Objective

Regulate the issue of Vacation/Leave entitlement, and permitted accumulation of vacation

leave for employees and the conditions under which the employees are eligible for vacation
within Ceragon-India.

Coverage

All Ceragon India employees are covered under this Vacation/Leave policy.

Vacation Entitlement

The amount of vacation leave will depend on the employment, applicable law and the
employees length of service in the Company.

Vacation Plan

All employees are required to plan their vacation in advance and submit for approval of their
direct manager.


Definition of Pro-rated vacation

An employee shall be entitled to a pro-rated vacation based on the number of completed
months of service. The computation of pro-rated vacation will be as follows:

No of completed months of service X entitlement per year
12



Types of Leaves

Privilege Leave : 15 days
Causal & Sickness Leave : 12 days
Maternity Leave & Miscarriage Leave : As per Maternity act
Paternity Leave : 03 days
Birthday Celebration Leave : 01 days
National and Festival Holidays : 14 days
(13 Declared Public Holiday+1 Optional Public Holiday)


Vacation Policy Year 2014


Ceragon -India



Privilege Leave (Earned OR Annual Leave) PL -

Privilege leave is the leave earned by the employee for the number of days worked in the previous
calendar year (calculated on pro-rata basis). Total Privilege Leaves are 15 days in a calendar year (Jan
Dec).
Accumulation and encashment of Privilege Leave
Privilege leave if not availed by the employee can be carry forward and get accumulated
maximum up to 45. However the encashment of the employee accumulated earned leave will
not be done.


Sickness Leave (SL) / Causal Leave (CL)-

Sickness Leave is given to employees to meet health exigencies.
Causal leave is granted for meeting personal work, occasions, etc.

The Total available leaves are 12 days in a calendar year which is Credited to an
employee account on pro-rated basis. At a stretch (i.e. in continuation) an employee
Can either avail SL or CL not a Combination of both. If the Causal leave period extends beyond
3 days at stretch it will be considered as PL. At a stretch self-certified Sick leave could be three in
number beyond that a Doctors prescription from a registered medical Practitioner needs to
be submitted to the Human resource dept. for considering it as a sickness Leave.
However it is mandatory to submit the above mentioned documents within seven working
days from resuming the duty.

Unavailed CL / SL will not be carried forward in the next calendar year, also unavailed
SL/CL will not be encased during full & final settlement of the employee with the company.


Maternity Leave & Miscarriage Leave

Maternity Leave

Any female married employee who is not covered under ESI and has actually worked in the
establishment for a period of at least 80 days during the 12 months immediately
Preceding the date of her expected delivery is entitled to receive maternity benefit. The
Benefit is payable for a maximum period of 12 weeks (Excluding National Holidays), of
which not more than six weeks shall precede the date of her expected delivery. The
application for the Maternity Leave should be supported with a copy of Medical
Certificate from Registered Medical Practitioner.

Miscarriage Leave

Company provides leaves to female married employees to meet the requirements arising
Out of miscarriage and related to health needs. In case of miscarriage or medical
termination of pregnancy, an employee shall, on production of the prescribed proof, be
entitled to leave with wages at the rate of maternity benefit, for a period of six weeks
Immediately following the day of her miscarriage or medical termination of pregnancy.
The application for the Miscarriage Leave should be supported with a copy of Medical
Certificate from Registered Medical Practitioner.









Paternity Leave

An employee is entitled for a maximum of three days paternity leave.
However the leave should be availed in continuation within 15 days of each confinement.


Birthday Celebration Leave

An employee is entitled for getting a day off for his birthday celebration.
Company strongly recommend that the employee use this vacation day on the day of their birthday,
however If not possible, or if the birthday falls on a weekend or holiday, then this vacation day may be
taken during the month in which the birthday falls . This benefit cannot be redeemed for cash, nor can
it be added to the total annual vacation, hence will lapse.
Each employee should coordinate with their direct manager in advance and ensure to make leave
application entry in the DKM portal in advance for getting direct manager approval.

National and Festival Holidays
National Holiday
Republic Day (January 26), Independence Day (August 15) and Gandhi Jayanti (October 2) are the
three national holidays observed in India. On these days all institutions, irrespective of under which law
they are covered, or whether they are public or private organizations or MNCs should necessarily
remain closed.
Festival Holiday
The festival holiday are decided based on the local festival of the locality and covers festival of all
religions and are granted to the employees in accordance with the company policies.

Leave Encashment computation

In case of Retirement / Separations (excluding Termination cases), the computation for the leave
encashment will be on the Basic Salary of the employee.



On Termination of Service

An employee will not be entitled to any encashment of outstanding or due leaves if he/she is
terminated by the Company on grounds of misconduct.














General Conditions applicable

Employees who plan to avail leave shall take a prior approval from his/her direct manager by
raising a leave request through dkm online portal.

In case of unplanned leave, employee should immediately inform on mail to his/her direct
manager and HR dept. and should take a mail approval from the reporting manager within
24 hours of his/her absence from the duty else it will be considered as Unauthorized
leave by the HR dept. Once the employee resumes the duty, within 2 working days the
employee needs to raise the leave request through dkm online portal for getting it approved
by his /her direct manager.

If an employee does not inform to HR dept. on his unplanned & unapproved leave then in
such case the direct manager of an employee will be responsible to inform HR of his absence
within 24 hours of the information received by him.


Grant of leave is subject to exigencies of work and the Company shall have the absolute
discretion to decide on the grant or refusal of it. Employee may not proceed on leave until
such time as it has been formally sanctioned by the employees direct manager on mail.

Unauthorized leave will be unpaid by the company.


For availing LTA( Leave Travel allowance) the employee needs to take an advance approval
of at least three days Privilege leave .


Amendment & Interpretation of the leave policy

The interpretation & the amendment of the above said leave policy is on the sole discretion of
the Ceragon Management.