Holidays for 2022

Date Day Occasion

14th January 2022 Friday Pongal

26th January 2022 Wednesday Republic Day

14th April 2022 Thursday Tamil New Year

2nd May 2022 Monday Ramzan

15th August 2022 Monday Independence Day

31st August 2022 Wednesday Ganesh Chathurthi

2nd October 2022 Sunday Gandhi Jayanthi

5th October 2022 Wednesday Vijaya Dasami

24th October 2022 Monday Deepavali

25th December 2022 Sunday Christmas

2 additional Optional Holidays as per employees choice

Leave Guidelines
1. Leave is not a matter of right
2. Leave is granted to employes with the good intention of providing rest, recuperation of health
and for fulfilling social obligation
3. Sanctioning of leave is at management discretion based on exigencies of business or
seriousness of the case.
4. Any leave must be applied through RazorPay Payroll Portal
5. The Leave policy is applicable for all permanent staff of the company
6. The available Leaves are:
a. CL - Casual Leave
 b. SL - Sick Leave
c. EL - Earned Leave
d. LOP - Loss of Pay

7. Leave year is from 1st January to 31st December

8. Employees who are appointed during the course of the year shall be entitled to the above
leaves on a prorata basis.
9. Employees whose date of joining service falls between 1st to 15th of a month are entitled to
get the leave credit for that month
10. Employees whose date of joining service falls between 16th to end of the month are NOT
entitled to get the leave credit for that month

CASUAL LEAVE - CL
1. 6 days of Casual Leave in a Calendar Year
2. A minimum of Half CL can be availed and a maximum of 2 days in a row can be taken
3. It is up to the management’s discretion to sanction more than 2 days of CL at a stretch
4. National / festival / Declared / Weekly Off days can be prefixed and / or suffixed to CL
5. Leave must be taken with prior sanction from the respective Reporting Manager and HR
6. Balance CL remaining unutilized as on 31st December will lapse

SICK LEAVE - SL
1. 6 days of Sick Leave in a Calendar Year
2. A minimum of Half SL can be availed and a maximum of whatever is required or whatever is
available, whichever is lesser
3. If SL extends beyond 3 days, it must be accompanied with a doctor’s certificate
4. In case an adequate number of SL is not available with an employee, he/she can club EL with
it. If EL is also not available, then it will be treated as Loss of Pay (LOP)
 5. Balance SL remaining unutilized as on 31st December will lapse
6. Inability to attend office because of any sickness should be notified to the respective
Reporting Manager and HR on the same day through phone as well as email.

EARNED LEAVE - EL
1. EL is calculated for the days worked during the previous calendar year
2. Applicable for entitlement only after completion of 1 year or 240 working days of service with
the company.
3. EL will be first credited at the end of one year of service with the company and subsequently
every year at the end of the calendar year.
4. EL will be credited only to permanent staff on completion of one year of service with the
company.
5. During the first year of service, an employee cannot avail EL because it must be accumulated
6. The days served under probation will be considered for EL eligibility.
7. EL can be availed only on prior approval.
8. National / Declared / Festival / weekly off days can be prefixed and / or suffixed to EL
9. Half a day EL cannot be taken
10. EL can be accumulated for a maximum of 12 days.
11. Balance EL remaining unutilized over and above the accumulated leaves as on 31st December
will be encashed and paid-out in January

LOSS OF PAY (LOP)

1. LOP can be applied by an employee when no other leave is available
2. During the period of LOP, the employee is NOT entitled for any Pay or allowance.
3. If the employee fails to report to duty on the specified date after the sanctioned LOP, it is
deemed that the employee has abandoned his/her service with the company on his/her own
accord
 4. LOP can be implicated on disciplinary grounds about attendance by the management
5. LOP days will not be taken for EL eligibility

APPLICABILITY ON NOTICE PERIOD

Employees on Notice Period are not eligible to avail any kind of leaves during the Notice period. Any
Leave during the Notice Period will be calculated as LOP only.

PROCEDURE FOR APPLYING LEAVE

1. Employees must raise leave requests to their respective Reporting Managers for approval in
the Leave Management System implemented in the organization.
2. The reporting manager is authorized to either grant or disapprove the leave on Valid grounds
3. The status of the leave request must be intimated to the HR

CANCELLATION OF LEAVE
1. The HR and Reporting manager can also cancel the once sanctioned leave on situational/need
basis
2. If an employee proceeds to avail the cancelled leave, then those days will be treated as
absence from duty and the rules pertaining to “Absence from Duty” will be applicable.

ABSENCE FROM DUTY

1. When an employee takes off from duty without prior leave approval or proper intimation
under certain unavoidable circumstances, then those days will be treated as absence from
duty.
2. The days of absence will be treated under Loss of Pay
3. The employee must report to his/her Reporting Manager and HR on rejoining duty from
absence and provide valid reasons for absence in writing before taking up work again
 4. If an employee is absent from duty continuously for more than 5 days (including National /
Festival / Declared / Weekly off days which may fall in between), an official correspondence
from the HR department will be sent to him / her asking to report to duty and to provide
explanation for his/her absence.
5. Based on the enquiry any action deemed fit will / would be taken by the management.
6. If there was no response from the employee within the stipulated time mentioned in official
correspondence, it would be assumed that the employee has withdrawn his /her service from
the company on own accord and recorded accordingly.

LONG LEAVE
1. Employees on Loss of Pay for more than 1 month will be relieved from the services of the
company.
2. Such employees can rejoin the organization as a fresh employment, at a later period, on the
same level, provided the vacancy exists.