Leave Policy

Objective:

To ensure a disciplined work culture on the basis of set work hours, punctuality and recording
of employee attendance to facilitate achievement of business goals.

Responsibility: The HR Department is jointly responsible along with the Department Head for
implementing this policy.

Scope: This policy is applicable to all the employees of The Company

Objective: Maintain a healthy work life balance. Leave is provided to an employee for
sickness/emergency/personal work/rest and recreation.

Eligibility: The leave policy is applicable to all full time employees of The Company & all
affiliated companies based in India. Leave calculation is based on the calendar year - January to
December.

Responsibility:
Recommending authority – Respective immediate superior
Sanctioning authority – Respective HOD
Other activities – Corporate HR
 In case, the sanctioning authority is on leave, then the leave would be sanctioned by
higher authority.
 Management reserves the right to Approve or Disapprove the leave at any point of time

Casual/Sick Leave - 12 days Earned Leave - 15 days (after Festival Holidays as per list of

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 completion of 6 month
Holidays for the year
probation period)

Probationers/ Confirmed Carry Forward

Leave Type Basis CAPPING
Trainee Employees Eligibility

CL/SL (Casual NA 12 1 PER MONTH Not carried Max 2 CL at a

Leave/Sick (Accrual 1 per forward Stretch in a
Leave) month eligible month with
from 1st month) approval

EL/PL NA 15 1.25 PER Only 9 can be Prior approval

(Earned MONTH carried forward and at a time
/Privileged (Accrual from center wise
Leave) 1st month, allocation of
eligible after leave
completion of 6
month
probation
period)

1. Casual Leave/ Sick Leave

a. All confirmed employees shall be eligible for total 12 days Casual Leave/Sick Leave
per year.
b. Casual leave/Sick leave cannot be availed without prior sanction except in case of
emergency with sufficient cause.
c. Casual leave/Sick leave will not be carried forward to next year.
d. Casual Leave/Sick leave cannot be en-cashed.
e. Max 2 Casual/Sick leave can be availed at a stretch in a month with approval.
f. Any two employees of one center/location can't be given same day casual/sick
leave. It will be decided as per criticality/prior intimation basis by management.

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2. Earned Leave(EL)/Privileged Leave(PL)

a. All confirmed employees those who have completed 6-month probation period are
entitled for earned leave of 15 days for the year.
b. Earned leave will be credited @ 1.25 leaves per month after completion of calendar
month. Employee can avail E/L after completion of 6 month probation period.
c. Application for earned leave should be made at least 7 days in advance. The employee
requesting for leave must provide the management with the address to which
communications can be addressed to him or her during the period of leave.
d. An employee would be permitted for EL up to max 6 EL’s at a time including holidays
and any other leaves. It is imperative that the Leaves are sanctioned and are applied
for 7 days in advance except for medical exigencies.
e. An employee shall be permitted to accumulate earned leave up to 45 days. Earned
leave accumulation in excess of 45 days will lapse, will be encashed on change of
leave calendar. Encashment calculation shall be on Basic salary only.
f. Availing 6 Earned Leaves is mandatory for each calendar year, if Earned leaves are not
availed in the year, only 9 Earned leaves will be carry forward in the next year.

LEAVE ADJUSTMENT PROCEDURE

MAXIMUM CL:

An employee would be permitted to take maximum 2 CL’s at a time. In case the leave exceeds
2 days the additional leaves would be either LOP or entire leaves shall be adjusted from
Earned leaves as per the leave balance.

MANDATORY EL’s ADJUSTMENT:

6 Earned Leaves are to be utilized mandatorily for work – life balance in each calendar year.

ENCASHMENT OF EL: Min balance of 45 to be maintained /available before any encashment

is done. Max 9 days balance would be en-cashed on the Basic Salary in the month of January
every year and would be added with the Salary for the employees.

Imp Notes:

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 1. Leave is a privilege not a right thus leaves can be refused in the exigencies of
service.
2. Only approved leaves would be considered as per policy else absence would be
considered as LWP
3. Off-days and holidays falling during the period of leave shall be considered as a part
of leave.
4. Leaves cannot be adjusted against Notice period

NOTICE PERIOD: An employee would not be permitted to take any leave while on Notice
Period. All leaves taken while on Notice period would be considered as LOP. EL balance (if
any) would be en-cashed as per policy and CL shall LAPSE.

This leave policy can be withdrawn/amended at any time as per management discretion. In
case of any dispute management discretion will be considered final and binding.