LEAVE POLICY
Year 2025
CANTIK TECHNOLOGIES PVT. LTD.
Registered Add.: Flat No. E501, 5th Floor, Design arch Homes, Plot No HRA 8, UPSIDC housing Solapur Site C
(Extn) Phase – 2, Gautam Buddha Nagar (UP)– 201306
www.cantiktech.com | Ph.: 0124-4043461
Policy Owner: HR -
Policy Approver: Naveen Sharma
Version: 1.1
Effective Date: 1-Jan-2025
Amendment History
Last Amendment Date: 1-Jan-2024
Amendment Details:
Reviewer:
Approver:
CANTIK TECHNOLOGIES PVT. LTD.
Registered Add.: Flat No. E501, 5th Floor, Design arch Homes, Plot No HRA 8, UPSIDC housing Solapur Site C
(Extn) Phase – 2, Gautam Buddha Nagar (UP)– 201306 www.cantiktech.com | Ph.: 0124-4043461
OVERVIEW:
Cantik Technologies Private Ltd. values the punctuality and attendance of our employees, as regular
attendance ensures high-quality service for our clients. The following policy is to ensure that all employees
are aware of our expectations and to provide guidelines for managing absences and tardiness. This policy
lays down guidelines to explain the available leave types, eligibility and procedure to avail leave.
SCOPE:
This policy applies to all employees. If an employee is found violating the system, then he/she shall be
liable for disciplinary action.
LEAVE APPLICATION PROCESS: To avail the leave, employee needs to apply appropriate leave through
process outlined below –
• All leave applications must be sent by email to your reporting manager in a timely manner and in
advance.
• All leave applications require approval from your manager. Email approval from the reporting
manager is mandatory for all leaves. Leave without approval shall be considered Leave without
Pay.
• Verbal intimation of leave or approval shall be unacceptable.
• You are required to mark attendance@cantiktech.com; hrd@cantiktech.com in CC for all leave
applications. Unapproved leave will be treated as “Leave Without Pay” or “Loss of Pay”.
• FOR UPTO 3 DAYS LEAVE – Employee must inform and get approval at least 7 days in advance
from Reporting Manager & Customer.
• FOR MORE THAN 3 DAYS LEAVE - Employee must inform and take approval at least 15 days in
advance from Reporting Manager & Customer.
ATTENDANCE PROTOCAL: “Good Attendance Habits form an integral part of every employee’s job
description “Tampering the Attendance procedures will be treated as gross misconduct and the
concerned employee will be liable for disciplinary action
UNAUTHORISED ABSENCE FROM WORK
When an employee takes off from duty without prior leave approval, then those day(s) will be treated as
an unauthorized absence from duty.
Unauthorized absence will be treated as a loss of pay and strict disciplinary action shall be taken. If an
employee does not report to work without notifying the manager or HR for 3 consecutive working days,
the HR department will initiate absconding formalities as per the applicable laws. The management
reserves all the right to take any action deemed fit and suitable against the employee based on the
explanation provided for the unauthorized absence as per the company policy.
The standard working schedule is as follows:
Weekly working hours: 48 hours
Working days: 5/6 days a week as per project requirements.
Leave Eligibility and Entitlement
➢ Employees are entitled to 2 leave per month including Casual & Earned Leave.
➢ In addition to two days of leave per month, employees will be entitled to one paid leave a year.
➢ Employees shall not be entitled to any leave in the month of joining.
➢ Leave balance will start accumulating from the second month of employment.
➢ Employees can avail leave balance after the completion of the second month of employment.
➢ You are eligible to take a maximum of 6 days' leave at a stretch for extended absences.
➢ A maximum of 6 leaves can be accumulated and carried forward to the next calendar year.
Encashment of Leaves
➢ Leaves balance at the time of resignation shall be paid off during full & final settlement subject to
maximum accumulation of 15 leaves.
Leave Without Pay
➢ An employee can take leave without pay in case the existing leave balance is exhausted,
and the employee needs leave due to unforeseen circumstances.
➢ In the case of no approval taken for leave without pay, such absence of employee will be
considered as Leave of absence from work.
➢ Disciplinary action will be taken in case of absence/leave without approval.
➢ No salary would be given to an employee for days’ leave without pay is availed.
Compensatory Off
➢ An employee is eligible for compensatory off when he/she has worked on an important
assignment on any of the national/festival/declared off day.
➢ Approval to work on any such day i.e. National/festival/declared off day must be taken by
Reporting Manager.
➢ The compensatory off must be availed within a period of 2 months else it will lapse.
➢ CO availed cannot exceed 2 consecutive days at a time.
1. HOLIDAYS:
The Company will observe 10 holidays in a year (covering both national and festival observances).
Effective 1st January 2025 - Each employee will also be entitled to 1 additional holiday per calendar
year, tied to local festivals in their respective state/location.
From the list of designated local festival days, employees may choose one as their optional
(restricted) holiday. To avail of this holiday, employees must declare their chosen restricted
holiday by January 7th of each year.
WORK FROM HOME
No Work from Home is allowed – Except as per work arrangement applicable to selective functions.
Casual/sick leave is not applicable while working from home. In extraordinary circumstances where work-
from-home arrangements exceeding 2 days are approved by Management and HR, employees will receive
half-day pay for days worked remotely.
GENERAL GUIDELINES:
➢ The leave calculation shall be done on a calendar year basis.
➢ There will not be any loss of pay if employees take any category of leave as per the balance
available.
➢ Extensions will not be granted, except in cases of emergencies and the Management
reserves the right to reject or extend the leave at its discretion and without assigning any
reason whatsoever.
➢ Leaves will not be accrued during notice period. Hence any leave taken by employee shall
be considered as non-working day, there will be loss of pay.
➢ In case an employee applies leave the day after and before the week offs, there shall be
deduction for the week offs, and it shall be treated as a continuous leave. For e g - If you
have week offs on Saturday and Sunday and you apply leave for Friday and Monday. It
shall be treated as continuous leave of 4 days. (Sandwich Rule)
➢ In the event of a business exigency, you may be required to be available and responsive
during your leave period.
➢ Leave calculation on resignation/termination - In case employee has resigned from the services
or on termination of employee earned leave will be calculated till the date of resignation and
will be paid in full and final settlement of the employee.
➢ Leave During Notice Period - Employee serving their notice period will not be entitled to take any
leave in normal course except on prior approval from immediate supervisor. Leave taken shall be
treated as Leave without Pay and notice period shall be extended accordingly
PLEASE NOTE: The habitual late coming, non-completion of minimum working hours, unexcused and
unreported absences are not considered as hours worked; therefore, we will not compensate them. Such
a type of absence shall be treated as Leave without Pay and/or disciplinary action, including possible
termination of employment as it affects the services of the customer.
Disciplinary Action for Attendance Infractions
We take a progressive disciplinary approach to unexcused, unreported, or excessive attendance issues
like absences, lateness, and leaving early. Our procedure is:
Verbal warning: First and second attendance violation
Written warning: Third attendance violation
Disciplinary meeting, possible suspension: Fourth attendance violation
Final written warning: Fifth attendance violation
Termination: Sixth attendance violation
