TARGETONE INNOVATIONS PVT. LTD.

Leave Policy

Policy No Date of Effect

TOI/P/004 02-Jan-2020

1. Objective

1.1. The intent of the policy is to set in place guidelines for eligibility, entitlements and
process for availing leaves.

2. Scope

2.1. This policy is applicable to all On-Roll employees of GoMechanic.

3. Leave Benefit Plan

Leave Type Entitlement

Privilege Leaves 20 Days/Year
Sick Leaves 7 Days
Casual Leaves 08 Days/Year
Paternity Leaves 01 Week
Bereavement Leaves 05 Days
Maternity Leaves 26 Weeks
Matrimony Leaves 05 Days

4. Privilege Leaves

4.1. Employees are eligible for a total of 20 days of privilege leaves every calendar year
(January-December).
4.2. Five (5) leaves are credited at the beginning of every quarter for existing employees.
4.3. You can carry forward a maximum of 10 privilege leaves every year. Any privilege leave
in excess of 10, if unused, will lapse.
4.4. The privilege leave balance for new employees is pro-rated as per their joining month
and will be credited to their leave account every quarter.
4.5. Privilege leaves cannot be clubbed with sick leaves. For example, sick leave balance
cannot be clubbed to extend vacation/personal time-off.
5. Sick Leaves:

5.1. Employees can avail 07 days of sick leave in a year.

5.2. The entitlement of the year is credited in advance in January for the full calendar year assuming
that employees would continue in the organization for the rest of the calendar year. For new
joiners, it is credited on a pro-rated basis depending on the date of joining.
5.3. Sick leaves, lapse annually and cannot be availed against travel, vacation or personal time off.
5.4. Sick leaves are strictly meant for when an employee has health issues or concerns that need to
be addressed.
5.5. Sick leaves availed in excess of 3 days must be substantiated with a doctor/medical certificate.
5.6. Sick leaves can be clubbed with privilege leave, maternity leave. For example,
privilege/maternity leave balance may be clubbed to extend sick leave.

6. Casual Leaves:

6.1. There are a total of 08 casual leaves for the entire year.
6.2. Two (2) leaves are credited at the beginning of every quarter for existing employees and are not
carried forward to the next year.

7. Paternity Leaves:

7.1. Paternity leaves are provided to ensure that a male employee can take time off from work to
attend to his baby/wife post-delivery.
7.2. All married male employees are eligible for 01 week (07 days) of Paternity leave with full wages
during the first year of child birth. Paternity leave on full wages can be availed only for first two
children.

8. Bereavement Leaves:

8.1. The Company would also provide for Bereavement leave of 05 days for an untoward incident
such as loss of an immediate family member.
8.2. Immediate family shall include Father, Mother, Spouse, Father-in-law, Mother-in-law, Siblings,
Children and Grandparents only.

9. Matrimony Leaves:
9.1. A confirmed employee can avail 05 (Five) working days of leaves for his / her first and lawful self-
marriage.
9.2. The reporting manager should be informed at least a month in advance.
9.3. The employee will have to produce a copy of his or her marriage invite before proceeding on
leave & a marriage registration certificate upon returning to work.
10. Maternity Leaves:

10.1. All female employees are eligible for maternity leaves with full wages for a period of 26 weeks
(182 continuous calendar days) each for the first two children. Maternity leaves with full wages
for third child onwards will be 12 weeks (84 continuous calendar days) each.
10.2. Maternity leave can be availed after 84 days of continuous service. Where women have to avail
maternity leave before completion of 84 they are entitled to 26 weeks of leave on loss of pay.
10.3. The tentative date of commencement of maternity leaves shall be informed to reporting
manager at least two months before proceeding on leaves.
10.4. Post 26 weeks, women employees can avail 6 months of leave. This can be availed as a
combination of privilege leaves, casual leaves and loss of pay.
10.5. In case the female employee intends to avail of the additional leave benefit, the same has to be
intimated to the immediate reporting Manager, in writing, at least one month in prior to the
date of commencement such leave. The concerned Manager shall, in turn, share this with the
Head HR.
10.6. Intervening Week Offs/ holidays will be counted as a part of Maternity leaves.
10.7. In case of any miscarriage or medical termination of pregnancy, leave is allowed for six weeks
from the day of miscarriage. The employee is required to produce a certificate from Registered
Medical Practitioner recording the medical condition of the employee on termination of the
pregnancy.
Joining Post Maternity leave:
i. Employment is guaranteed for female employees who avail additional maternity benefit.
ii. It will be the responsibility of the Department Head to find a relevant role for the employee.
iii. In the absence of availability of a vacancy in employee’s last-held role, all efforts will be made to
find a suitable role for such employee. It is expected that the employee will be willing to work in any
role / department / location, as available at the time of resuming work.
iv. Since the employee was unable to perform duties during the period of the maternity leave,
employee’s performance will be evaluated basis the last performance management cycle ratings.

11. Sabbatical Leaves:

11.1. To give all employees the opportunity to take a break from their employment for a pre-
determined time period, an employee can also avail sabbatical leaves.
11.2. Sabbatical leaves can be availed majorly for below reasons:
a. Career development or
b. Attending to a personal/family exigency
11.3. Sabbatical Period: It can range from 1 month to a maximum of 12 months.
11.4. Sabbatical leaves will be considered equivalent to leave without pay for the purpose of payroll
calculation. However, sabbatical leaves will not result in a break in service so long as employee
rejoins the company after the agreed period. Any benefits/provisions dependent upon length of
service i.e. privilege leaves, maternity leaves or performance related pay, will be deemed to be
suspended during the period of the sabbatical.
11.5. The reporting manager should be informed at least a month in advance.
11.6. All obligations of the Employee as per the terms and conditions of employment shall be
applicable during the sabbatical period.
11.7. An employee must confirm his / her date of return to work, in writing, to their Reporting
Manager and HR, prior to taking the sabbatical.
11.8. If an employee decides not to return to work, he/she should give written notice to the reporting
manager, at least four weeks before the sabbatical is due to end. In such case, the sabbatical
period will no longer be considered as a sabbatical and the Employee’s last date of employment
will be the date of last reporting before availing the leave. Further, a sum amounting to 2 month
of basic pay will be charged to the Employee as a penalty for not returning to work post the
sabbatical period.

12. Leave Rules:

12.1. All leave requests and approvals should be routed through e-mails only.
12.2. All leave requests have to be approved or rejected by the reporting manager within 3 days from
the date of request generation. If no action is taken by the reporting manager, leave requests
will be auto approved.
12.3. Any leave availed post exhausting the leave balance will be treated as a loss of pay.
12.4. Intervening weekends and holidays are not counted as leave.
12.5. All leaves should be planned well in advance in consultation with reporting manager unless in
case of exigency and should be regularized within maximum 2 working days after resuming work.
12.6. Overstaying on leave will be treated as non-attendance without approval and shall be treated as
abandonment of service/absconding from service and company shall have the final decision to
initiate separation and set off the accumulated leave from F&F.
12.7. Leave Accumulation:
a. Privilege leaves can be accumulated to a maximum of 30 days at any time during employment.
b. Any leaves over and above 30 days will lapse.
12.8. Carry Forward:
a. Privilege leaves can be carried forward to next year.
b. A maximum of 10 leaves can be carried forward to the next year from the leaves accumulated
in the current financial year.
12.9. Leaves during Notice Period:
a. An employee can avail privilege leaves during the notice period subject to supervisor’s
approval.
b. Privilege leaves cannot be adjusted against the notice period.
12.10. Leaves Encashment:
a. Privilege leaves can only be en-cashed upon separation and through Final Settlement.
b. Leave encashment will be done on the basic salary.