Leave Policy

RIMJHIM ISPAT, KANPUR

Company Confidential RIMJHIM ISPAT Overseas Business Travel Policy

Table of Contents

1. Introduction
1.1 Purpose / scope
2. Privilege Leave [PL]
2.1 Eligibility
2.2 Entitlement
2.3 Accumulation / Carry Forward
2.4 Leave in excess of entitlement
2.5 Encashment
2.6 Adjustment against notice period
2.7 Process
3. Casual Leave [CL]
3.1 Eligibility
3.2 Entitlement
3.3 Accumulation / Carry Forward
3.4 Encashment
3.5 Process
4. Maternity Leave [ML]
4.1 Eligibility
4.2 Entitlement
4.3 Process
5. Personal Leave of Absence
6. Paid Leaves
7. Compensatory Off
7.1 Eligibility
7.2 Entitlement
7.3 Accumulation / Carry Forward
7.4 Process
7.5 Adjustment against notice period
8. Frequently Asked Questions
9. Policy Review
10.Amendment History

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Company Confidential RIMJHIM ISPAT Overseas Business Travel Policy

1. INTRODUCTION

1.1 PURPOSE / SCOPE

The leave policy enables the employees to enjoy the leaves allotted to them. The policy
also defines the allotment applicability and process of entitlement of leaves.

2. PRIVILEGE LEAVE [PL]

2.1 ELIGIBILITY

 All regular, full- time employees RIMJHIM ISPAT are eligible for Privilege
Leave.

 Privilege Leave is calculated on a month on month basis for the calendar year
(April – March)

 If you have joined during the middle of the year, your Privilege leave will be
pro-rated from the date you start employment through March 31 st of that
calendar year.

 Incidentals can be claimed without bills

2.2 ENTITLEMENT

 One Privilege Leave accrues when an employee is present 20 working days.

 Privilege Leave is exclusive of official and weekly holidays. Hence if an

employee takes leave during which time a declared holiday or weekend
occurs, then those particular date(s) will be counted as your Privilege Leave.

2.3ACCUMULATION / CARRY FORWARD

 You are urged to use your Privilege Leave time in the year it has accrued.

 There is no accumulation or carry forward of Casual Leave.

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Company Confidential RIMJHIM ISPAT Overseas Business Travel Policy

2.4LEAVE IN EXCESS OF ENTITLEMENTS

This is normally not permitted. However, should there be a need, the employee must
apply for the same with full details of the need / reason and the same will be decided on
a case to case basis and may be treated as leave with or without pay, purely at the
discretion of the Management. This shall require specific approval from the concerned
Departmental Leader and HR. The Company may, notwithstanding reason advanced by
employee, refuse leave in excess of entitlement in its absolute discretion.

2.5ENCASHMENT

 Encashment of leaves will be done at the time of Resignation only those

leaves which are earned will be encashed.

 Calculation of Encashable Leaves is:

Encashable Amount = Monthly (Basic +DA) / 30*

Encashable Leave (Only Earned)

2.6ADJUSTMENT AGAISNT NOTICE PERIOD

Balance Privilege leaves cannot be adjusted against the notice period during
termination of services

2.7PROCESS

 To avail Privilege leave, the employee is required to get his/ her manager’s
approval.

 If it is an emergency or medical reason then Management has a sole right to

consider the leave to pay or without pay.

 Current Privilege leave balance and utilized leave will be reflected in the pay
slip on a month to month basis.

3. CASUAL LEAVE [CL]

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Company Confidential RIMJHIM ISPAT Overseas Business Travel Policy

3.1 ELIGIBILITY

All regular, full- time employees at RIMJHIM ISPAT are eligible for Casual Leave.
Casual Leave is calculated annually for the calendar year (April - March). If you have
joined during the middle of the year, your casual leave will be pro-rated from the date
you start employment through March 31st of that calendar year.

3.2 ENTITLEMENT

 As per the rules under The Shops and Establishment Act, you are
entitled to 6 days of Casual Leave to attend to personal matters and
not for vacation.

 Casual Leave shall be credited to the employees account at the beginning of

the calendar year.

 New employees are eligible to use Casual Leave immediately upon hire.

 Casual leave cannot be clubbed more than 3 at a time.

 Casual Leave can be clubbed with Privilege Leave.

3.3ACCUMULATION / CARRY FORWARD

There is no accumulation or carry forward of Casual Leave.

3.4ENCASHMENT
Casual leave can be encashed or adjusted against notice pay at the time of separation.

3.5PROCESS

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Company Confidential RIMJHIM ISPAT Overseas Business Travel Policy

 An employee can request for Casual Leave to attend to personal matters.

These would be granted at the discretion of the Supervisor.

 The employee is required to apply for Casual Leave in advance, unless in

case of exigencies where he/she shall submit the leave approval request to
the Supervisor within 48 hours of resuming duty.

 Casual leave must be recorded accurately in the time sheet as “Time off with
pay”.

4. MATERNITY LEAVE [ML]

4.1 ELIGIBILITY

 Maternity leave is a statutory leave .All women employees will be entitled to

maternity benefits as per the provisions of the Maternity Benefit Act, 1961 and
the prevailing State rules.

 Married and expecting women employees are eligible to avail maternity leave.

 Women employees who have completed a minimum of 80 days of continuous

service with the company are eligible for maternity leave

 If you are on probation, you are entitled to avail maternity leave, provided the
above condition is fulfilled.

4.2 ENTITLEMENT
 Maternity leave is restricted to two live births during the service with the
company Women employees who have worked for a minimum period of 80
days in the twelve months prior to the delivery shall be entitled to Maternity
Leave of up to

-12 weeks in case of delivery

- 6 weeks in case of miscarriage, from the date of miscarriage

 Under the Act, women employees are eligible for a maximum period
of 12 weeks as Maternity Leave and this leave shall not be
extended beyond a period of 1 month, without a certificate from a
Qualified Medical Practitioner and approval of the HR Personnel.

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Company Confidential RIMJHIM ISPAT Overseas Business Travel Policy

 All leave/s beyond the statutory limit of 12 weeks will be charged to

Privilege Leave

4.3PROCESS

 The employee should give at least one month's notice prior to the
date of commencement of leave.

 Maternity leave must be recorded accurately in the time sheet as

“Leave of Absence”

 If you are proceeding on leave beyond the stipulated time, you

need to get special approval.

5. PERSONAL LEAVE OF ABSENCE

 A personal leave of absence is an unpaid, RimJhim Ispat-authorized

period of absence from the job for up to six months.

 RimJhim Ispat may allow a personal leave of absence for unique or

extraordinary reasons that do not fit within the other types of leave
offered.

 After one year of continuous employment, all RimJhim Ispat full-

time employees are eligible to file a request for a personal leave of
absence. Any employee requesting a personal leave of absence
must file a written request with his or her Supervisor.

 A personal leave of absence is granted at the sole discretion of the

organization and RimJhim Ispat reserves the right to refuse
requests for personal leave. The decision to grant a personal leave
will be based on the business needs of RimJhim Ispat, the person's
tenure with RimJhim Ispat, the person's recent
performance/contributions, and the reason for the requested leave.

 A leave of absence will NOT be granted to allow an employee time

off to start his/her own business, seek employment elsewhere, or to
work for another employer (a possible exception is for part-time,

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Company Confidential RIMJHIM ISPAT Overseas Business Travel Policy

voluntary, honorary work for an entity/body organized as a non-

profit).

 For more information about the process for requesting a leave of absence
and the effects of the leave on your benefits and options, please speak to the
HR team at RimJhim Ispat

6. PAID LEAVES
3 National holidays and 2 festive holidays shall be announced before the beginning of
each financial year. The list of proposed public holidays for the current year is attached
in the Annexure

ANNEXURE – Festive Holiday Schedule for 20XX

Sr. Date Day Holiday
No
1 26th January
2 1st May
3 15th August
4
5
.

7. COMPENSATORY OFF

7.1 ELIGIBILITY
All full time employees are eligible for compensatory off.

7.2 ENTITLEMENT

 Extra working hours more than 8 Hrs.’ which are not encashed against
Overtime.

 Extra Working Hour on weekly off / paid holiday.

7.3ACCUMULATION / CARRY FORWARD

The compensatory off will not be accumulated more than one month it has to taken
within that month only.

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Company Confidential RIMJHIM ISPAT Overseas Business Travel Policy

7.4PROCESS
Employee has to submit written application in which the extra working details as well as
adjustment details has to be submitted to HR department duly signed by department
head.

7.5ADJUSTMENT AGAINST NOTICE PERIOD

Employee can adjust his compensatory off days against his notice period.

8. FREQUENTLY ASK QUESTIONS

Q. What if I need a Casual Leave in an emergency and have already exhausted my
quota. Can I take an PL instead?
A. While you can take PL.

Q. If I have been working on Weekly off due to business exigencies, can I be

given a compensatory off?
A. There are no provisions for compensatory offs of any kind as the Company
discourages working on Saturdays and Sundays and wants all its employees to plan
work more efficiently. However, in case of business exigencies, you are called to work
on an off – day you may be allowed a compensatory off subject to prior approval of your
Supervisor.

Q. If an accident happens on the work premises and I need Privilege Leave, will that be
adjusted against my existing entitlement or will it be treated as Extraordinary Leave?
A. Leave will be adjusted against the existing entitlement.

Q. Can I combine my entire PL & CL (till date) with my Maternity Leave or is

there a ceiling to it?
A. While you can combine PL (unutilized) and CL with maternity leaves, such leave
plans should necessarily be discussed with the supervisor, since long leave will have
impact on the functioning of the department.

Q. Many times staff in critical work areas or stage posting cannot use the Public/Festival
holidays. Can these be converted into Privilege Leave?
A. No. But the employee can take paid time off on some other day with the supervisor’s
concurrence.

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Company Confidential RIMJHIM ISPAT Overseas Business Travel Policy

Q. If I need to take leave for Exams, what kind of Leave can I utilize?
A. No, there are no provisions of study leave. You can apply for EL in such a situation.
However, if you are attending a company sponsored/ approved course you may be
allowed extended leave – with or without pay subject to sole discretion of HR and your
Supervisor.

Q. How & when should I we can apply for leaves?

A. By proper sanctioning of your immediate supervisor for casual reason well in
advance & for emergency and medical will be sanctioned by proper document evidence.

9. POLICY REVIEW
This Policy is non-contractual in effect and does not form part of normal terms and
conditions of employment. The company reserves the right to change the terms and
conditions from time to time or may withdraw. The interpreting authority incase required
would be Director/ Authorized person.

10. AMENDMENT HISTORY

Version Date Author/Function Reviewed BY Approved BY Nature of Change

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