a. In order to be eligible for any type of Leave, 3 months of service should be completed.
b. Leave cannot be claimed as a right. It is not necessary that leave will be sanctioned compulsorily to an employee, although he is having leave in balance. Sanction/Refusal of leave will depend on the discretion of H.O.D keeping in view the exigency of work.
c. Employees should proceed on leave only after getting the leave applied duly sanctioned by the concerned H.O.D in the prescribed Leave Card and after that he should sign in the Column (noted by applicant) of the leave card & submit the same to Time Office.
d. In the event of failure on the part of the concerned employee to take prior approval of leave of any kind from concerned authority, he / she is liable to apply for leave to the concerned authority within 24 hours from the date of re-joining at the end of the absence period, failing which he / she will be liable to refusal of leave or pay cuts without any further reference on the matter.
e. Concerned employees going out of station during leave period should compulsorily mention the address to where they are proceeding, so that they can be contacted in emergency.
f. Employees are required to report on duty after the completion of the sanctioned leave positively. In case of emergency, if leave is to be extended then the employees should communicate it immediately mentioning therewith the period to be extended to the Head of Department by Telegram or by Registered Post.
2. Rules of Casual Leave and procedure :
a. Casual leave will accrue on 1st January every year. Employees joining in the middle of the year will be eligible on pro-rata basis.
b. Casual leave will not be granted for less than ½ day & not more than 2 days at a stretch. Entitlement of Casual Leave shall be not more than 3 days per quarter.
c. Prior sanction of Casual leave is a must, barring emergency and unforeseen cases, before employee proceeds on leave. In such cases, one should get the leave sanctioned as soon as he joins the duty.
d. Casual leave cannot be combined with any other type of leave. In such cases all the leave will be considered as Privilege leave or it will be considered as Leave Without Pay if balance Privilege leave is nil. Contd…2/-
: 2 :
e. Casual leave entitlement will be 10 days per year with no accumulation facility. Unavailed Casual Leave can be encashed by the officers up to the rank of DGM.
f. Both prefixing and suffixing of Casual Leave with an off day and / or holiday is not allowed. However, CL can’t be suffixed or prefixed with any other type of leave.
3. Rules and procedure of Privilege Leave:
a. Privilege leave entitlement will be 30 days per year subject to physical presence of 240 days. Those who join the company in the middle of the year accrual of Privilege Leave will be on pro-rata basis.
b. Privilege leave will be granted minimum for a period of 3 days. In case of shorter duration it will be adjusted against Casual Leave.
c. Application for Privilege Leave should be submitted 15 days in advance to the Head of the department in the prescribed leave card.
d. Application for extension to leave shall be made before the expiry of leave. Acceptance or refusal of the request shall be duly communicated to the employee concerned. If the employee do not receive any communication then it may be presumed that leave is not granted.
e. Privilege Leave can’t be availed more than 3 times a year.
f. Up to the level of Dy. General Managers, Privilege Leave can be accumulated up to 90 days and they can encash Privilege Leave for a maximum of 15 days annually subject to balance of 15 days leave in his credit.
g. If an employee leaves the service or the Company terminates his services, he shall NOT be paid for Privilege Leave at his credit while settling his account.
4. Rules and procedure of Sick leave (If not covered by ESIC):
a. Sick Leave entitlement will be 15 days per year with full payment. Employees joining in the middle of the year accrual of Sick Leave will be on pro-rata basis.
b. Sick Leave will be sanctioned against sick certificate of Company’s Medical Officer or Sick Certificate issued by MBBS/BAMS Doctor only.
c. Company’s Medical Officer should declare employees residing in Residential Quarters of the Company unfit for grant of Sick Leave.
d. Sick Leave will be granted minimum for a period of three days. In case of shorter duration it will be adjusted against Casual leave.
Contd…3/-
: 3 :
e. Employees should send their sick certificate or inform the Head of Department immediately within 2 days mentioning the period of leave in case of sick when they are out of station, for the sanction of sick leave. Under normal circumstances, intimation of Sickness must reach the concerned HOD/Superior within 24 hours.
f. Employees declared unfit by out side doctors when they go out of station will be allowed to resume duty only after they are medically examined by Company’s Medical Officer and are declared fit.
4. Rules regarding Compensatory Off:
a. Compensatory Off will be permissible to only employees upto the rank of Assistant Manager who work on any weekly off / holiday.
b. Employees should get sanction of “Compensatory Off” in the Leave card before availing & the Leave card should be submitted to Time Office. The date against which Compensatory Off is claimed should be mentioned in the remark column.
c. It should be availed within the month or within next two months.
5. Maternity Leave:
a. No women employee shall be entitled for the Maternity Leave unless she has actually worked for a period of 80 days in the 12 months immediately preceding the date of her expected delivery.
b. The maximum period for which any women shall be entitled to Maternity benefit shall be 12 weeks of which not more than 6 weeks shall precede the date of her expected delivery. (sec. 5, sub-section 3 of Maternity Benefit Act-1961)
c. In case of miscarriage, a woman shall, on production of such proof as may be prescribed, be entitled to leave with wages at the rate of maternity benefit, for a period of 6 weeks immediately following the day of her miscarriage.
d. In case of illness arising out of pregnancy, delivery, premature birth of child, or miscarriage, a woman shall, on production of such proof as may be prescribed, be entitled to leave with wages at the rate of maternity benefit, for a period of 1 month in addition to the benefit of 12 weeks or 6 weeks, as the case may be.
e. Apart from the Maternity leave, a women employee is also entitled for 2 weeks paid leave if she undergoes Family Planning Operation.
f. Maternity leave can be granted for a maximum of two deliveries only to confirmed and married female employees. Maternity leave shall not be granted for deliveries after the second living child.
g. Unutilized maternity leave cannot be carried forward or encashed and will lapse automatically.
Contd…4/-
: 4 :
6. Leave Travel Assistance:
a) Entitlement to the benefit of L.T.A. is on confirmation. b) If an employee joins as probationer then he is entitled to the L.T.A. c) LTA will be paid on a calendar year basis, i.e. January to December every year. d) A minimum of 10 days P.L. should be availed for claiming LTA. e) LTA should be claimed in the prescribed form once in a year. f) Approval of Privilege Leave must be attached at the time of claiming the LTA. g) The amount payable for L.T.A. is one month’s salary i.e. BASIC + COLA. h) Accumulation of LTA is permitted up to 2 years.
SUMMARY CHART OF LEAVE ENTITLEMENT
Type of Leave Entitled Min. Combine Accumulation Encashment Privilege Leave 30 Days 3 SL, Off / C.Off 90 Days 15 Days per year Sick Leave 15 Days 3 PL,Off / C.Off 180 Days Not allowed. Casual Leave 10 Days ½ Not allowed Not allowed Balance Days per year
In the event of any dispute arising out of implementation and / or interpretation of the Leave Policy, Management’s decision will be binding and valid for all concerned.
a. In order to be eligible for any type of Leave, 3 months of service should be completed.
b. Leave cannot be claimed as a right. It is not necessary that leave will be sanctioned compulsorily to an employee, although he is having leave in balance. Sanction/Refusal of leave will depend on the discretion of H.O.D keeping in view the exigency of work.
c. Employees should proceed on leave only after getting the leave applied duly sanctioned by the concerned H.O.D in the prescribed Leave Card and after that he should sign in the Column (noted by applicant) of the leave card & submit the same to Time Office.
d. In the event of failure on the part of the concerned employee to take prior approval of leave of any kind from concerned authority, he / she is liable to apply for leave to the concerned authority within 24 hours from the date of re-joining at the end of the absence period, failing which he / she will be liable to refusal of leave or pay cuts without any further reference on the matter.
e. Concerned employees going out of station during leave period should compulsorily mention the address to where they are proceeding, so that they can be contacted in emergency.
f. Employees are required to report on duty after the completion of the sanctioned leave positively. In case of emergency, if leave is to be extended then the employees should communicate it immediately mentioning therewith the period to be extended to the Head of Department by Telegram or by Registered Post.
2. Rules of Casual Leave and procedure :
a. Casual leave will accrue on 1st January every year. Employees joining in the middle of the year will be eligible on pro-rata basis.
b. Casual leave will not be granted for less than ½ day & more than 2 days at a stretch. Entitlement of Casual Leave shall be not more than 3 days per quarter.
c. Prior sanction of Casual leave is a must, barring emergency and unforeseen cases, before employee proceeds on leave. In such cases, one should get the leave sanctioned as soon as he joins the duty.
d. Casual leave cannot be combined with any other type of leave. In such cases all the leave will be considered as Privilege leave or it will be considered as Leave Without Pay if balance Privilege leave is nil.
Contd…2/-
: 2 :
e. Casual leave entitlement will be 10 days per year with no accumulation facility. However, unavailed Casual Leave will be encashed in the month of February.
f. Both prefixing and suffixing of Casual Leave with an off day and / or holiday is not allowed. However, CL can’t suffixed or prefixed with any other type of leave.
3. Rules and procedure of Privilege Leave:
a. Privilege leave entitlement will be 30 days per year subject to physical presence of 240 days. Those who join the company in the middle of the year accrual of Privilege Leave will be on pro-rata basis.
b. Privilege leave will be granted minimum for a period of 3 days. In case of shorter duration it will be adjusted against Casual Leave.
c. Application for Privilege Leave should be submitted 15 days in advance to the Head of the department in the prescribed leave card.
d. Application for extension to leave shall be made before the expiry of leave. Acceptance or refusal of the request shall be duly communicated to the employee concerned. If the employee do not receive any communication then it may be presumed that leave is not granted.
e. Privilege Leave can’t be availed more than 3 times a year.
f. Privilege Leave can be accumulated up to 90 days.
g. If an employee leaves the service or the Company terminates his services, he shall NOT be paid for Privilege leave at his credit while settling his accounts.
4. Rules and procedure of Sick leave (If not covered by ESIC):
a. Sick Leave entitlement will be 15 days per year with full payment. Employees joining in the middle of the year accrual of Sick Leave will be on pro-rata basis.
b. Sick Leave will be sanctioned against sick certificate of Company’s Medical Officer or Sick Certificate issued by MBBS/BAMS Doctor only.
c. Company’s Medical Officer should declare employees residing in Residential Quarters of the Company unfit for grant of Sick Leave.
d. Sick Leave will be granted minimum for a period of 3 days. In case of shorter duration it will be adjusted against Casual leave.
e. Employees should send their sick certificate or inform the Head of Department immediately within 2 days mentioning the period of leave in case of sick when they are out of station, for the sanction of sick leave. Under normal circumstances, intimation of Sickness must reach the concerned HOD/Superior within 24 hours.
f. Employees declared unfit by out side doctors when they go out of station will be allowed to resume duty only after they are medically examined by Company’s Medical Officer and are declared fit. Contd…3/-
: 3 :
5. Rules regarding Compensatory Off:
a. Compensatory Off will be permissible to only those Staff Members who work on any weekly off / holiday.
b. Employees should get sanction of “Compensatory Off” in the Leave card before availing & the Leave card should be submitted to Time Office. The date against which Compensatory Off is claimed should be mentioned in the remark column.
c. It should be availed within the month or within next two months.
6. Maternity Leave:
a. No women employee shall be entitled for the Maternity Leave unless she has actually worked for a period of 80 days in the 12 months immediately preceding the date of her expected delivery.
b. The maximum period for which any women shall be entitled to Maternity benefit shall be 12 weeks of which not more than 6 weeks shall precede the date of her expected delivery. (sec. 5, sub-section 3 of Maternity Benefit Act-1961)
c. In case of miscarriage, a woman shall, on production of such proof as may be prescribed, be entitled to leave with wages at the rate of maternity benefit, for a period of 6 weeks immediately following the day of her miscarriage.
d. In case of illness arising out of pregnancy, delivery, premature birth of child, or miscarriage, a woman shall, on production of such proof as may be prescribed, be entitled to leave with wages at the rate of maternity benefit, for a period of 1 month in addition to the benefit of 12 weeks or 6 weeks, as the case may be.
e. Apart from the Maternity leave, a women employee is also entitled for 2 weeks paid leave if she undergoes Family Planning Operation.
f. Maternity leave can be granted for a maximum of two deliveries only to confirmed and married female employees. Maternity leave shall not be granted for deliveries after the second living child.
g. Unutilized maternity leave cannot be carried forward or encashed and will lapse automatically.
7. Leave Travel Assistance:
A] JUNIOR OFFICERS
a) Entitlement to the benefit of Leave Travel Assistance is on confirmation. b) If an employee joins as probationer then he is entitled to the L.T.A. c) L.T.A. is paid on calendar year basis i.e. January to December. d) L.T.A. should be claimed in the prescribed form once in a year. e) A minimum of 10 days Privilege Leave should be availed for claiming L.T.A. f) Approval of Privilege Leave must be attached at the time of claiming L.T.A. g) The amount payable for L.T.A. is one month’s salary i.e. Basic + V.D.A. h) If L.T.A. is not claimed then it is paid with December month’s salary. Contd…4/-
: 4 :
B] S1, S2, S3 & SUB STAFF
a) Entitlement to the benefit of Leave Travel Allowance is on completion of training period i.e. on confirmation. b) If an employee joins as probationer then he is entitled to the Leave Travel Allowance. c) Leave Travel Allowance is paid with the salary every month.
SUMMARY CHART OF LEAVE ENTITLEMENT
A) STAFF :
Type of Leave Entitled Min. Combine Accumulation Encashment Privilege Leave 30 Days 3 SL, Off / Coff 90 Days Not allowed Sick Leave 15 Days 3 PL, Off / Coff 180 Days Not allowed. Casual Leave 10 Days ½ Not allowed Not allowed Balance Days per year
B) SUB-STAFF :
Type of Leave Entitled Min. Combine Accumulation Encashment Privilege Leave 15 Days* 3 SL, Off / Coff 90 Days Not allowed. Sick Leave Nil Nil N. A. Nil Nil Casual Leave 10 Days ½ Not allowed Not allowed Balance Days per year * Unless specified otherwise as per the Factories Act 1948.
C) APPRENTICE :
Type of Leave Entitled Min. Combine Accumulation Encashment Privilege Leave Nil Nil N. A. Nil Nil Sick Leave 15 Days 3 N. A. Nil Not allowed. Casual Leave 12 Days ½ Not allowed Not allowed Not allowed.
In the event of any dispute arising out of implementation and / or interpretation of the Leave Policy, Management’s decision will be binding and valid for all concerned.
a. In order to be eligible for any type of Leave, 3 months of service should be completed.
b. Leave cannot be claimed as a right. It is not necessary that leave will be sanctioned compulsorily to an employee, although he is having leave in balance. Sanction/Refusal of leave will depend on the discretion of H.O.D keeping in view the exigency of work.
c. Employees should proceed on leave only after getting the leave applied duly sanctioned by the concerned H.O.D in the prescribed Leave Card and after that he should sign in the Column (noted by applicant) of the leave card & submit the same to Time Office.
d. In the event of failure on the part of the concerned employee to take prior approval of leave of any kind from concerned authority, he / she is liable to apply for leave to the concerned authority within 24 hours from the date of re-joining at the end of the absence period, failing which he / she will be liable to refusal of leave or pay cuts without any further reference on the matter.
e. Employees going out of station during leave period should compulsorily mention the address to where they are proceeding, so that they can be contacted in emergency.
f. Employees are required to report on duty after the completion of the sanctioned leave positively. In case of emergency, if leave is to be extended then the employees should communicate it immediately mentioning therewith the period to be extended to the Head of Department by Telegram or by Registered Post.
2. Rules of Casual Leave and procedure :
a. Casual leave will accrue on 1st January every year. Employees joining in the middle of the year will be eligible on pro-rata basis.
b. Casual leave will not be granted for less than ½ day & not more than 2 days at a stretch. Entitlement of Casual Leave shall be not more than 2 days per quarter.
c. Prior sanction of Casual leave is a must before employee proceeds on leave. However, in case of emergency and unforeseen circumstances, exception may be made provided one gets the leave sanctioned as soon as he / she resumes duty.
d. Casual leave cannot be combined with any other type of leave. In such cases all the leave will be considered as Privilege leave or it will be considered as Leave Without Pay if balance Privilege leave is nil.
Contd…2/-
: 2 :
e. Casual leave entitlement will be 7 days per year with no accumulation facility. However, unavailed Casual Leave can be encashed.
f. Both prefixing and suffixing of Casual Leave with an off day and / or holiday is not allowed. However, CL can’t be suffixed or prefixed with any other type of leave.
3. Rules and procedure of Privilege Leave:
a. Every worker who has worked for a period of 240 days or more during a calendar year shall be eligible for leave with wages @ one day for every twenty days of work performed by him during the previous calendar year. For the eligibility period of 240 days Accident leave, Maternity leave, P.L availed in last year will be taken into account for eligibility, however they shall not earn leave for these days.
b. Privilege leave will be granted minimum for a period of 3 days. In case of shorter duration it will be adjusted against Casual Leave.
c. An employee who desires to obtain leave of absence shall apply in the prescribed form, normally 15 days prior to the date from which the leave is to start, to the concerned authority. It shall be the duty of the concerned authority to pass orders thereon on two days in a week fixed for the purpose, provided that, if the leave asked for is of urgent nature i.e. commences on the date of the application or within three days thereof, orders for the grant or refusal of leave shall be communicated without delay.
d. If an employee after proceeding on leave desires an extension of leave granted, he shall make an application in writing for the same to the Manager or the Officer duly authorised in sufficient time for a reply to reach him before the date on which he would have to start back to resume his duties. A written reply either of the grant or refusal of such extension shall be sent to him at the address given by him in the application for extension or where no such address is given in the application, at the address recorded in his service record, provided such reply is likely to reach him before the expiry of the leave originally granted to him. If no reply is received by the employee, it shall be construed that the extension of leave asked for is not granted. If the employee remains absent beyond the period of leave originally granted or subsequently extended he shall be deemed to have left the employment/service of the organisation, on his own accord thereby bringing the contract of service or employment to an end unilaterally. If he returns within 30 days of the expiry of the leave & gives explanation to the satisfaction of the authority granting leave of his inability to resume, he shall be entitled to be continued.
e. Privilege Leave can’t be availed more than 3 times a year.
f. Privilege Leave can be accumulated up to 30 days. Privilege Leave can be encashed only at the time leaving the service.
Contd…3/-
: 3 :
4. Leave Rules for Apprentices :
a. Apprentices are entitled for Casual and Sick leaves after the completion of 3 months of Training.
b. Such leave can’t be both prefixed and suffixed with any other Holiday/Weekly Rest day.
c. Intervening Holidays/Weekly Rest days during the leave period will be counted as leave.
5. Maternity Leave:
a. No women employee shall be entitled for the Maternity Leave unless she has actually worked for a period of 80 days in the 12 months immediately preceding the date of her expected delivery.
b. The maximum period for which any women shall be entitled to Maternity benefit shall be 12 weeks of which not more than 6 weeks shall precede the date of her expected delivery. (sec. 5, sub-section 3 of Maternity Benefit Act-1961)
c. In case of miscarriage, a woman shall, on production of such proof as may be prescribed, be entitled to leave with wages at the rate of maternity benefit, for a period of 6 weeks immediately following the day of her miscarriage.
d. In case of illness arising out of pregnancy, delivery, premature birth of child, or miscarriage, a woman shall, on production of such proof as may be prescribed, be entitled to leave with wages at the rate of maternity benefit, for a period of 1 month in addition to the benefit of 12 weeks or 6 weeks, as the case may be.
e. Apart from the Maternity leave, a women employee is also entitled for 2 weeks paid leave if she undergoes Family Planning Operation.
f. Maternity leave can be granted for a maximum of two deliveries only to confirmed and married female employees. Maternity leave shall not be granted for deliveries after the second living child.
g. Unutilized maternity leave cannot be carried forward or encashed and will lapse automatically.
6. Attendance, Late Coming & Short Leave:
a. All employees shall be at work in the undertaking at the time fixed and notified. Employees attending late may be shut out and treated as absent provided that no employee who attends within five minutes of the starting time shall be shut out. However, the employee will not be allowed to report for duty within five minutes of the starting time for more than two occasions in a calendar month. Employees coming late shall not be treated as absent without leave but may be given whatever leave may be due to them.
Contd…4/-
: 4 :
b. An employee who is found absent from his proper place of work during working hours, without permission or without any sufficient reason, shall be liable to be treated as absent for the period of his absence, and his wages for the period of absence shall be liable to be deducted subject to the provisions of Section 9 of the payment of Wages Act.
c. No employee working on continuous process and other specified jobs as may be notified by the management from time to time, shall leave his work place or duty before giving the charge of his job or duty to his co-worker of the other shift. In case the co-worker fails to report for duty, the workman so concerned shall not leave the work place without permission of his Department Incharge and if the Department Incharge so requires, the workman concerned shall continue to work on that day in the other shift also for which he shall be paid/relieved in accordance with the provisions of the Factories Act, 1948 and the Rules made thereunder.
d. No employee shall leave the factory premises during the hours of work notified for him unless he obtains prior written permission of his Departmental Incharge and an exit pass from the person so authorised by the management and then only he shall be allowed to leave the factory premises. No payment will be made for the time so lost except on special instructions from the Manager or person so authorised.
e. Subject to the provisions of the Factories Act, 1948 or other legislation for the time being in force if exigency of work and/or production so require, the company reserves the right to require all or any number of the its workmen to work overtime or on weekly holidays and public holidays in accordance with notices which may be put or oral orders given from time to time.
Special Notes:
a. A Summary Chart of the entitlement of leave is enclosed for ready reference. b. In the event of any dispute arising out of implementation and / or interpretation of the Leave Policy, Management’s decision will be binding and valid for all concerned.
SUMMARY CHART OF LEAVE ENTITLEMENT
A) WORKMEN :
Type of Leave Entitled Min. Combine Accumulation Encashment Privilege Leave 15 Days* Max. 3 Off 30 Days At the time of full & final settlement. Sick Leave 05 1 PL NA Casual Leave 7 Days ½ Not allowed Not allowed Balance Days per year
B) APPRENTICE :
Type of Leave Entitled Min. Combine Accumulation Encashment Privilege Leave Nil Nil N. A. Nil Nil Sick Leave 15 Days 3 N. A. Nil Not allowed. Casual Leave 12 Days ½ Not allowed Not allowed Not allowed.
* Calculation as per previous year’s working days.
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