Vision India Services Pvt. Ltd.

Leave Policy

Circular Ref Date of Issue Effective date Archive:

Circular Reference
Date of Release
Effective Since

01.2021 1st November 2021 1st-Nov-2021 67.2018

(Version 2.0) 3-Sept-2020
1st January 2021

Business Owner Vivek Kumar, Chief Executive Officer

Contact person for queries Meenakshi Chauhan, Assistant Manager - HR Resources

V 1
 Table of Content

Topic Page No

1. Introduction-Leaves 3

2. Description-Leaves 4

3. Holidays 7

4. Annexure – A 9

V 2
 Part- A: - Leaves

1. Introduction:

The objective of this policy is to instill the work life balance for the employees and based upon the compliance of
the statutory obligations. The employees will be eligible for the following categories of Leaves, as applicable:

 Earned Leave: - To address planned long duration leave requirements.

 Casual Leave: - To Address Immediate short duration leave requirements.

 Sick Leave: - To address health related exigencies.

 Maternity Leave: - To Address Leave requirements of female employees during maternity/child birth.

All leaves must be applied through the Employee Portal only. No hard copies of leave applications will be accepted
for any employee. Ordinarily, it is the responsibility of the Employee to make sure that leaves applied, must be
approved by HOD/COD before proceeding on leave.

2. General Guidelines:

1) The basis of Computation of Leaves will be the Calendar year i.e. January to December.

2) The management reserve the right to grant or refuse or defer leaves to employees based upon Business Exigency

3) Leaves have to be planned and intimated in advance such that it does not affect the day- to-day working.

4) Leaves should necessarily be pre-approved by the Reporting Manager.

5) No two types of leaves can ordinary be clubbed or combined.

6) Any leave availed in excess of eligibility will be treated as Leave without Pay.

V 3
 A. Eligibility:

a) This policy is applicable to all the employees of Vision India Services Private Limited working for Vision India or
its subsidiaries & holding companies. In case of employees’ deputed for work with our Clients, either the leave
policy of the client will apply or in the absence of the same, this policy will apply.

b) Employees include Full time Probationers, Trainees, Confirmed employees & includes retainers / consultants.
All other categories of employees will be governed by the leave policy as stated in their terms of engagement.

c) The employees/trainees are entitled for leave quantum as per the applicable Shops & Establishment Act & Rules
(S & E Act) & the corresponding State Rules based on the payroll location – [Refer Annexure A] and as enlisted in
Section 2c.

b) Description on each leave category:

 Earned Leave (EL):

 Employees will be eligible for Earned Leave as per the applicable S & E Act & the State Rules.
 EL will have to earned, before it is availed. No advance entitlements will be allowed. The quantum of leave
an employee can avail, subject to approval by manager, is maximum as available in his leave account.
 EL for less than 3 days at a time & more than 3 times in a year is not permissible.
 The employee must request for EL 7 days prior to the commencement of leave.
 Weekly off and holidays intervening the leave period will not be counted towards leave.
 EL is credited into the employees account post completion of 6 months from the date of joining on a pro-
rata basis based upon working days for each employee.
 In an effort to encourage work life balance, the respective reporting managers shall encourage the
employees in the team to take leaves.
 Carry forward of EL to the next year, will be considered as per the applicable Shops & Establishment Act &
Rules and will be credited in January each year.
 EL will not accrue or be credited for Employees who are on Leave without pay / authorized or unauthorized
absence.
 On separation, the leave earned for the current year will be credited on prorate basis as on the date of
separation.
 Unutilized Earned leaves shall be encashed only at the time of separation and shall be calculate on basic
salary subject to the maximum limit of 45 days.

V 4
  Casual Leave (CL)

 Employees of Vision India are eligible for Casual Leave (as per the applicable S & E Act) on the 1st of
January every year. Employees joining in the middle of the year will be eligible for leave proportionately.
 CL will have to earned, before it is availed. No advance entitlements will be allowed. The quantum of leave
an employee can avail, subject to approval by manager, is maximum as available in his leave account.
 CL cannot be accumulated and thus No carried forward of the balance will be permitted, as per the applicable
S & E Act & Rules.
 CL can be availed at a minimum of ½ day at a time.
 CL application has to be made a day in advance.
 CL more than 3 days at a time & 4 times in a month is not permissible.
 Combining of CL with any other type of leave i.e. with SL/EL is not permissible.
 The leave is to be availed only upon due preapproval from the reporting manager.
 In case of exigencies where prior intimation is impossible, the application has to be submitted immediately
upon resuming duty.
 Prefix, Suffix, intervening weekly off and holidays as per Vision India Holiday list will not be treated as
part of Casual Leave.
 CL will neither be adjusted against notice period of the employee, for early reliving nor encashed.

 Sick Leave (SL): -

 Employees of Vision India are eligible for Sick Leave (as per the applicable Shops & Establishment Act &
Rules) on the 1st of January every year. Employees joining in the middle of the year will be eligible for
leave proportionately.
 SL will have to earned, before it is availed. No advance entitlements will be allowed. The quantum of leave
an employee can avail, subject to approval by manager, is maximum as available in his leave account.
 SL can be accumulated and carried forward only for employees working in the states where the accumulation
is allowed, as per the applicable Shops & Establishment Act & Rules.
 SL can be availed at a minimum of ½ day at a time.
 SL neither be adjusted against notice period of the employee, for early reliving nor encashed.
 Whenever SL exceeds 2 days, the employee is required to submit a medical certificate from a registered
medical practitioner.
 Prefix, Suffix, intervening weekly off and holidays as per Vision India Holiday list will not be treated as
part of Casual Leave.

 Leave Accumulation -

 All leaves, PL, CL or SL will get accumulated as per the limits mentioned & prescribed by the applicable Shops

V 5
 & Establishment Act & Rules.

 Maternity Leave (ML):

 A woman employee should have worked not less than 80 days in the 12 months immediately preceding
the date of her expected delivery to be eligible for maternity leave. Eligible woman employees can avail
leave for 26 weeks (leave with wages) for undergoing maternity. Out of given 26 weeks, employee can
avail this benefit as 13 weeks up to and including the day of her delivery and 13 weeks immediately
following the day of her delivery.
 Woman having two or more than two surviving children shall be entitled to 12 weeks of Maternity leave
out of which not more than 6 weeks shall precede the date of her expected delivery.
 Women employees who legally adopts a child below the age of 3 months or a commissioning mother is
entitled to 12 weeks of maternity leave from the date the child is handed over to the adopting mother or
to the commissioning mother, as the case may be.
 Maternity leave can neither be accumulated nor uncashed.
 In case of miscarriage or medical termination of pregnancy, a woman employee can avail maximum 6
weeks leave with average pay from the date of miscarriage or termination of pregnancy.
 If the woman employee is on probation, she will be entitled to avail maternity leave, provided the above
conditions are fulfilled.
 A woman employee covered by ESI, will be governed by the provisions of the ESI- Act, 1948. Women
employees not covered under ESI will be eligible for Maternity benefit as per the provisions of the
Maternity Benefit Act, 1961.
 For the purpose of Maternity or Miscarriage / Medical termination of Pregnancy, intervening weekends /
holidays will be calculated as leave days.
 All the aforesaid should be supported by necessary documents.

V 6
 Part-B- Holidays

1. Introduction:

The objective of this policy is to instill a sense of work life balance the following categories of Holidays are
providing to employees: -

i) Restricted Holiday:

 All employees are eligible for one day’s restricted holiday.

 This holiday could be availed in case of a special festival which is celebrated only by a few segments of the
people (For Ex.: - Onam, Ramzan etc.), which is otherwise not captured in the list of holidays for that
particular state.

ii) Annual Holidays:

 Every year we observe 09 public holidays over and above all the above- mentioned leaves.
 Of these Three days are mandatory National holidays.
 Republic Day – 26th January
 Independence Day – 15th August
 Gandhi Jayanti – 2nd October
 The holiday list will be circulated within the organization at the beginning of every calendar year.

V 7
 Annexure A
Leave benefits as per the Shops & Establishment Act & Rules

Entitlement per year Accumulation up to

State EL CL SL EL CL SL

The Maharashtra Shops and Establishments Act, 1948 18 8 0 45 0 0

The Gujarat Shops and Establishment Act 21 7 7 63 0 0

(8 per year)

The A.P Shops and Establishments Act, 1966 15 12 12 60 days limit 0 0

(8 per year)

Telangana Shops and Establishment Act 1988 15 12 12 60 days limit 0 0

The Karnataka Shops & Establishment Act. 18 0 12 30 0 0

The U.P. Shops and Establishments Act, 1962 15 10 15 45 0 0

The Haryana Shops and Establishments Act, 1956 18 7 7 30 0 0

The Delhi Shops and Establishments Act, 1954 15 12 45 0 0

half pay for
The West Bengal Shops and Establishments Act, 1963 14 10 28 0 56
14 days
Half Pay for
The Bihar Shops and Establishments Act, 1956 18 12 45 0 0
12 days
The Tamil Nadu Shops and Establishments Act, 1947 12 12 12 24 0 0

The Uttarakhand Shops and Establishments Act, 2017 18 8 0 45 0 0

Goa, Daman and Diu Shops and Establishment Act, 1973 15 6 9 45 0 0

V 8