A.

Introduction

(i) Leave is not a matter of right but is to be granted by the manageme nt

keeping in view the exigencies of services & organizational interest. It
shall be the Company's discretion to grant leave to any of the applicant,
considering the exigencies of business and the need of the employees at
that time.

(ii) The objectives of this Leave Policy are,to inform all employees of the Compa
ny, regarding:-

a. The current rules on the types of leave and their eligibility.

b. Adm inistration and Accounting of leave, and

c. Guidelines for Applicants, Granting Author ities and

Adm inistration Authorit ies

(iii) The leave rules are subject to change from time to time, in accordance with
the Company's business objectives .
(iv) If any employee joins the Company after 15th of any month,t he account of
his I
her CL/SL/EL shall start from the following month only.
B. Leave Types :

(a) Earned Leave (EL)

(i) Objective: To provide for long duration planned leave for rest
and recuperation.

(ii) Eligibility:

(a) All employees, including employees under probation, shall

be eligible for a maximum of 15 days Earned Leave in a
financialyear.

(b) Earned Leave shall accrue @ 1.25 day for every completed month
effective from date of joining and can be availed after
confirmat ion of the employees.

(c) Earned Leave has to be applied in advance and duly granted

by the conce rned Head of Department (HOD), on a case to case
basis.

(d) Earned Leave for half day is not admissible.

(iii) Accumulation of Earned Leaves:

Earned Leaves may be accumulated and can be carried forward to

subsequent year subject to maximum of 10 Earned Leaves.
An
employee can accumulate a maximum of 45 Earned
Leaves,beyond which Earned Leaves will not be carried forward
and shall get lapsed.

An employee who is released on acceptance of his/her

resignation or relieved from services shall be allowed encashment
of remaining or unused Earned Leave at the time of full and final
sett lement, subject to the clearance formalities. The encashment
would be made based on the last drawn basic salary of the
employee. This leave encashment will be governed by "Income Tax
Act ."

AESL encourages work life balance, and in line with it, we

encourage employees to take leaves to spend time withtheir
family. Employees must avail minimum 5 El's during the
financial year. The unavailed EL from these 5 shall lapse on
31"March of every year.
Employees can carry forward a maximum of 10 Earned Leaves
in a financial year, subject to maximum accumulation of 45
Earned Leaves.
(iv) Administrati on:

(a) Leave application for Earned Leave should be made in

prescribed form or applied on Human Resource Information
System (HRIS) portal,at least 7 work ing days in advance and
ensure that it has been sanctioned before proceeding on
leave.

(b) Recommendat ion of leave by the Reporting Manager/HOD,

does not ipso facto imply that the same has been sanctioned.

(c) Leave applications must be approved as per the leave

sanctioning protocol of the Company,to enable proper leave
accounting.

(d) The closing balance as on 31'1 March in a financial year will

be posted as 'Opening Balance' on 01'1April of the following
fina ncial Year,subject to a ceiling of 45 days.

(e) Opening Balance would be available at the beginning of the

financial year in the Human Resource Information System
(HRIS) portal

(f) No exception will be made to carry forward EL.

(g) Earned Leaves must be planned & approved,however it must

not affect the work of the Company.
 ···- -· ··-··-··- - ···- - - ···r····t ·

(b) Sick Leave (SL)

(i) Objective:To prov ide rest during recovery of employees from sickness.

(ii) Eligibility:

(a) Employees shall be eligible for 6 days Sick Leave in a financial

year.
 (b) In case of employees joining the Company during the financial
year, the number of Sick Leaves shall be prorated.

(c) Sick Leave applications for more than 3 days must be supported
by certificate from Registered Medical Practitioner.

(d) Weekly off days or Company's holiday(s) falling in between Sick

Leave(s) shall not be counted as Sick Leave(s).

(iii) Accumulation of Sick Leave:

Sick eaves can be accumulated up to the end of the financial year and
cannot be carried forward or encashed at any stage. Any unused Sick
leave will expire at the end of the financial year.

(iv) Administration:

(a) Employees absent from services on account of Sickness must

immediately inform their immediate super ior and HOD.
Immediately on resuming service, the employee must
submit the leave
application in prescribed form I apply on HRIS and submit the
sickness and fitness certificate wherever neccesary, to HOD for
approval.
 (b) Sick Leave is a contingency Leave and can be availed only when
a employee is disabled due to illness from performing his/her day
to day services due to illness. Sick Leave should not be treated
as substitute for Casual Leave or Earned Leave. Availing Sick
Leave for purpose other than genuine sickness amounts to
malingering,which shall be dealt with appropriately by the HOD.

c) The Company reserves the right to obtain a second medical opinion

in respect of a employee who is absent without proper reasons,
wherever necessary.
(c) CasualLeave (CL)

(i) Objective: To attend to personal ex igencies arising out of

unforeseen circumstances.

(ii) Eligibility:

(a) All employees shall be eligible for 6 days Casual Leave in a

financial year.

(b) In case an employee is joining the Company during the financial

year,t he number of Casua l Leaves shall be prorated.

(c) All employees are eligible for half day Casual Leave for
every completed month of employmen t,subject to a maximum
of 6 days Casua I Leave in a financiaIyear.
 (iii) Accumulation of Casual Leave:

Casual Leaves can be accumulated up to the end of Financial Year

and cannot be encashed or carried forward. Any unused Casual Leave
shall automatically lapse at the end of every financial year.

(iv) Administration:

(a) Employees must obtain prior approval before proceeding on

Casual Leave. When this is not possible, they shall as soon as
pract icable, inform their HOD of their inability to attend office,
giving reasons thereof and should obtain approva l on application
form I apply on HRIS immediately on resuming to services.

(b) Grant of Casual Leave shall be subject to exigencies of business

and the discretion of the leave sanctioning authority.

(d) Short Leave (SHL)

(i) Late arrival or early departure up to 1(one) hour will be treated
as Short Leave and such Short Leaves shall be restricted to 2
(two) Short Leaves in a calendar month. Any additional late
coming or early departure for more than 2 (two) times in a
calendar month shall be automatically treated as half day.
Approval from reporting Manager should be obtained in case
of late coming or early
 e<111y UeJJill Lur e I UI 111u1e lllil ll L \ lW U} llll le> Ill ii t.:illellU ill lllUll Ll l

shall be automatically treated as half day. Approva l from

reporting Manager should be obtained in case of late coming
or early departure. It is not an entitlement or right to take
Short Leaves every month.
(ii) The grace period for marking the attendance as per the shift
timing is for 5 minutes, which is not applicable in case of Short
Leave.
(iii) The Short Leave can only be availed in morning I evening but not
in
between shift timings.
(iv) Short Leave in a month can be applied from among the existing
Short Leave balance of the same month. Short Leaves,unutilized
if any shall lapse at the end of every calender month.
(v) Short Leave cannot be availed from the Short Leave balance
of future month(s).

C. General Guidelines for applying,granting and administration of all types of Leaves:-

(i) Though leaves are important to all of us, the same cannot be treated as a
matter of right . The discretion for granting of leave lies with the
Company, based on the exigencies of the business and need of the
Applicant.
(ii) Before proceeding on any leave, employee shall apply for leave to the
authorized person in terms of the leave sanctioning protocol contained at
Annexure-A. Leaves informed via messages or WhatsApp w ill not be
considered and may attract strict action,apart from loss of pay.
 Leave sanctioning protocol Annexure - A

Number of Leaves Recommender Approver

1-2 days Ll
3-4 davs Ll L2
5-7 days Ll & L2 L3
>7 days Ll, L2 & L3 CEO Sir
Acronym

Ll Immediate Reporting Manager

L2 Reporting Manager of Ll
L3 Reoortin2 Mana2er of L2