Thispolicy will be applicable from 1^st September 2012

LEAVEPOLICY

Objective:

The policy sets up theguidelines for facilitating employees and the organization to know about theleaves, its procedure, how the leaves should be availed and encashment of leaves.Based on the need / reason and length of leave, the following categories ofleave can be availed:

A. Casual Leave.

B. Sick Leave.

C. Earned Leave.

D. Maternity leaves.

E. Special Occasion Off.

F. Leave Without Pay.

G. Casual leave for consultants /Trainees.

Eligibility:

Applicability guidelines are given under each head.

Guidelines for Availing Leaves:

Though leaves are important to all of us but leaves are not a matter of right. The discretion of allowing or disallowing leaves lies with the management based on the exigencies of business or seriousness of the case.
Ideally leave information has to be mailed one week in advance to his /her immediate reporting officer with a copy to HR . For any kind of leave, one has to fill up the leave application form and get it approved or signed by the concerned authorities and submit it to concerned HR person.
Incases where employees are not able to inform in advance, it is expected and required that the employee telephonically informs his / her immediate superior regarding proposed leave and expected duration of the same. The person on receipt of such information has to put a mail to HR.
The HR department maintains leave record and employees shall ensure that his/her leave record is updated and communicated to HR within 48 hrs of rejoining.
As a policy, a combination of any two leaves is not permitted except for SL which can be suffixed with EL only on the approval of the appropriate reporting officer however the management may decide clubbing of leaves for specific cases based on circumstances/reasons, other than sick leave with privileged leave.
All leave entitlements will be on a pro-rata basis and are credited only after the completion of the month.
“Year” is defined as the calendar year commencing on the first day of Jan (1^st Jan) to the thirty-first day of December (31^st December) of the year.
Any unauthorized leave would be treated as absenteeism and shall be viewed seriously.
The verbal intimation for leaves should be made to the respective supervisors in person, no intimation through a professional friend would be accepted.

· Any one who is absentfor three days or more without any information, shall have to give a writtenexplanation of such act and shall be liable to appropriate disciplinary action.

· Only confirmed employeesare eligible for the encashment of leaves. All leave encashment are taxable.

· Off days and holidays falling within aspell of leave will not be debited to the leave account.

(A) CASUAL LEAVE

Objective

To provide leave to attend to personal exigencies/unforeseencircumstances.

Applicability

This policy is applicable to all employees from their dateof joining except consultants and trainees.

Eligibility

a) Theemployee is entitled for Six (6) leaves in a year.

b) Maximum number of consecutive days for which CLcan be availed at a time is 2.

c) CL cannot be accumulated and be availed of withprior sanction (to the extent possible.

d) Casual leave will not be allowed to be combinedwith Sick Leave, Earned leave or Maternity Leave.

e) Unutilized casual leaves shall not be encashedor carried forward to the next year.

(B) SICK LEAVE

Objective

To provide leave to attend tosickness & medical ailments.

Applicability

Thispolicy is applicable to all employees from the date of their joining except consultantsand trainees.

Eligibility

a) The employee is entitled for six (6) medicalleaves in a year.

b) The sick leaves will be credited to theemployees account at the beginning of the year but can be availed on pro-ratabasis.

c) For availing sick leaves of three days or morethe employee shall have to produce certificate from Registered MedicalPractitioner, Nursing Home or Hospital or Doctor Prescription.

d) Sick leave cannot normally be combined withcasual leave but can be suffixed to earned leave and would require approval ofthe appropriate verifying officer.

e) Utilized sick leaves shall be carried forwardand can be accumulated up to 25 days, beyond twenty-five it will lapse.

f) The sick leave shall not be encashed.

(C) EARNED LEAVE

Objective

Toprovide for long duration planned leave.

Applicability

Thispolicy is applicable to all employees from the date of their joining exceptconsultants and trainees.

Eligibility

a) The employee is entitled for eighteen (18)leaves in a year after completion of one year.

b) Minimum number of consecutive days for which ELcan be availed at a time is 3. It can be availed only on 4 occasions in a year

c) At least 7 days of advance notice is required toavail EL.

d) Intervening Sundays and holidays will not becounted as part of leave.

e) A minimum of 3 days privilege leave has to beavailed in order to avail LTA benefits.

f) Half day earned leave is not allowed.

Accumulation

Earnedleaves may be accumulated up to 36 days.

Encashment

a) Earned leaves balance over and above 36 dayswill be encashed on 15^th January and 15^th July to theemployee, based on last drawn salary as applicable less PF. (For the encashmentthe basic salary of the last month shall be considered)

b) EL Encashment amount is taxable. Encashment atthe time of retirement will be dealt according to the tax laws as applicable atthat point of time.

(D) MATERNITY LEAVE

Objective

a) To provide for Leave to female employees duringthe final stages of pregnancy, at time of delivery and convalescence.

b) To provide for Leave to female employees at thetime of adoption of a child.

c) To provide for Leave to female employees in caseof miscarriage.

Applicability

Allfemale employees who have put in 80 days of service in the twelve monthsimmediately preceding the date of expected delivery / adoption of child.

Eligibility

a) A female employee, who has worked for a period of notless than 80 days in the twelve months preceding the delivery date, is entitledto maternity leave.

b)On joining duties, she must submit a medical certificate confirming herpregnancy.

Asper the Maternity Act, leave of a total of 12 weeks, inclusive of delivery datecan be availed by the lady employee.

Leavefor 6 weeks in case of miscarriage, following the date of miscarriage.

c) Leave for a maximum period of one month incase of illness caused out of premature delivery, pregnancy and miscarriage inaddition to the aforesaid maternity leave benefit.

d) All intervening holidays will be counted forthe purpose of maternity leave.

e) Maternity leave is restricted to two livingchildren only.Application for maternity leave must be at least 30 days inadvance of the start of leave.

For rejoiningafter Maternity leave, the lady employee must submit a fitness certificate. Incase of miscarriage, the employee must send information along with the MedicalCertificate as soon as is possible.

Operative Guidelines

Theemployee may claim this facility for a maximum of two instances in one's careerin netCustomer and only once in any financial year.

MaternityLeaves would not be treated as break-of-service and all benefits due in thenormal course would be payable.

Maternityleaves cannot be accumulated or encashed.

Procedure for Availing the leave

Advanceinformation to be provided at least two months in advance before the proposeddate, for proceeding on leave and in case of adoption of a child at least 15days in advance.

Onresuming duty after the ML, the employee must bring with her a fitnesscertificate and submit it to HR through the concerned manager.

Leaves exceeding entitlement/ without approval would be treated as leave without pay.

(E) SPECIAL OCCASION OFF

Objective

Toprovide for facilities to Employees at times of Special Occasions. NetCustomerwants the employee to share these special moments with his / her family.

Applicability

This policy is applicableto all employees from the date of their joining.

Types

a) Leave on self’sBirthdays

b) Leave on spouse’sBirthday

c) Leave on WeddingAnniversary

d) Leave on Child’sbirthday

Eligibility

a) Self and SpouseBirthday: An Employee on the day of his / her Birthday and his/ her spouse’s Birthday would be eligible for ahalf day’s leave. This leave can be availed only on the day of the Employees /Spouse’s Birthday and not on any other day. The date of birth shall be as perthe records maintained in the HR.

b) WeddingAnniversary: An Employee on day of his / her Wedding Anniversary would beeligible for a half day’s leave. This leave can be availed only on the day ofthe Employees Wedding Anniversary and not on any other day.

c) Children’sBirthday: An Employee on the day of his / her children’s Birthday would beeligible for a half day’s leave. This leave can be availed only on the day ofthe Employees Children’s Birthday and not on any other day. The date of birthshall be as per the records maintained in the HR.

d) A total of 1½ daysleave is available for the above four. At his / her will the employee can avail3 half days leave on any of the four occasions.

e) This off can betaken only if the anniversary/ birthday falls on a working day. Under no circumstances a compensatory off will begiven in lieu of this day.