Leave & Working Hours Policy
PURPOSE OF LEAVE:
Leave is granted to employees with the good intention of providing rest, recuperation
of health and for fulfilling social obligations. This provides for a healthy and efficient
staff for the company.
LEAVE YEAR AND APPLICABILITY:
Leave is not a matter of right.
Sanctioning of leave is at Management discretion based on exigencies of
business or seriousness of the case.
Leave year is from 1st January to 31st December.
Eligible leave is credited to the employees on the 1st of January every year.
The different types of leaves given under the policy are:
Casual Leave (CL)
Sick Leave (SL)
Earned Leave (EL)
Loss Of Pay (LOP)
The Leave policy is applicable for all On Role Employees of the
company.
Employees who are appointed during the course of the year shall be entitled
to the above leaves on pro-rate basis.
Employees whose date of joining service falls between 1 st to the 15th
of a month are entitled to get the leave credit for that month.
Employees whose date of joining service falls between 16 th to the end
of the month are not entitled for the leave credit for that month.
If an employee is relieved on any day between 1st to 15th of a month, then he /
she is not entitled for leaves due for that month.
If an employee happens to leave on any day between 16 th to the end of the
month then he / she is entitled for leaves due for that month.
CASUAL LEAVE
ELIGIBILITY:
All on Role Employees.
Casual leave is calculated for a period of one year (January to December)
ENTITLEMENT:
1. 7 days of Casual Leave in a calendar year.
2. A minimum of half CL can be availed & a maximum of 3 days in a row can be
taken.
3. If CL extends beyond 3 days, then the excess days taken will be treated under
LOP.
4. It is up to the Management’s discretion to sanction more than 3 days of CL at
a stretch.
5. National / Festival / Declared / weekly off days can be prefixed and / or
suffixed to CL.
6. Intervening National / Festival / Declared holidays will NOT be counted as part
of the leave.
7. Balanced CL remaining unutilized as on 31st December will lapse.
8. When leave is taken without prior sanction (under certain unavoidable
circumstances), the absence should be notified to the respective H. O. D ’s on
the same day through phone.
9. Approved leave application should reach the HR department within 3 working
days of rejoining.
SICK LEAVE
ELIGIBILITY
All permanent Employees & staffs.
ENTITLEMENT:
1. 5 days of Sick Leave (SL) in a calendar year.
2. A minimum of half SL can be availed & a maximum of whatever is required
or whatever is available, whichever is lesser
3. If SL extends beyond 3 days, it has to be accompanied with a
Doctor’s certificate
4. In case adequate number of SL is not available with an employee,
he can club EL with it. If EL is also not available, then it will be
treated as LOP.
5. Intervening National / Festival / Declared holidays will be counted
as part of the leave.
6. Balanced SL remaining unutilized as on 31 st December will be
carried forward to the next year
7. Inability to attend office because of any sickness should be notified to the
respective
8. H. O. D’s on the same day through phone.
9. Approved leave application should reach the HR department
within 3 working days of rejoining.
EARNED LEAVE (EL)
ELIGIBILITY
1. All Permanent Employees & Staffs.
ENTITLEMENT
1. 15 days per calendar year (with carry forward)
2. EL will be credited to permanent Employees / Staffs only on completion of one
year of service with the company.
3. The days served under probation will be taken into account for EL eligibility.
4. EL can be availed only on prior approval.
5. National / declared / festival / weekly off days can be prefixed and / or suffixed
to EL.
6. Intervening National / declared / festival / weekly off days will NOT BE
counted as part of the leave.
7. Half day of EL cannot be taken.
8. Balanced EL remaining unutilized as on 31 st December can be carried
forward.
9. Accumulated EL Encashed at the rate of last basic pay drawn on the
during final settlement in case of resignation / retirement /
termination.
10.At the time of resignation / retirement / termination the balance EL
will be encashed at the basic pay rate as on the day of resignation /
retirement.
11. Any absence of more than the number of EL sanctioned will be treated as
leave without pay, unless given valid reasons to the management.
MATERNITY LEAVE (ML)
ELIGIBILITY:
All married female staff.
ENTITLEMENT:
1. 84 days of paid Maternity Leave is allowed to females who have to
deliver a child
2. A female employee can adjust this leave before and after the delivery
of child totaling it to 84 days.
3. Before availing this leave, a certificate from the gynecologist has to be
submitted mentioning the expected date of delivery.
4. Intervening National / declared / festival / weekly off days will be
counted as part of leave.
5. If, because of any complication, leave has to be extended, it can be
done but will fall under LOP.
LOSS OF PAY (LOP)
1. LOP can be applied by an employee when no other leave is available.
2. During the period of LOP, the employee is not entitled for any
pay or allowance.
3. A maximum of 3 months of LOP can be availed on the approval of the
management. (Exceptional cases like ML/SL, etc.)
4. If the employee fails to report to duty on the specified date
after the sanctioned LOP, it is deemed that the employee has
abandoned his service with the company on his own accord.
5. LOP can be implicated on disciplinary grounds with regard to
attendance by the management regardless to the availability of the
other types of leave.
6. LOP days will not be taken for EL eligibility.
COMPENSATORY OFF
1. If an employee is required to work on any important
assignment on a National / Festival / Declared / weekly off day,
he is eligible for Compensatory off on any other working day.
2. Official approval is required from the department head /
management to work on such National / Festival / Declared /
weekly off days. No compensatory offs will be entertained
when worked on these days without proper approval.
3. The compensatory off has to be availed within a period of
three months from the date worked.
4. Compensatory off when not availed within the stipulated time
period will lapse.
5. Only two days of compensatory offs can be combined and
availed at a stretch.
LEAVE SETTLEMENT DURING RESIGNATION / RETIREMENT /
TERMINATION:
If an employee to be relieved has availed more number of CL against the
number of months he has worked, then the excess CL will be deducted during
his final settlement.
EL for the days worked till the employee’s date of relieving will be calculated
and paid during the final settlement, provided he / she fulfils EL eligibility
criteria.
PROCEDURE FOR APPLYING LEAVE
The available leave balance is to be checked by the employee with the HR
department and the leave to be applied by duly filling up the leave application
form. The application has to be forwarded by the employee to their
departmental head for approval. The departmental head is authorized to
either grant or disapprove the leave on valid grounds. The approved leave
application has to be submitted to the HR department for recordings and
subsequent processing.
CANCELLATION OF LEAVE
1. The department head can also cancel the once sanctioned leave on
situational / need basis. If an employee proceeds to avail the cancelled
leave then those days will be treated as absence from duty and the
rules pertaining to absence from duty will be applied.
EXTENSION OF LEAVE
1. As it is necessary to get prior approval for leave so it is also for
extension of leave. The employee has to apply to his/her department
head for extension of leave well in advance and get it sanctioned to
avail them. In case an employee overstays, the unsanctioned leave
availed will be treated as absence from duty.
ABSENCE FROM DUTY
1. When an employee takes off from duty without prior leave approval or
proper intimation under certain unavoidable circumstances, then those
day/days will be treated as absence from duty.
2. The days of absence will be treated under Loss of Pay.
3. The employee has to report to his / her department head on rejoining
duty from absence and provide valid reasons for absence in writing
before taking up work again.
4. If an employee is absent from duty continuously for more than 7 days
(including any National / Festival / Declared / weekly off days which
may fall in-between), an official correspondence from the HR
department will be sent to him asking to report to duty and to provide
explanation for his absence.
5. Based on the enquiry any action deemed fit will/would be taken by the
management.
6. If there were no response from the employee within the stipulated time
mentioned in official correspondence, it would be assumed that the
employee has withdrawn his service from the company on his own
accord and recorded accordingly.
Declared N/F Holidays
1. National holidays are declared compulsorily, and the companies do
not have flexibility in timing them.
2. Festival holidays, companies have the flexibility to choose from a
list of about available in the Schedule as per TN. Govt list of
Festivals. Five festival holidays in each calendar year have to be
declared in addition to the National Holidays.
3. The company declares holiday to all his employees as per state
government list of holiday’s notification and also based internal &
external criteria.
Holiday for General Elections
1. In case of general elections like; Lok Sabha, Tamil Nadu Legislative
Assembly election, Local Panchayat election a holiday needs to be
declared to all employees on polling day.
Weekly Holidays / Week Off
1. An establishment /company required to remain closed for at least
one day of the week.
WORKING CONDITIONS
Working timings:
Administrative Staffs / General Shift :
IN TIME: 09.00 Am & OUT TIME: 06.00 Pm
Production & Shop floor Operation
Functions on 2 shift bases (Day & Night Shifts)
Day Shift 1st Shift 6 am – 6 pm
Night Shift 2nd Shift 6 pm – 6 am
Breakfast / Lunch Timing /Dinner& Interval
Breaks
Between: 07.30am – 8.00am (Half an Hour Breakfast)
12.30 m – 01.00 Pm & 1.00Pm & 1.30 Pm (Half an
Hour Lunch)
07.30 Pm – 8.00 Pm (Half an Hour Dinner)
10.30 am to 10.40am 3.30 Pm – 3.40 Pm (Tea
Intervals)
10.30pm to 10.40 pm 3.30am – 3.40pm (Tea
Intervals)
Apart from this Daily 2 times Interval Tea & Refreshment break
during the shift Hours.
For all staff / Employees IN TIME is fixed and OUT TIME may be
extended till completion of work on that day. Please note that there
are only 05 to 10 minutes grace time permitted for IN TIME for
all. Not should exceed more than 2 days in a week.
Work Schedule: Employee working Schedule will depend on shift
basis per day. Week off Sunday or holiday or whatever hours required
fulfilling the duties of contract subjected to management. This may
change depending upon place of posting, change of department,
promotion and depend upon responsibility. Later coming to work
leads to disciplinary action.
Late Coming: Maximum two late coming are allowed in a month over
and above the grace time. If it exceeds more than the limit, every late
coming will lead to disciplinary action.
Dress Code: Employee should dress in an appropriate standard with
well-groomed manner. Male & Female employees should wear definite
Uniform prescribed by the company.
Permission: In case of emergency 2 hr permission can be granted
twice in a month or one hour permission 4 times a month to all
employees with prior approval or prior intimation to respective HOD &
HR. Permission is not accepted without prior intimation / approval and
any such late entry will be treated as half a day leave.
Industrial Safety & Work Environment: Our Company believes that
“NO JOB or TASK IS MORE IMPORTANT THAN WORKER HEALTH
&SAFETY. It is mandatory responsibility of everyone in the company
to follow the safety measures & to use PPE (like: Safety shoes, goggles,
respirators, working dress &etc.). Our company strictly follows the
5Sprocedure for healthy working environment.
