Doc. Ref.

:
Employee Leave Policy
HR/POLICY/KERL07

Document History

Ver. Date Author Description

No
1.0 01 Dec 2022 Pravin Initial Release of Employee Leave Policy
2.0 06 Jan 2023 Pravin Final Release of Employee Leave Policy

Document Control

Name Signature

Prepared By Pravin Atluri

Vetted By

Sumanth & Nikhil

Approved By

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 Doc. Ref.:
Employee Leave Policy
HR/POLICY/KERL07

Objective:
The policy aims to
1. Provide employees break from work as this provides for a healthy and efficient staff.
2. Set out various types of leaves that an employee is eligible for and outlines the procedure for
taking leave.
The company recognizes the legal and moral obligation of employees who may require absence from
normal or usual work hours/days.
Scope:
This policy covers Holidays & different type of leaves for employees, which are required by the
employee during the year. The leaves are categorized as Casual Leave, Sick Leave, Privilege/Earned
Leave, Maternity Leave, Paternity Leave, Bereavement Leave & Special Leave or Leave Without Pay
(LWP) to be granted for a casual purpose or a planned activity, on medical grounds or in extra-ordinary
conditions. This policy shall highlight on the entitlements for various categories of leaves. via;
a) Number of Days Leave
b) Accumulation of un-availed leave
c) Cashable
d) Guidelines
Eligibility :
This policy is applicable for all permanent employees at Kidvento Education and Research Pvt Ltd. For
taking leaves, Calendar Year is considered, i.e. 1st Jan to 31st Dec.
Approach :
Office Working
1. Hours of Work : Office/Business hours are between 9:30 am to 6.30 pm Monday to Saturday (with
an hour lunch break), with alternate Saturdays and every Sunday as weekly off. Your work hours
will depend on business needs and the requirements of the work you are assigned. Your manager
will work with you to establish your standard work hours and break times. Kidvento adopts a
common-sense approach to managing work hours.
2. Work from Home (WFH) : An employee can avail a maximum of 4 days of Work from Home in a
month, with prior discussion with reporting manager.
3. Overtime & Additional Hours : Overtime is work performed at the direction of the Manager and
is more than your contracted hours of work. Suppose you cannot work reasonable additional or
overtime hours. In that case, you must notify your manager as soon as practicable with the
reasons as to why. Every employee will mark their Login time and Logout time in the
software/hardware as applicable.
4. Lateness for work: Any absence or late arrival due to illness, injury or any other reason, and the
expected duration of leave must be personally reported to your supervisor as soon as practicable
(and before your standard starting time). If you cannot do this personally, you are requested to
ask someone to telephone on your behalf. After this, you must keep your manager informed of
your progress. It is essential that you are ready to commence work at your standard
commencement time as other employees and the business depend upon you and your
contribution.
Holidays
1. Our holiday policy allows for 5 National Holidays, and 8 state/festival holidays as per the local
State and Central Government. On National Holidays all offices will remain closed. There are some
State and Festival holidays when all offices in the state/city will remain closed. Prior approval from

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 Doc. Ref.:
Employee Leave Policy
HR/POLICY/KERL07

the Department Head is a must if the employee is required to work on these holidays. The
employee will be granted a compensatory off if they need to work during these holidays.
2. Restricted Leaves : A few days every year will be announced as optional holidays. Employees will
have the right to choose 3 days from these days as an optional holiday based on their religious
and cultural affiliations.
3. A list of holidays will be released at the start of every calendar year.
Leave Types
1. Privilege/Earned Leave (EL):
a) All employees will be entitled for 12 days of Privilege/Earned Leaves in a calendar year.
b) ELs can be taken for the purpose of going on a vacation, going to hometown, marriage, or
any family functions.
c) Employees would be entitled to avail Earned Leaves after completion of 6 months service.
d) Unused EL can be carried forward to the next year. Any un-availed 6 ELs at the end of the
year would be carried forward. EL cannot be accrued more than 45 days.
e) No EL can be granted in units of half days.
f) EL can be availed for sickness if sickness is of longer duration and Sick Leave is insufficient
to cover the sick period.
g) EL cannot be availed along with CL.
h) EL can be availed minimum 2 days and maximum of 4 days at a stretch and cannot be availed
more than four times in a year. Employee should apply for EL 7(seven) days in advance.
i) Employee is entitled to encash his / her EL only upon completion of 30 months of service in
the organization from the date of joining. EL’s can only be encashed at the time of resigning
/ leaving / termination of employment.
j) Upon termination/resignation of employment, unutilized leave will either be adjusted
against the short fall in the notice period or encashed.
k) Encashment of leave is calculated only on Basic Salary.
2. Casual Leave (CL):
a) All employees will be entitled for 6 days of Casual Leaves in a calendar year.
b) Un-availed CL cannot be carried forward to the next year or encashed.
c) Employee should apply for CL two days in advance. If circumstances are such that it is not
possible to do so in such cases a telephone call to the concern reporting authority or his/her
to the concerned department, as intimation should serve the purpose.
d) If an employee avails more than 6 CL during the calendar year, excess leave will be
considered as unpaid leave.
e) CL’s cannot be clubbed with EL. It can be clubbed with SL.
f) Employee cannot avail more than 2 CL at a time or in a month.
g) Every new employee is eligible for CL only after completing 1 month of service in the
organization from the DOJ, unless it is for a medical reason.
3. Sick Leave (SL):
a) All employees will be entitled for 12 days of Sick Leaves in a calendar year and additional
12 days of Period Leave (PL) for all female employees for the menstrual cycle.
b) Employees who are unable to report to work due to his/her own illness or injury or that of
child, parent or spouse of the employee, should notify their Reporting Manager /HR
Department before the scheduled start of their work day.
c) If an employee is absent for three or more consecutive days due to illness or injury a
physician statement/certificate will be required to produce on his/her return to duties.

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Employee Leave Policy
HR/POLICY/KERL07

d) Un-availed 6 SL can be carried forward to next year or accumulated. Any un-availed SL

beyond 6 Days will lapse automatically at the end of the year.
e) Un-availed accumulated SL cannot be cashed at the end of the service.
f) If an employee avails more than 12 SL during the calendar year, excess leave will be
deducted as CL / EL; if CL / EL is not available they will be considered as unpaid leave.
4. Maternity Leave (ML) – Applicable as per Maternity Act
a) Maternity leave is provided for 182 days of which not more than 8 weeks shall precede the
date of expected delivery.
b) Maternity leave shall be restricted to two pregnancies.
c) If an employee extends the leave beyond the specified period, it would be considered as
leave without pay, subject to discretion of the Management.
d) All staff covered under ESI and employees covered under Mediclaim are entitled to the
benefits through the respective insurance coverage.
e) In case of Medical Termination of Pregnancy (MTP) six weeks of leave, at a stretch, with
salary can be availed. This should be supported with medical certificate.
f) In case of Adoption of a Child below the age of 3 months, 12 Weeks leave is granted to the
female employee from the date of hand over of the child, for a maximum of 2 Children.
g) In case of Adoption of Child above the age of 3 months, 30 days leave is granted to the
female employee, for a maximum of 2 Children.
5. Paternity Leave
a) Male employees shall be entitled for Paternity leave for a period of 7 days and not
exceeding 15 days.
b) In case of Adoption of a Child below the age of 3 months, 12 days leave is granted to the
male employee from the date of hand over of the child, for a maximum of 2 Children.
c) In case of Adoption of Child above the age of 3 months, 6 days leave is granted to the
female employee, for a maximum of 2 Children.
d) Paternity Leave should be availed within 8 weeks of the birth of the child or adoption. If it
is not availed, it would be considered lapse.
e) Full emoluments will be paid for the period of paternity leave
f) Paternity leave shall be restricted to two children.
g) Paternity leave cannot be accumulated or cashed.
6. Special Leave or Leave Without Pay (LWP)
a) Minimum of 15 days with Function Head approval
b) Maximum of 30 days with Function Head & Directors Approvals
c) With prior written approval from the person in charge, a staff member may arrange to take
LWP.
d) A staff member on LWP will not receive salary, benefits, or allowances.
e) Periods of LWP will not count for terminal benefits.
f) An employee who overstays his/ her leave, except in circumstances beyond their control,
or is absent from duty without authorized leave, shall not be entitled to any salary or
allowance for the period of absence without leave and shall also be liable to penalties.

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 Doc. Ref.:
Employee Leave Policy
HR/POLICY/KERL07

7. Bereavement Leave
a) In the event of death of an immediate family member, staff will be provided for up to 3
days paid leave. This can be taken any time and for any purpose genuinely related to death
of immediate family members.
b) Immediate family members are, employee’s spouse or partner, parent or child.
General Guidelines
1. Leave cannot be claimed as a matter of right and the leave sanctioning authority may refuse or
revoke leave of any kind.
2. Leave sanctioning authority cannot alter the kind of leave due and applied for.
3. Leave should always be applied for and sanctioned before it is taken, except in cases of
emergency and for satisfactory reasons.
4. Leave ordinarily begins from the date on which leave as such is actually availed of and ends on
the day preceding the date on which duty is resumed.
5. Any non-working day/days (National Holidays/Festival Holidays/Week Ends) may be prefixed as
well as suffixed to any leave, subject to any limit of absence on leave prescribed under each
category of leave.
6. In case of state / national emergency / bandh, the management reserves the right to ask it’s
employees to work from home, unless leave has been applied for.
7. Every new employee is eligible for leaves only after completing 1 month of service in the
organization from the DOJ.
8. No leave shall be granted beyond the date on which an employee must compulsorily retire.
9. If any employee resigns, he/she shall not be granted either prior or subsequent to his resignation,
any leave due to his/her credit. Provided that the Management may, in any case, grant leave to
an employee prior to his/her resignation if, in the opinion of the Management, the circumstances
of the case justify such grant of leave.
10. Leave will not be granted to employee under suspension.
11. An employee who remains absent from duty for a continuous period exceeding one year other
than on foreign service, whether with or without leave, shall be deemed to have resigned from
the service.
12. Absence from duty after expiry of leave entails disciplinary action.
13. An employee on leave should not take up any service or employment elsewhere.
14. Without pay leave is granted only in exceptional circumstances approved by the MD / CEO and
only after all annual leave entitlement has been used up.
15. Contract staffs / Management Trainees are eligible for 1 day’s leave/month. Any leave
exceedingly more than 1 days / month shall be considered as loss of pay.
16. Unplanned Leave :
a) Employee is requested to avoid taking unplanned leave.
b) If employee is taking unplanned leave due to unavoidable circumstances, they are advised
to call/ send an email to the reporting Manager and inform him of his / her inability.
c) Employee who is on leave without informing his Reporting Manager for more than 3 days
should meet the MD before and give proper reason before presuming his/her work.
17. Kidvento follows the policy of “Earn & Avail”, wherein every month 0.5 days of Casual Leave, 1.0
day of Sick Leave & 1.0 Day of Earned Leave will be credited to each employee and the employee
are supposed to accumulate and avail the leave.
18. Employees must apply for leave indicating reasons for and duration of leave.
19. Management discretions like merit, reasonableness, travel issues, seriousness, operational
requirement, past practice, may contribute to the granting of leave and decision.

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