Tamada Attendance-Cum-Time

Management Policy
Version: 1.0
Effective Date: 01/09/ 2019
Tamada Media Leave Policy

Document History
Prepared By Reviewed By Approved By

Name Surya Rahul Tamada

Surya Rahul Tamada
Saideep Reddy Borra
Seetha Naidu Saideep Reddy Borra
Designation Chief Executive Officer Chief Executive Officer
Sr. Manager - HR Chief Operating Officer Chief Operating Officer
Signature

Revision History
S. Date Version Section / Details of Author Reviewed by Approved by
No No Page No changes
changed made
1 21/09/2019 1.0 Seetha Naidu

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Tamada Media Leave Policy

Table of Contents

1. OBJECTIVE ......................................................................................................................................................................4
2. SCOPE ............................................................................................................................................................................4
3. GUIDELINES ....................................................................................................................................................................4
4. TIMESHEET ................................................................................................................. ERROR! BOOKMARK NOT DEFINED.
5. DISCLAIMER ...................................................................................................................................................................6

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Tamada Media Leave Policy

1. Objective

To provide guidelines to team members for seeking sanction and availing leave for vacation, personal exigencies, illness,
pursuit of personal interests, fulfilling social obligations, experiencing parenthood or any other purposes

2. Scope

The policy (“Policy”) applies to all employees (“Employees”) of Tamada Media Pvt. Ltd. (“Tamada” or “Company”).
However, it is understood and acknowledged that in order to meet operational needs and specific commitments, the HR
Departments and management of the Company may adapt or modify this Policy or establish revised policies for certain
employees or all employees, in which case, such amended or revised policies shall be applicable to those employees.

3. Guidelines

3.1. General Rules

• All types of leaves are administered on a calendar year basis (January – December)
• For employees joining during the year leave will be prorated. Leaves shall be sanctioned by the reporting managers
and HODs
• A maximum of three (3) CLs can be availed at a time
• Sick Leave availed for more than 3 continuous days should be supported by a medical certificate
• Leave types can be clubbed. Employees are not entitled to avail following year’s leave if they have exhausted current
year’s leave unless this exception was specifically approved by Senior Management
• In case of leave without pay, intervening holidays will be treated as absent
• All leaves need to be applied and managed through the HRMS system only
• Any leave record not registered through the HRMS system will not be considered during payroll processing
Nature of Leave Entitlement Accumulation Encashment
Privilege Leave (PL) 12 working days for every year. 1.25 days will
be credited at the end of each month for all Yes
the confirmed Employees. Up to 60 days (in case of separation from
services only)

Casual Leave (CL) 12 working days per year. Leave will be

Sick Leave (SL)
Maternity Leave (ML)
credited at the beginning of the calendar Will lapse by
No
year. Leave would be prorated depending on December end
joining month.
12 working days per year. Leave will be,
credited at the beginning of the calendar
Up to 15 days No
year. Leave would be prorated depending on
joining month.
All female team members are eligible to go
on paid maternity leave for 26 weeks as per
the terms mentioned in The Maternity
Benefit (Amendment) Act, 2017, provided
the female team member has been NA No
employed with company for more than
eighty days in the twelve months preceding
the date of her expected delivery.
Team Members who have completed 12

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Tamada Media Leave Policy

months with the organization will be paid

salary on a monthly basis for the first 5
months and the balance 1 month’s salary will
be paid after they resume work on
completion of maternity leave
Those team members who have not
completed 12 months will be paid the entire
6 month’s salary after resuming work on
completion of maternity leave
In case any team member does not resume
work after availing maternity leave, the
salary for that period is paid along with the
full and final settlement after the required
deductions
The information of pregnancy should be
given in writing with medical documents as
soon as the Doctor confirms pregnancy. A
certificate from treating Doctor stating
fitness, expected date of delivery and ability
to continue working with the organization
should be submitted.
Eligibility of benefit is restricted up to two
surviving children only.

Paternity Leave (PL)
Wedding Leave (WL)
Bereavement Leave (BL)
5 Working days per year for all the
Employees subject to maximum of two NA NA
children.
5 Working days for all the Employees subject
NA NA
to maximum of one wedding.
5 working days per bereavement, per year
for all the Employees. Valid only for
bereavement of Immediate family members. NA NA
Immediate family members means parents,
in-laws, siblings, spouse and children

3.2 Compensatory Off

For any employee who works on Sunday or company declared holiday, the Compensatory Off will be computed. The
employee has to works minimum 8 hours to claim a day off. If an employee works for 4 hours and above but less than
8 hours they will be eligible for half day comp off.

3.3 Out of Office

In case a team member is required to go out of office due to official reasons, they must send intimation to HR and
reporting manager electronically well in advance. Not sending this information to HR in case of going Out of Office may
result in time-off/ leave marked for that period.
In case an employee is required to be out of office for the whole day, an email, one day in advance, is required to be sent
to the HR and reporting manager mentioning the specifics like date, duration, project, purpose and when he/ she will be
back in the office.

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Tamada Media Leave Policy

3.4 Travel out of City

For all official travel out of city, a copy of the Travel Requisition Form to HR in an electronic format along with an email
mentioning the details of the travel for managing the attendance should be sent. The email must contain details like:
project name, date of travel, date of return, location and purpose.
No intimation to HR on this may result in marking time-off/ leave marked for the same period.

3.4 Work from Home

As a policy, all team members should attend the office on a regular basis and the company does not promote work from
home. Though, in exceptional circumstances, on a case by case basis, the Reporting Manager may approve a work from
home arrangement.
A team member can only avail work from home after approval from the Reporting Manager with intimation to the
reporting manager and HR.

5. Disclaimer

This policy shall be effective from Sept 1st, 2019 and supersedes all Leave Management policies at Tamada.

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