Objective
The objective of the Leave Policy is to provide guidelines for employees to balance their personal and professional lives effectively while fulfilling statutory requirements regarding leave and holidays.

Applicability
This policy applies to all regular employees of the company.

General Guidelines

• Leave is not an automatic entitlement and may be granted or refused based on business demands.
• Unauthorized absence from work will result in disciplinary action.
• Leave must be applied for and approved in advance, except in emergencies where telephonic intimation to the reporting manager is required.
• Leave records will be maintained in the HRMS tool.

Types of Leaves

1. Casual Leave:

• Maximum 12 days per year.
• Can be taken for a minimum of half a day and a maximum of 4 days.
• Should be applied for at least one day in advance.
• Not carried forward to the next year.

2. Earned Leave:

• The application must reach the reporting manager 15 days in advance.
• Credited monthly at the rate of 1.75 leaves per month.
• A maximum of 9 days can be carried forward to the next year.
• Must be utilized for at least 5 days for Leave Travel Allowance (LTA) eligibility.

3. Maternity Leave:

• Full pay for 26 weeks for each pregnancy, up to 2 confinements.
• Can commence 8 weeks before the expected delivery date.
• Prenatal treatment for the first 7 months is considered normal leave.

4. Paternity Leave:

• Maximum 20 days.
• Must be taken within 1 year of the child's birth.
• Leave must be taken at a stretch.

5. Leave Without Pay (LWP):

• Availed when existing leave balance is exhausted due to unforeseen circumstances.
• Maximum of 3 months.
• Approval is required from the reporting manager and department head.

6. Compensatory Off:

• Granted for working on national/festival/declared off days.
• Must be availed within 1 month.

7. Leave of Absence Policy:

• Unpaid absence for medical or personal reasons.
• Approval is required from the supervisor and department head.
• Medical reasons require a physician's certificate.

• Approved leave can be canceled or extended based on business needs.
• Extensions must be communicated and applied for in advance.

Leave Calculation on Resignation/Termination
Privilege leave will be calculated until the last working day and included in the final settlement.

Policy Revision
The company reserves the right to revise or modify any clause of this policy as per business requirements.

Explanation of Policy
The Corporate HR department is the sole authority for interpreting this policy.

Disclaimer:
The content of this policy is provided for reference and guidance only. The company holds the right to interpret and enforce the policy as deemed necessary.