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Leave Policy For The Company

1. Policy Statement & Objective:
This Policy encourages its employees to take break from work as this provides for
a healthy and efficient staff. The leave policy sets out the various types of leaves
that an employee is eligible for and outlines the procedure for taking leave.

2. Leave Year & Applicability:
• Leave year is from 1st April – 31st March
• The different types of leaves covered under this policy are:
o Priviledge Leave
o Casual Leave
o Sick Leave
• The policy is applicable for all – Permanent employees.
• This policy is not applicable to consultants engaged with the company.
• Employees who are on Probation are not covered under this policy.
• In the event of an employee leaving the service of the organization by the
way of resignation or attaining the age of retirement or otherwise, except as a
result of disciplinary proceedings, he/she shall
o Not earn Priviledge leave during the notice period that the
employee needs to serve, in case of a resignation
• All leaves should be applied in “ Standard Leave Form” available
with the company
• Minimum of 8 days leave per year by each employee is intended.

2.Privilege Leave/ Earned Leave:
a. Eligibility
 All permanent employees are eligible to avail privilege leave
 Priviledge leave is calculated for a period of one calendar year
(April- March)
b. Entitlement
18 days privilege leave P.A is allowed to each employee. Out of 18 days
leave credited for the year, any un-availed paid leave in excess of 10 days
at the end of the year will lapse automatically. In other words not more
than 10 days leave will be carried forward to next year.

All the employees are required to submit a leave plan to their respective
head of the department stating when he/she intends to take paid leave.

An employee who joins the company other than 1st day of April shall be
entitled to earn the leave in that respective year on a pro-rata basis.

Employees should submit application for leave in the prescribed format , 5
days in advance to his/her departmental head . Even leave of casual nature
needs prior approval
All leave will be sanctioned by the departmental head and sent to the HR
department for records. Paid leave cannot be encashed for more than
10days in any year. The overall limit on encashment is 10 days only.

In order that we, as employer, respect the much needed employee leisure
time, compulsory paid leave is provided for. Employees must avail a paid
leave of minimum 8 days in a year.

3. Casual Leave:
a. Eligibility:
 All permanent employees are eligible to avail Casual leave
 Casual leave is calculated for a period of one calendar year (April-
March)
b. Entitlement:
o All permanent employees are eligible for 1-day casual leave at the
rate of 4 months served. An employee is eligible for a maximum of
3 days casual leave in a calendar year.
o Half Day CL can be taken as needed.
o If an employee avails more than 3 casual leave during the calendar
year. Excess leave will be deducted as PL or if PL is not available
they will be unpaid leave.
o All leaves should be applied for in advance unless circumstances are
such that it is not possible to do so. In such cases a telephone call or
an email to the concerned reporting authority or his/her absence to
the concerned department, as intimation should serve the purpose.
c. Accumulation:
o Casual leave cannot be accumulated or encashed or carried forward to
the next calendar year.
o

4. Sick Leave:
a. Eligibility:
o All permanent employees are eligible for 1-day sick leave at the rate
of 4 months served. An employee is eligible for a maximum of 3
days sick leave in a calendar year.
o If an employee avails more than sick leave during the calendar year.
Excess leave will be deducted as PL or if PL is not available they
will be unpaid leave.
d. Entitlement:
o All permanent employees are eligible for 1-day casual leave at the
rate of 4 months served. An employee is eligible for a maximum of
3 days casual leave in a calendar year.
o Half Day CL can be taken as needed.
o If an employee avails more than 3 casual leave during the calendar
year. Excess leave will be deducted as PL or if PL is not available
they will be unpaid leave.
o All leaves should be applied for in advance unless circumstances are
such that it is not possible to do so. In such cases a telephone call or
an email to the concerned reporting authority or his/her absence to
the concerned department, as intimation should serve the purpose.
c. Accumulation:
o Sick leave cannot be accumulated or encashed or carried forward to the
next calendar year.