TRANSMEDIA GROUP LEAVE POLICY

Preamble: In recognition of the importance of providing employees with the necessary time off from work to
attend to personal, medical, and family-related matters, Transmedia Group has established a comprehensive leave
policy. This policy adheres to the relevant laws and regulations governing leave entitlements in India and ensures
the fair and consistent administration of leave benefits to all employees.
Part I: Objective and Scope
Section 1: Objective
The objective of this policy is to define policies, guidelines, and procedures for leave entitlement, ensuring that
employees have a clear understanding of their leave benefits and the procedures for availing them.
Section 2: Scope
1. This policy applies to all permanent employees of Transmedia Group.
2. Employees appointed on contract will be entitled to leaves as specified in their individual terms of
employment.
Part II: Types of Leaves
Employees are eligible for the following types of leaves:
1. Personal leaves
2. Sick leaves
3. Maternity leaves
4. Marriage leaves
5. Compensatory leaves
Part III: Leave Entitlement and Procedures
Section 3: Personal Leaves (PLs)
a) PLs are provided to enable employees to attend to any routine activity or unforeseen situation on a
personal front.
b) Employees are eligible for 12 PLs in a calendar year.
c) At any point in time, no employee can avail more than 10 consecutive PLs.
d) Weekly offs or holidays preceding, succeeding, or falling between PL periods will not be included for
calculating leaves.
e) PLs can be availed in combination with any other types of leaves.
f) Employees may avail personal leaves for half days. Half day leaves will be availed only if the employee
is present for a minimum of 4 hours in the office. Otherwise, a full day leave will be considered.
g) A maximum of 12 PLs can be carried forward at the end of each year. Unused leaves can be encashed at
the end of the year if they are unused.
h) A prior notice to the reporting manager, along with an online application, is mandatory to apply for a
leave.
Section 4: Sick Leaves (SLs)
a) SLs are provided to help employees recover from illness or attend medical emergencies.
b) Employees are eligible for 12 SLs per calendar year.
A leave qualifies as an SL provided the employee meets the following conditions:
i. Leave is availed on account of sickness.
ii. For leaves exceeding Five days, supporting documents such as medical bills, certificates, or
reports must be provided.
iii. Employees are expected to inform their reporting manager via phone, message, or email to
avail a sick leave and update in keka HRS. iv. Leaves will be considered SLs only after
validation of supporting documents.
c) SLs cannot be carried forward.
Section 5: Maternity Leaves
a) Maternity leave will be available to all female employees to take time off work during prenatal/postnatal
periods of the child.
b) Maternity leave can be availed for up to a maximum of 26 weeks with Basic pay for up to 2 children and
12 weeks for more than 2 children.
 c) This is in accordance with Provisions of Maternity Benefit Act (1961) and The Amendment of Provisions
of Maternity Benefit Act (2017).
d) Maternity leave with Basic Pay is given to employees who have completed a minimum of 80 days on the
payroll in the 12 months preceding the expected date of delivery.
e) All intervening holidays and week offs will be counted as a part of Maternity Leave.
f) In order to avail Maternity Benefit, eligible employees are required to submit an application to their
reporting manager along with the supporting maternal documents.
g) Leave application is to be submitted to the HR department post Reporting manager’s approval.
h) In case of contingencies, if the employee is unable to submit an application before availing leave, she
may submit it as early as possible.
i) In case of failure to submit the application, management should be notified via phone or email.
j) Leave in case of miscarriage: In case of miscarriage or medical termination of pregnancy, an employee
on production of related medical documents will be entitled to leave with Basic pay for a period of 6
weeks immediately following the day of her miscarriage or medical termination of pregnancy.
k) Leave in case of illness due to pregnancy: In case the child suffers from illness arising out of pregnancy,
delivery, premature birth of the child, she will be entitled to leave with Basic pay for a maximum period
of one month, on production of such proof. This period shall be in addition to the period of maternity
leave.
l) A provision to work from home can be availed in case the employee is unable to work from the office
on account of any reason.
m) In case of illness of the newborn baby, the employee shall be allowed to avail Personal Leave in
continuation of maternity leave on production of a medical certificate specifying the same.
n) All employees returning to duty after maternity leave shall, in addition to the rest allowed to her, be
allowed 2 breaks during her daily work hours for nursing the child until the child attains an age of 15
months.
Section 6: Marriage Leaves
a) Marriage leave will be available to all employees to take time off work for their own marriage.
b) Employees are eligible for up to 10 days of Marriage Leave in their entire tenure with Transmedia Group.
c) Employees are required to submit an application to their reporting manager along with a copy of the
wedding invitation card at least 10 days in advance to avail Marriage Leave.
Note: Marriage Leave can be availed only once during the employee's tenure with Transmedia Group and can be
combined with Personal Leaves if needed (subject to prior approval of Department Head)
Section 7: Compensatory Leaves
a) Employees can avail a half-day Compensatory Leave if they have worked on a Holiday/Declared
Holiday/Weekly-off for 3-4 continuous hours and a full day Compensatory Leave for working more than
4 hours on a Holiday/Declared Holiday/Weekly-off.
b) Compensatory leave will be approved post notifying the reporting manager and the HR department prior
to working on a Holiday/Declared Holiday/Week-off.
c) Additional guidelines for availing a compensatory leave: i. The Compensatory Period should be used
within a year from the date on which the employee has worked. ii. Compensatory Leave can be taken for
a maximum of 2 consecutive days and can be clubbed with Personal Leave/Sick Leave.

Part IV: Leave Summary

S.no Policy Name Monthly Yearly Remarks
1. Minimum Working Days 272
2. Personal Leaves 1 12
3. Sick Leaves 1 12
4. 26 weeks (up to 2
children) / 12 weeks
Maternity Leaves (more than 2 children)
5. Paternity Leaves 7-10 days
 6. 10 days (Once in the entire
Marriage Leaves tenure)
7. Public Holidays 17
8. Week-off 52
9. Employees who work on
Weekly off or Public
Holidays are eligible for
Compensatory Leave Compensatory Leave.

Part V: Leave Procedure and Violations

Section 8: Leave Procedure
a) If an employee wishes to take leave the next day, they must inform their reporting manager or authorized
personnel at least one day in advance. The leave will be considered approved only after it has been
accepted by the reporting manager or authorized personnel.
b) If the leave is not accepted by the required authorized personnel, it will be considered unapproved and
will result in an unpaid leave.
c) In emergency situations, the employee must notify the reporting manager or authorized personnel as soon
as possible, and the leave request will be considered on a case-by-case basis.
Section 9: Violations
a) Disciplinary action will be taken against employees who take unapproved or unintimated leaves. If an
employee has unapproved or unintimated leaves in any month, they will be given two warnings. Further
violations may result in more severe disciplinary action.
b) As mentioned above, if any employee does not have their leave request approved in the Keka system at
least one day before the leave, it will be considered an unauthorized leave, except in emergency
situations.

Part VI: Implementation and Enforcement

The HR Department is responsible for carrying out and enforcing this leave policy. All personnel, including
managers, are expected to abide by the policy's requirements and guidelines.

Part VII: Amendments and Updates

Section 10: Amendments and Updates
Transmedia Group reserves the right to amend and revise this leave policy as required to adhere to applicable laws
and regulations or to take into account the evolving needs of the organization. Any alterations or updates will be
promptly communicated to all employees.
Part IX: Miscellaneous Provisions
Section 11: Miscellaneous Provisions
This leave policy will be governed by and interpreted in accordance with Indian law. Any legal disputes resulting
from or associated with this policy shall be exclusively brought before Indian courts.
Part X: Appendices
Section 12: Glossary of Terms
1. Employee: An individual employed by Transmedia Group on a full-time, part-time, temporary, or
contractual basis.
2. Reporting Manager: The individual responsible for supervising and managing the employee's work.
3. HR Department: The department within Transmedia Group responsible for overseeing human resources
functions, including employee relations, compliance, and the enforcement of company policies.
This document establishes the guidelines and procedures for leave entitlement for all permanent employees at
Transmedia Group. It is important that all employees and managers adhere to these policies to ensure a fair and
consistent approach to leave management within the organization.