Leave Policy

Owned by: HR Department

SequelOne Solutions Private Limited

SequelOne Solutions Pvt. Ltd. – Leave Policy

Effective Date 1st Sep 2016

Version 02

Prepared By Human Resource Team

Approved By ManCom

Acronyms
Abbreviation Description

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 HR Human Resources
PL Privilege Leave
DOJ Date of Joining
HRIS Human Resource Information System
LWP Leave Without Pay

Objective: To describe the leave entitlements and the terms and conditions governing the
same.

Scope of the Policy:

All employees on the payroll of SEQUELONE shall be covered under this policy

Policy Parameters:
General guidelines

• All leaves shall be pro-rated from the Date of Joining.

• Leave shall be computed on the basis of calendar year i.e. 01st April To 31st March.
• Clubbing is allowed of different kinds of leaves.
• The Reporting Manager has the authority to approve or reject leaves of employees. In the
absence of Reporting Manager, person authorized by Reporting Manager may take a
decision on the same.
• If an employee does not inform or the Reporting Manager does not approve any leave,
which the employee avails, the same would be treated as LWP.
• If an employee applies for a leave and his manager approves it, the employee has right to
withdraw / cancel / modify the leave.
• Only working days will be counted for calculating the leave except in case of Maternity Leave
and LWP where every holiday/Weekly Off occurring between the period of leaves shall be
counted.
• In case, an employee fails to report to work on completion of sanctioned leaves, the leaves
extended would be accounted as LWP.
• In case, an employee has resigned and takes leave which includes a weekend or a calendar
holiday in between then that would be considered as Sandwich Leave.
• Holidays: Holidays are determined and provided as per the calendar year basis the Region.
The list of Holidays shall be revised every year and shall be available on Confluence.

Special/ Compensatory
Leave Type Casual (CL) Privilege Leave (PL)
Off

Applicability All Full-time employees All confirmed employees All Full-time employees

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 Upon successful completion
From Date of Joining
Eligibility of Probation Period (6 From Date of Joining (DOJ)
(DOJ)
months)

15 days; Credited @ the rate

Entitlement (On 6 days; Credited @ the If the employee works on his
of 1.25 per month (effective
Pro-Rata) rate of 0.50 per month Weekly Off / holiday
from DOJ)

Prior approval is
Prior approval is mandatory; Prior approval is mandatory;
Approval mandatory; Leave shall be
Leave shall be applied & Leave shall be applied &
Process applied & approved on
approved on HRIS approved on HRIS
HRIS
Minimum
0.5 day 1 day 1 day
Allowed
Maximum 2 days (consecutive) Subject to accumulated
3 days (consecutive)
Allowed without medical certificate balance

Yes; 30 days can be

accumulated at any point of
time. However only 15 leaves
Not allowed; unused CLs
(max.) can be carried forward No allowed, To be availed
Accumulation get lapsed at end of the
to next calendar year. Leaves compulsorily within 30 days
year
not available for carry forward
shall be deemed to be
lapsed.
Allowed at the time of
Separation / Exit from the
Company.
Encashment
Not allowed Max up to 15 days (Basic Not allowed
Limit
Sal/No. of days in calendar
month) X leaves to be en-
cashed
Adjustments
against shortfall NA NA NA
in Notice Period

Leave Details and Guidelines:

1. PL – Privilege Leave:
a. Employees are eligible for PL only after completion of Probation Period as per the
Terms of Employment; but leaves shall be calculated with effect from Date of Joining on Pro
Rata Basis. (Full months leave if anyone is joining before 15th day of a month). Availment of
PL accumulated during the probation period shall be upon completion of probation.
b. Earned Leave(s) of maximum of 15 days can be carried forward to next calendar year
and anything beyond that will lapse.
c. There will be no encashment of leave except at the time of Separation / Exit from the
Company. The maximum encashment of leaves at the time of Separation will not be more
than 15 days.
d. For the calculation purpose, the last drawn basic salary will be divided by days in a
calendar month in which Last Working Day of an Employee falls and multiplied with No. of EL

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Leave Balance to be en-cashed. Basic Salary / No. of days in calendar month X Number of EL
Leave
Balance

2. CL – Casual Leave:
a. These are the leaves taken only in case of any urgency/emergency situations which is
not planned.
b. CL cannot be taken for more than 2 days in continuation.
c. Such Leave/s will not be carried forward to next calendar year.

d. In case leave is availed for a consecutive period of more than 2 days on account
health reasons, employee shall submit Medical Certificate with HR Department.

3. Compensatory Leave:

a. These are the leaves taken to compensate an employee in lieu of working on a Weekly
Off day or Holiday

b. Compensatory Leave has to be availed within 30 days of accumulation & any unavailed
leave shall lapse on completion of 30 days.

c. Maximum of 3 days of Compensatory leave is allowed to be taken consecutively.

d. Compensatory leave has to be necessarily applied & approved in advance.

4. Maternity Leave:
a. As per the Maternity Benefit Act 1961, all female employees who have completed 80
days in the company are eligible for 180 days of Maternity Leaves for at most 2 children in
addition to Earned Leave. Leave shall be granted in accordance with the Act.
b. There is no accumulation of maternity leaves.

5. Paternity Leave:
a. Paternity Leave is allowed for upto 2 days for at most 2 times during the period of
employment.
b. Paternity Leave could be availed only after completion of 1 year of employment.
c. There is no accumulation of paternity leaves.
d. It can be combined with any other leave type other than Casual Leave.

6. Marriage Leave:-
a. Marriage Leave is allowed for upto 7 days.

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 Process of implementation:

The policy will be effective immediately and will supersede all previous rules & regulations
governing the leaves.

Responsibility & Timelines:

• Leave can be availed as a matter of privilege & not individual right and will be approved
depending on the exigencies of the work by the reporting manager.
• Managers are expected to encourage leave planning in advance.
• Employee must plan leave/s in advance with prior notice.
• Unapproved leaves taken in excess than available balance shall be treated as LWP
• In order to avail half day leave, employee needs to be present for at least 5 hours in the
Office within allocated Shift time.
• While Employee, at all times is expected to apply for Leave before proceeding for Leave, In
cases of exigency the Employee must inform the Reporting Manager about exigency by
phone call or SMS or e-mail and is allowed to Apply for Leave not later than 3 days from the
date of resuming office by applying for leave in HRIS for the approval of Reporting Manager.

Review & Control:

The policy will be reviewed on time to time basis by the ManCom and any or all elements of
the policy can be modified, if required. Any changes will be incorporated in the subsequent
version(s) of the policy and same will be communicated across the organization through
proper channels of communication.

**Any exceptions to policy should be allowed basis the approval of Functional Head and
HR Head only.