day and 48 hours per week During last week Monday to Saturday : 9.30 a.m. to 6.00 p.m. (inclusive of lunch break) 8 hours per day excluding lunch break of ½ an hour 48 hours per day excluding lunch break of 3 hours. Holidays 23.2. All the employees of the company shall be entitled to the following ten Public Holidays in common, during one calendar year. 1. Republic Day 2. Holi (2nd Day) 3. Maharashtra Day 4. Independence Day 5. Ganesh Chaturithi 6. Mahatma Gandhi Jayanti 7. Ramzan Id (Id Ul Fitur) 8. Dasera 9. Diwali Amavasya (Laxmi Pooja) 10. Christmas ..2


1. It can be clubbed with all types of leave except as a suffix to without Pay Leave and casual leave if the total absence exceeds six days. Willful absence from duty after the expiry of sanctioned leave will be treated as a breach of discipline.2. however. The un availed optional holidays shall lapse at the end of the calendar year and cannot be either encashed or carried forward. An employee on leave cannot return to duty before the expiry of such leave except with the permission of the Competent Authority.3 :3: . before resuming duty. d) An employee who remains absent after the end of his sanctioned leave shall not be entitled for pay for such overstay. shall be treated on duty. General Conditions Governing Grant of Leave. .. When exigencies of the Company so requires. Types of Leave 24. The following general principles shall govern the grant of leave to the employees. a) It is to be noted that Leave is earned by duty or service and it cannot be claimed as a matter of right.3 to 25. b) Sanction of leave is not to be presumed and leave applied for should not be availed of unless it has been sanctioned. every employee shall have the option to select any two holidays of his/her choice from the holidays declared under Negotiable Instrument Act 1881. e) An employee on any one of types of the leaves stated in 25. the Competent Authority may refuse or revoke leave of any description. f) Leave may be prefixed and/or suffixed to a holiday. Provided that the optional holidays are to be availed of only with the previous sanction. Subject to the guidelines stated herein this Manual.23. fully. In addition to aforesaid ten holidays.3. intervening holidays shall be treated as leave.7 subject to the conditions in respective clause . unless otherwise allowed by the Competent Authority. the following kinds of leave may be granted to an employee: (1) Casual Leave (2) Privilege Leave (3) Maternity Leave (4) Paternity Leave (5) Leave without pay. 24. Such list of optional holidays that can be. c) An employee is expected to avail of leave granted. on commencement of current calendar year reckoned for leave will be declared by HR Department with MD & CEO’s approval every year on 31st December of previous year.

intimate to the competent Authority his address while on leave.. the casual leave of 12 days. 1 day casual leave will be credited on 1st of every month during probation period. failing which such carried forward casual leave shall lapse. For this purpose “Duty” means the period spent in the service of the Company but excludes periods of leave of any kind except casual leave. may be credited in advance as on 1st Jan every year. except one who has not completed six months of probation on first appointment.g) Casual Leave may normally be availed of only after sanction by the Competent Authority but one day casual leave may be availed of without prior sanction in case of unforeseen emergency provided the Competent Authority is promptly informed. j) Combination of leave: Casual leave cannot be availed of in conjunction with any other kind of leave. However. disproportionately. not availed of by an employee during the year. The Competent Authority may waive shortfall. l) All leave lapses at the time of retirement. b) Un availed privilege leave will be carried forward for the next year.4 :4: . when an employee is on leave /remains absent for more than 3 months.m. before proceeding on leave. k) No leave can be sanctioned for a fraction of a day. casual leave will be credited pro rata basis @ 1 day p. c) The period of privilege leave which can be accumulated by any employee is 240 days. can be carried forward for the next year. in the period. i) An employee shall. excepting in ML cases. shall earn privilege leave @ onetwentieth part of the duty. e) Casual leave cannot be availed for more than 6 days at a time. . but necessarily to be availed of on or before 30th June of such next year. not more than 18 days in a calendar year. Subject to this condition any kind of leave under this chapter can be granted in combination with or in continuation of any other kind of leave. death discharge dismissal resignation or termination for any reason whatsoever.3 a) An employee may be granted casual leave upto a maximum of 12 days during the period of 12 months from 1st January to 31st December.4 a) An employee. f) Any casual leave. c) Except under special circumstances the employee should not avail of Casual Leave. Privilege Leave 24. d) In case of an employee on probation. h) Application for privilege shall be ordinarily submitted 15 days before the date on which leave is required. Casual Leave 24. if any. b) In case of confirmed employee.

6 a) A confirmed male employee shall be entitled for Paternity leave. subject to submission of necessary medical certificate. 2011 and so on. . for a period of 3 days on one occasion subject to maximum of 6 days in entire service. Maternity Leave 24. whether Voluntary or on his reaching superannuation. Paternity Leave 24. 2. f) Notwithstanding anything contained in 25(2) (k) hereinabove in the event of death of an employee while in service or as on the date of retirement.5 :5: . for MTP and miscarriage.7 Employee’s absence may be treated as leave without pay in the event of:-1. The ceiling of 6 weeks is applicable separately in case of MTP and miscarriage. b) In addition to the maternity leave as above. Further 2 weeks leave will be granted when a female employee has undergone tubectomy operation. 2008 to 31st December.Employee availing of any type of leave without being eligible for it. nominee or to the legal heirs of the employee as the case may be..d) An employee may be allowed to encash maximum 15 days privilege leave once in block of two years. Leave without Pay 24. The consequent blocks will be January 1. 2010 to December 31. during wife’s pregnancy but within one month of child’s birth. Allowance) calculated on the basis of his last pay drawn for the period of privilege leave to his credit as on that date shall be allowed to the employee. e) If the employee has served the notice of his intention to resign from the services of ITSL shall not be allowed to avail the facility of encashment of Privilege Leave. Employee availing of any type of leave without getting it sanctioned by the Competent Authority. a payment equal to the employee’s ‘Basic pay + Spl. subject to submission of necessary medical certificate. 2009. provided balance privilege leave after the encashment is 30 days and more. for a period of 4 months on one occasion subject to maximum of 8 months in entire service. The leave under this section is subject to the submission of necessary medical certificate. First such block will begin from 1st July.5 a) A confirmed female employee shall be entitled for maternity leave. maximum 6 weeks leave will be allowed in entire service.

on case to case basis. 6. Leave without pay for any period beyond 180 days can be granted by MD & CEO on the merit. Employee overstaying beyond the period of the sanctioned leave. Employee availing leave in combination which is not permitted as per terms and conditions of this HR Policy. 5.3. . 4. sanctioned absence due to inadequate credit balance in leave account can be maximum up to 180 days.e. Leave without pay i.

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