New Leave Guideline

 This policy is applicable to all regular employees of MDFVPL from the Level -6 to Level -1.
 Leave can not be claimed as a matter of right and shall depend on the exigencies of the
establishment and shall be at the discretion of the Competent Authority.
 Leave shall be granted by Competent Authority.
 An employee who desires to obtain leave of absence shall apply in writing to the Competent
Authority in the prescribed Form for the purpose.(Enclosed is the copy of Leave Application
Form)
 Leave application in case of EL shall be made at least 7 days before and in all other cases at
least 3 days before the date from which leave is to commence, except in an urgent case or
unforeseen circumstances when it is not possible to do so.
 The approved leave application need to be submitted to the HR by the employee before 18th
of every month, failing to submit the same will result in leave without pay.
 Sunday / Holiday may be allowed to be prefixed / Suffixed to leave.
 Any sanctioned leave which does not fall under any of the above category (i.e. EL, ML, and
CL) will be considered as Leave without Pay.
 Any kind of leave except casual leave may be granted in combination with or in continuation
of any kind of leave.
 There will not be any encashment or carry forwarded of casual leave if the same is not
availed during the year.
 Leave may not be granted to an employee under suspension or against whom proceeding
are pending.

Casual Leave
 Casual leave may be granted to an employee by the Competent Authority up to a maximum
of 10 days in a calendar year. Half day casual leave is also admissible. Casual Leave cannot
be clubbed with Earned Leave / Medical Leave / Maternity leave.
 In case of an employee whose service commences otherwise then on 01st January, Casual
leave may be allowed in proportion to the period of service during the first calendar year.
 The grant of Casual leave will be minimum of ½ day and maximum of 3 days in a spell.
 Casual leave cannot be carried forwarded to the next year or be prefixed or suffixed to any
other kind of leave.
 Weekly off / Holidays proceeding, intervening or succeeding the leave shall not be counted
as Casual leave, but absence from duty on account of CL including Weekly Off / Holidays
should not exceed 10 Days.
 Earned Leave
 Employee shall be entitled to earned leave with salary for a maximum period of 30 days in a
calendar year. In case of leave without pay / unauthorized absence, pro rate reduction will
be take place in accrual of Earned Leave.
 An employee shall not be entitled to more then three spells of EL during a calendar year in
every occasion and will not be granted for a period of less then 4 days at a stretch.
 Weekly off days and Holidays falling in between the leave period shall be counted as leave.
However, weekly off days and Holidays may be allowed to be prefixed and / or suffixed to
leave.
 Earned leave can be availed only after confirmation i.e. post successful completion of
Probation period. However, an employee can avail advance EL in case he has not completed
one year of service.
 Un availed leave shall be added to the leave to be allowed in the succeeding calendar year.
The total credit of an employee shall not exceed 300 Days.
 EL will be credited on half yearly bases 15 days in January and 15 days in July. Prorated
leave credit will be done for new hires joined during the month based on date of joining.
 An employee may be allowed encashment of EL once in a calendar year subject to a
maximum of half the balance in credit on the date of request.
 The encashment of EL will be to the extent of ranks for the PF wages / salary the employee
is entitled to draw on the date of his application for encashment.
 Un availed EL subject to a maximum 300 days will be encashed at the time of separation
from service for any reason whatsoever.

Full Pay Sick Leave

 Full pay sick leave shall accrue to an employee at the rate of 10 days in respect of each
completed year of service and may be granted on medical certificate.
 Upto three days absence on account of sickness, no medical certificate is required. However,
if such absence exceeds more than three days, certificate from medical practitioner not
below the rank of MBBS or equivalent to be submitted. The signature of the employee
should be attested by the Doctor in the said medical certificate.
 Un-availed full pay sick leave shall be added to the leave to be allowed in the succeeding
calendar year, provided that the total number of days of leave that may be carried
forwarded to a succeeding year shall be such that at the commencement of any calendar
year ( i.e. on 01st January). The total credit of an employee shall not exceed 300 Days.
 Un-availed full pay sick leave upto a maximum 300 days shall be allowed to be encashed at
the time of retirement, permanent total disablement and death.
 Compensatory Leave

 Employees working on weekly off / Holidays ( only in case where, the employee has been
specifically instructed to do so by the HOD / Reporting Manager owing to business
exigencies) will be entitled for compensatory leave.
 Working on weekly off /public holiday – more than 3 hours will attract half day
compensatory. More than 6 hours will attract 1 day compensatory leave.
 To continue work in the shifts in absence of reliever will attract half day or full day
compensatory leave as the case may be.
 The compensatory leave should be availed within 90 days. Failing which, it will be lapsed.
Compensatory leave can be suffixed or prefixed with any other leave/ weekly holiday or
public holiday.

Maternity Leave
 The Competent Authority may grant it, to a married female employee who has put in at
least one year of continuous service, as per the provision of the Maternity Benefit Act, 1965
or any other enactment as is applicable to the employee. Such leave shall not be granted
when the employee already has two living children.
 Maternity leave may be combined with leave of any kind other then casual leave.
 Leave of any kind including full pay medical leave for a period not exceeding sixty days
applied for in continuation of Maternity Leave , may be granted without production of a
medical certificate. Leave in further continuation of leave may also be granted on
production of a medical certificate for the illness of female employee, such leave may also
be granted in case of the illness of the newly born baby subject to the production of a
medical certificate.
 Maternity leave shall not be debited against the leave account.
 Maternity leave may also be granted in case of miscarriage, including abortion, subject to
the condition that: - The leave does not exceed six weeks, and the application for the leave
is supported by a medical certificate of a competent doctor / institution.
Mother Dairy Fruits and Vegetables Private Limited
A-3, Sector 1, Noida, UP. 201301