chapter 05 - leave

TT TT TT TT PROJECTS LIMITED

Chapter 5 Leave

Issued by : Corporate Head

First Edition:Feb 1990/Second Edition:

Depending upon the exigencies of service and subject to rules and procedures laid down for grant of leave, employees are entitled to the following types of leave. Leave cannot be claimed as a matter of right. The Company may refuse, defer, curtail or revoke leave. 5.1 TYPES OF LEAVE A. Casual Leave B. Medical Leave C. Privilege Leave D. Maternity Leave E. Leave without Pay F. Extraordinary Leave G. Leave (for Trainees) 5.2 Admissibility of Leave 5.2.1 Casual Leave 5.2.1.1 Casual Leave may be taken for causal exigencies of private/personal

nature. Casual Leave is admissible to all permanentprobationers) and contractual (fixed term)per calendar year on full pay and allowances.

5.2.1.2 Casual Leave is credited twice in a calendar year on January 01 and

July 01 at threeCompany during the course of a calendar year, casual leave his/her account inJanuary-June/Julycannot avail of more than three continuous days of Casual Leave on any one occasion.

PROJECTS LIMITED HR & Admn Manual

by : Corporate Head - HRD Last Amended :

Second Edition:Oct2010

LEAVE

Depending upon the exigencies of service and subject to rules and procedures laid down for grant of leave, employees are entitled to the following types of leave. Leave cannot be claimed as a matter of right. The Company may refuse, defer,

TYPES OF LEAVE

Pay

Extraordinary Leave

Leave (for Trainees)

dmissibility of Leave

Casual Leave may be taken for causal exigencies of private/personal nature. Casual Leave is admissible to all permanentprobationers) and contractual (fixed term) employees at sevenper calendar year on full pay and allowances.

Casual Leave is credited twice in a calendar year on January 01 and July 01 at three-and-half days each time. When a person joins the Company during the course of a calendar year, casual leave

account in proportion to the balance period during the block of June/July-December as may be applicable. An employee

cannot avail of more than three continuous days of Casual Leave on any

Last Amended : Oct2010

Page 1 of 14

Depending upon the exigencies of service and subject to rules and procedures laid down for grant of leave, employees are entitled to the following types of leave. Leave cannot be claimed as a matter of right. The Company may refuse, defer,

Casual Leave may be taken for causal exigencies of private/personal nature. Casual Leave is admissible to all permanent (including

employees at seven (7) days

Casual Leave is credited twice in a calendar year on January 01 and half days each time. When a person joins the

Company during the course of a calendar year, casual leave is credited to proportion to the balance period during the block of December as may be applicable. An employee

cannot avail of more than three continuous days of Casual Leave on any


Chapter 5 Leave



5.2.1.3 Casual leave in excess of three

first half of the year subject to the recommendation of the HOD / Reporting Officer (in case of Director). The excess leave so granted will be adjusted fleave to be credited on July 01. In case of resignation before July 01, pay and allowances for the excess casual leave availed of by the employee shall be recovered.

5.2.1.4 Casual leave shall normally be availed of with prior permission.

valid reasons, prior approval cannot be obtained, the Department Head should be informed as early as possible and an application for sanction of the leave must be submitted at the earliest but not later than the date on not applied for, by default, will be treated as

5.2.1.5 Casual leave not availed of during a particular calendar year will lapse at

the end of that year. 5.2.2 Medical Leave 5.2.2.1 Medical leave is admissible to all permanent

contractual (fixed term) service, on full pay and allowances.

5.2.2.2 The eligibility depends on the service put in by an employee during the

previous calendar year and such leave is credited to the leave account of the employee on the 1st of January of every year. the Company during the course of a calecredited to his/her account in proportion to the period of service rendered during the previous Calendar Year.

5.2.2.3 Medical leave beyond three continuous days will be granted only on

production of a certificate of illnesPractitioner.

5.2.2.4 An employee will be allowed to accumulate medical leave upto a

maximum of one hundred and twenty (120) this limit will lapse automatically, subject to the concession which may be granted / allowed under 5.2.2.5 below.days at a stretch with the approval of Immediate Reporting Officer and




in excess of three-and-half days may be granted during the first half of the year subject to the recommendation of the

Reporting Officer (in case of SBU Heads / HODs /COO/Managing . The excess leave so granted will be adjusted from the casual

leave to be credited on July 01. In case of resignation before July 01, pay and allowances for the excess casual leave availed of by the employee shall be recovered.

Casual leave shall normally be availed of with prior permission.valid reasons, prior approval cannot be obtained, the Reporting Officer Department Head should be informed as early as possible and an application for sanction of the leave must be submitted at the earliest but not later than the date on which the employee resumes duty.not applied for, by default, will be treated as Leave without Pay (

Casual leave not availed of during a particular calendar year will lapse at the end of that year.

Medical leave is admissible to all permanent (including probationers) and contractual (fixed term) employees at the rate of 10 days per year of service, on full pay and allowances.

The eligibility depends on the service put in by an employee during the previous calendar year and such leave is credited to the leave account of the employee on the 1st of January of every year. When a person joins the Company during the course of a calendar year, Medical Leave is credited to his/her account in proportion to the period of service rendered during the previous Calendar Year.

Medical leave beyond three continuous days will be granted only on production of a certificate of illness from a Registered Medical

An employee will be allowed to accumulate medical leave upto a one hundred and twenty (120) days. Any leave in excess of

this limit will lapse automatically, subject to the concession which may be granted / allowed under 5.2.2.5 below. An employee can avail sixty (60) days at a stretch with the approval of Immediate Reporting Officer and


Page 2 of 14

half days may be granted during the first half of the year subject to the recommendation of the SBU Heads /

HODs /COO/Managing rom the casual

leave to be credited on July 01. In case of resignation before July 01, pay and allowances for the excess casual leave availed of by the employee

Casual leave shall normally be availed of with prior permission. If, for any Reporting Officer /

Department Head should be informed as early as possible and an application for sanction of the leave must be submitted at the earliest but

which the employee resumes duty. The leave Pay (LWP).

Casual leave not availed of during a particular calendar year will lapse at

(including probationers) and employees at the rate of 10 days per year of

The eligibility depends on the service put in by an employee during the previous calendar year and such leave is credited to the leave account of

When a person joins ndar year, Medical Leave is

credited to his/her account in proportion to the period of service rendered

Medical leave beyond three continuous days will be granted only on s from a Registered Medical

An employee will be allowed to accumulate medical leave upto a Any leave in excess of

this limit will lapse automatically, subject to the concession which may be An employee can avail sixty (60)

days at a stretch with the approval of Immediate Reporting Officer and


Chapter 5 Leave



leave in excess of SBU Head /HOD/ Managing Director

5.2.2.5 Any medical leave in excess of the maximum stipulated under 5.2.2.4

above, lapses automaticallymaintained by the Company and in deserving cases of serious illness requiring prolonged absence, of the leave so lapsed, on production of appropriate medical certificate.

This may, however, be sanctioned after allowing the pro

leave as indicated under 5.2.2.6 below, and after exhausted all other types of

5.2.2.6 In case the balance of medical leave st

employee has been fully exhausted, current year (for the period of service rendered) to production of a medical certificate and duly HOD / Reporting OffDirector). The prohaving fallen ill.

5.2.2.7 The Company may, at its sole discretion

any employee to appear before a Doctor/Medical Board (nominated by the Company) for a medical opinion.

5.2.2.8 If an employee leaves the service of the Company during the year, pay

and allowances paid for the prowill be recovered at the time of final settlement of accounts.

5.2.3 Privilege Leave 5.2.3.1 Privilege Leave is admissible at the rate of 30 calendar days per year of

service to all permanent allowed to be availed of leave is credited on the first day of January every year, in proportion to the length of their service during the previous calendar year. The minimum duration of Privilege Leave occasion shall not be less than three calendar days.




ess of sixty (60) days can be availed with the approval of OD / Reporting Officer (in case of SBU / SSD Heads

Managing Director).

Any medical leave in excess of the maximum stipulated under 5.2.2.4 lapses automatically. However, a record of the leave so lapsed is

maintained by the Company and in deserving cases of serious illness requiring prolonged absence, COO / MD may allow the employee to avail of the leave so lapsed, on production of appropriate medical certificate.

This may, however, be sanctioned after allowing the proleave as indicated under 5.2.2.6 below, and after employee has fully

other types of leave available to his / her credit

In case the balance of medical leave standing to the credit of an employee has been fully exhausted, pro-rata Medical Leave for the

(for the period of service rendered) may be granted subject to production of a medical certificate and duly approved by SBU

/ Reporting Officer (in case of SBU Head / HOD / COOThe pro-rata leave will be calculated till the date of employee

The Company may, at its sole discretion, as and when warrantedemployee to appear before a Doctor/Medical Board (nominated by

the Company) for a medical opinion.

If an employee leaves the service of the Company during the year, pay and allowances paid for the pro-rata medical leave granted under 5.2.2.6

ll be recovered at the time of final settlement of accounts.

Privilege Leave is admissible at the rate of 30 calendar days per year of service to all permanent and contractual (fixed term) employees and is

vailed of up to three occasions in a calendar year. This leave is credited on the first day of January every year, in proportion to the length of their service during the previous calendar year. The minimum duration of Privilege Leave to be availed of on aoccasion shall not be less than three calendar days.


Page 3 of 14

with the approval of (in case of SBU / SSD Heads / COO

Any medical leave in excess of the maximum stipulated under 5.2.2.4 However, a record of the leave so lapsed is

maintained by the Company and in deserving cases of serious illness may allow the employee to avail

of the leave so lapsed, on production of appropriate medical certificate.

This may, however, be sanctioned after allowing the pro-rata medical employee has fully

credit.

anding to the credit of an rata Medical Leave for the

may be granted subject approved by SBU Head /

COO / Managing rata leave will be calculated till the date of employee

, as and when warranted, require employee to appear before a Doctor/Medical Board (nominated by

If an employee leaves the service of the Company during the year, pay rata medical leave granted under 5.2.2.6

Privilege Leave is admissible at the rate of 30 calendar days per year of employees and is

three occasions in a calendar year. This leave is credited on the first day of January every year, in proportion to the length of their service during the previous calendar year. The

availed of on any one


Chapter 5 Leave



5.2.3.2 An employee is allowed to accumulate privilege leave of 150 days if he is employed in the Manufacturing FacilitiesSites. Any leave in excess of this maximum limit will automatically and paid together with the salary of January next year.

5.2.3.3 In exceptional cases

illness), when the employee advance privilege leave calculated may be granted subject to the recommendation of the Reporting Officer (in case of SBU / SSD HeadsDirector). Pay and allowances paid towards such advance privilege leave will be subject to adjustmentleaves the services of the Company.

5.2.4 Joining Leave (New employees) New employees joining

period of five (5) days Joining Leave to enable them shift their family / personal effects etc. to the place of their posting. This period so availed will be adjusted from the future accrual of Privilege has the option to avail this leave before his /her first entitlement of leave credited to his/her account on 1Chapter 16: under Clause 16.3.3)

5.2.5 Joining Time (on transfers) 5.2.5.1 Employees on temporary and permanent transfer are entitled for joining

time of two (2) and five (5) days respectively. Joining time in case of temporary transfer is to be availed within one (1) month and in case of permanent transfer within six (6) months from thprevious office / site / inspection centre. This joining time can be availed either before commencement of the journey or at the next place of posting or both. It is preferable that the above joining time to be availed before reporting at the new place of posting. (Refer Chapter 16: under clause 16.1.3)




An employee is allowed to accumulate privilege leave up toof 150 days if he is employed in the Head / Regional / Inspection Offices / Manufacturing Facilities and 205 days if employed at ConstructionSites. Any leave in excess of this maximum limit will

and paid together with the salary of January next year.

In exceptional cases (such as marriage of the employee , when the employee falls short of the required privilege leave,

advance privilege leave calculated up to the date of the last working day may be granted subject to the recommendation of the SBU / Reporting Officer (in case of SBU / SSD Heads / COO

Pay and allowances paid towards such advance privilege leave will be subject to adjustment / recovery from the employee in case heleaves the services of the Company.

Joining Leave (New employees)

New employees joining the Organization will be entitled upto a maximum period of five (5) days Joining Leave to enable them shift their family / personal effects etc. to the place of their posting. This period so availed will be adjusted from the future accrual of Privilege leave. The employee has the option to avail this leave before his /her first entitlement of leave credited to his/her account on 1st January of the following year. (Refer Chapter 16: under Clause 16.3.3)

Joining Time (on transfers)

s on temporary and permanent transfer are entitled for joining time of two (2) and five (5) days respectively. Joining time in case of temporary transfer is to be availed within one (1) month and in case of permanent transfer within six (6) months from the date of release from the previous office / site / inspection centre. This joining time can be availed either before commencement of the journey or at the next place of posting or both. It is preferable that the above joining time to be availed

eporting at the new place of posting. (Refer Chapter 16: under


Page 4 of 14

up to a maximum Head / Regional / Inspection Offices /

employed at Construction / Field Sites. Any leave in excess of this maximum limit will be encashed

and paid together with the salary of January next year.

or prolonged of the required privilege leave, the date of the last working day

SBU / HOD / COO / Managing

Pay and allowances paid towards such advance privilege leave recovery from the employee in case he/she

the Organization will be entitled upto a maximum period of five (5) days Joining Leave to enable them shift their family / personal effects etc. to the place of their posting. This period so availed

leave. The employee has the option to avail this leave before his /her first entitlement of leave

January of the following year. (Refer

s on temporary and permanent transfer are entitled for joining time of two (2) and five (5) days respectively. Joining time in case of temporary transfer is to be availed within one (1) month and in case of

e date of release from the previous office / site / inspection centre. This joining time can be availed either before commencement of the journey or at the next place of posting or both. It is preferable that the above joining time to be availed

eporting at the new place of posting. (Refer Chapter 16: under


Chapter 5 Leave



5.2.5.2 Employees posted to overseas projects are entitled for the Joining time to facilitate family relocation / resettlement and related activities in India and are required to avail this joining time prior to their departure to the overseas location. It is to be noted that no joining time will be permissible at the overseas location.

5.2.6 Employees working at Project Sites

i) Permanent and contractual (fixed term) construction/project sites observe only three festival/national holidays in a year, namely, Republic Day (January 26), Independence Day (August 15) and Mahatma Gandhi Jayanthi(October 02), whereas employees in Facilities observe 13 effective holidaysholidays). To compensate for this, 11 days are added to the normal PL entitlement of 30 calendar days in the case of employees posted at field/construction/calendar days of PL per year of service rendered at a site. exceptions may be made for sites where additional holidays have to be observed at the instance of client / State Government declaring aholiday. Such exceptions will have to be approved by the SBU Head prior to observing such holidayRCM / Site Insuch additional holidays observed at their respectimonthly attendance statement to enable HRD update the same in the Leave Management System.

ii) All employees from

Manufacturing Facilitiesother than on tour) would also be eligible for PL as above.

iii) When an employee who is posted at a Construction Site is

transferred to an Office (that is a non basis, the balance of his Privilege Leave in excess of encashed on the 1st day of January of the next calendar year. In case the employee wishes to proceed on leave (instead of encashment), heDecember of that Calendar Yearbased on the excess Privilege Leave in the employees leave account on the first day of January in the year that immediately follows the date of his permanent transfer to an office. Under this arrangement,




Employees posted to overseas projects are entitled for the Joining time to facilitate family relocation / resettlement and related activities in India

ired to avail this joining time prior to their departure to the overseas location. It is to be noted that no joining time will be permissible at the overseas location.

Employees working at Project Sites

and contractual (fixed term) employees posted at field/ construction/project sites observe only three festival/national holidays in a year, namely, Republic Day (January 26), Independence Day (August 15) and Mahatma Gandhi Jayanthi(October 02), whereas employees in Head / Regional / Inspection Offices / Manufacturing

observe 13 effective holidays (inclusive of 2 optional . To compensate for this, 11 days are added to the normal

PL entitlement of 30 calendar days in the case of employees posted at field/construction/project sites. Accordingly, they are entitled to 41 calendar days of PL per year of service rendered at a site. exceptions may be made for sites where additional holidays have to be observed at the instance of client / State Government declaring aholiday. Such exceptions will have to be approved by the SBU Head prior to observing such holiday, under intimation to HRD Department. RCM / Site In-charge shall forward to the HRD Department details of such additional holidays observed at their respective sites as part of monthly attendance statement to enable HRD update the same in the Leave Management System.

All employees from Head / Regional / Inspection Offices / Manufacturing Facilities posted at sites on short durations (that is

on tour) would also be eligible for PL as above.

When an employee who is posted at a Construction Site is transferred to an Office (that is a non-site posting) on a permanent basis, the balance of his Privilege Leave in excess of 150encashed on the 1st day of January of the next calendar year. In case the employee wishes to proceed on leave (instead of encashment), he/she may do so with prior approval before 31December of that Calendar Year. The encashment will be made based on the excess Privilege Leave in the employees leave account on the first day of January in the year that immediately follows the date of his permanent transfer to an office. Under this arrangement,


Page 5 of 14

Employees posted to overseas projects are entitled for the Joining time to facilitate family relocation / resettlement and related activities in India

ired to avail this joining time prior to their departure to the overseas location. It is to be noted that no joining time will be permissible

employees posted at field/ construction/project sites observe only three festival/national holidays in a year, namely, Republic Day (January 26), Independence Day (August 15) and Mahatma Gandhi Jayanthi(October 02), whereas

nspection Offices / Manufacturing (inclusive of 2 optional

. To compensate for this, 11 days are added to the normal PL entitlement of 30 calendar days in the case of employees posted

project sites. Accordingly, they are entitled to 41 calendar days of PL per year of service rendered at a site. However, exceptions may be made for sites where additional holidays have to be observed at the instance of client / State Government declaring a holiday. Such exceptions will have to be approved by the SBU Head

, under intimation to HRD Department. charge shall forward to the HRD Department details of

ve sites as part of monthly attendance statement to enable HRD update the same in the

Head / Regional / Inspection Offices / posted at sites on short durations (that is

on tour) would also be eligible for PL as above.

When an employee who is posted at a Construction Site is ) on a permanent

150 days will be encashed on the 1st day of January of the next calendar year. In case the employee wishes to proceed on leave (instead of

before 31st of . The encashment will be made

based on the excess Privilege Leave in the employees leave account on the first day of January in the year that immediately follows the date of his permanent transfer to an office. Under this arrangement,


Chapter 5 Leave



an employee can retdays upto the date of next updating of his leave accountposting in an officemaximum of 150 days, in line with the maximum limit applicable to other employees posted in the office(s)be encashed and paid to employee together with the salary of January. Employees are advised to plan well in advance regarding utilization of such excess leave.employee wishes to avail the leave (in excess of 150 days), may be permitted to do so the prior approval of the SBUexcess leave inspite of the time extension till 31balance in excessto employee together with the salary of April (calculated on the basis of salary as of March that year).

5.2.7 Employees working

concerns and other Companys employees

companies, sisterworking hours and routine as may be in force at tRules governing their privilege leave entitlement will unaltered during their assignment with such specifically altered to meet the work requirements.

5.2.8 Trainees and Apprentices

i) Trainees/Apprentices are annum without any permanent / contractual (fixed term)

ii) First entitlement of 5 days leave arises only on completion of three

months of trainingbe at the rate of 5.5 days and 5 days in an alternating manner for each spell of three months.

iii) The leave, if any, to the credit of a trainee

encashed at the time of complperiod. However, in case hecontractual (fixed term)




an employee can retain his PL balance subject to a maximum of 205 days upto the date of next updating of his leave accountposting in an office. Thereafter, the PL balance would be subject to a maximum of 150 days, in line with the maximum limit applicable to

er employees posted in the office(s) and the excess balance will be encashed and paid to employee together with the salary of

. Employees are advised to plan well in advance regarding of such excess leave. In exceptional cases, where

ployee wishes to avail the leave (in excess of 150 days), may be permitted to do so before 31st day of March of that year, the prior approval of the SBU Head / HOD. Failure to avail the excess leave inspite of the time extension till 31st March,balance in excess of the accumulation limit will be encashed and paid to employee together with the salary of April (calculated on the basis of salary as of March that year).

working with subsidiary & joint ventures companies, concerns and other Organisations

employees assigned to work with subsidiary & joint ventures companies, sister-concerns and other Organisations will observe the working hours and routine as may be in force at their place of posting. Rules governing their privilege leave entitlement will howeverunaltered during their assignment with such Organisationsspecifically altered to meet the work requirements.

Trainees and Apprentices

nees/Apprentices are entitled to a total of 21 days leave per annum without any categorization as PL, CL and ML, unlike

/ contractual (fixed term) employees.

First entitlement of 5 days leave arises only on completion of three training / apprenticeship and subsequent entitlement will

be at the rate of 5.5 days and 5 days in an alternating manner for each spell of three months.

The leave, if any, to the credit of a trainee / apprentice willencashed at the time of completion of his/her training/ apprenticeship period. However, in case he / she is appointed on the permanent contractual (fixed term) rolls of the Company, immediately on


Page 6 of 14

ain his PL balance subject to a maximum of 205 days upto the date of next updating of his leave account, after his

. Thereafter, the PL balance would be subject to a maximum of 150 days, in line with the maximum limit applicable to

and the excess balance will be encashed and paid to employee together with the salary of

. Employees are advised to plan well in advance regarding In exceptional cases, where

ployee wishes to avail the leave (in excess of 150 days), he / she before 31st day of March of that year, with

Failure to avail the rch, the leave

will be encashed and paid to employee together with the salary of April (calculated on the basis

joint ventures companies, sister-

subsidiary & joint ventures will observe the

heir place of posting. however remain

rganisations, unless

days leave per as PL, CL and ML, unlike

First entitlement of 5 days leave arises only on completion of three apprenticeship and subsequent entitlement will

be at the rate of 5.5 days and 5 days in an alternating manner for

apprentice will be training/ apprenticeship

on the permanent / immediately on


Chapter 5 Leave



successful completion of hisbalance of leaveleave account.

5.2.9 Cooks / Caretakers These employees attached to regular offices are entitled to privilege

leave at the rate of 41 days per year of service and will observe only three national holidays.

5.2.10 Maternity Leave 5.2.10.1 A Female employee who has actually worked in the Company for not less

than 80 days during the expected delivery is eligible for grant of

5.2.10.2 SBU Heads / HODs

six weeks up toimmediately following that day). In order to ensure adequate rest and prenatal care, availing of the presubsequent to the delivery is not ordinarily permissible.

5.2.10.3 An application for maternity leave must be submitted to the Company at

least four weeks prior to the date of commencement of the leave, i.e. at least ten weeks prior to the expected date of delivery. This notice shall be accompanied by a medicacertifying the expected date of delivery.

5.2.10.4 Salary for the Maternity Leave period is on the basis of average salary

drawn by the employee during the period of three calendar months immediately precedileave.

5.2.10.5 An employee on maternity leave who takes up other employment during

such leave and/or resigns thereafter without resuming duties either during or on completion of the maternity leave, forfBenefits in full from the date she takes up the other employment or from the date she has proceeded on maternity leave, whichever is

5.2.10.6 Any additional leave beyond the entitlement under the Maternity Benefit

Act will also be in accordance with the Maternity Benefit Act.




successful completion of his/her training/apprenticeship period, the balance of leave to his/her credit will be transferred to his privilege leave account.

Caretakers / Watchmen

These employees attached to regular offices are entitled to privilege leave at the rate of 41 days per year of service and will observe only three national holidays.

A Female employee who has actually worked in the Company for not less days during the 12 months immediately preceding the date of her

expected delivery is eligible for grant of maternity leave.

ODs would sanction Maternity Leave of 12 weeks (that is, up to and including the day of her delivery and six weeks

immediately following that day). In order to ensure adequate rest and prenatal care, availing of the pre-delivery maternity leave entitlement subsequent to the delivery is not ordinarily permissible.

An application for maternity leave must be submitted to the Company at least four weeks prior to the date of commencement of the leave, i.e. at least ten weeks prior to the expected date of delivery. This notice shall be accompanied by a medical certificate from a competent medical officer certifying the expected date of delivery.

Salary for the Maternity Leave period is on the basis of average salary drawn by the employee during the period of three calendar months immediately preceding the date from which she proceeds on maternity

An employee on maternity leave who takes up other employment during such leave and/or resigns thereafter without resuming duties either during or on completion of the maternity leave, forfeits Maternity Leave/Maternity Benefits in full from the date she takes up the other employment or from the date she has proceeded on maternity leave, whichever is

Any additional leave beyond the entitlement under the Maternity Benefit Act will also be in accordance with the Maternity Benefit Act.


Page 7 of 14

training/apprenticeship period, the credit will be transferred to his privilege

These employees attached to regular offices are entitled to privilege leave at the rate of 41 days per year of service and will observe only

A Female employee who has actually worked in the Company for not less 2 months immediately preceding the date of her

2 weeks (that is, and including the day of her delivery and six weeks

immediately following that day). In order to ensure adequate rest and pre-delivery maternity leave entitlement

An application for maternity leave must be submitted to the Company at least four weeks prior to the date of commencement of the leave, i.e. at least ten weeks prior to the expected date of delivery. This notice shall be

l certificate from a competent medical officer

Salary for the Maternity Leave period is on the basis of average salary drawn by the employee during the period of three calendar months

ng the date from which she proceeds on maternity

An employee on maternity leave who takes up other employment during such leave and/or resigns thereafter without resuming duties either during

eits Maternity Leave/Maternity Benefits in full from the date she takes up the other employment or from the date she has proceeded on maternity leave, whichever is earlier.

Any additional leave beyond the entitlement under the Maternity Benefit Act will also be in accordance with the Maternity Benefit Act.


Chapter 5 Leave



5.2.10.7 Female Employee who is covered under the Act (ESI), 1948accordance with the provisions as laid down underESI Act, 1948.

5.2.11 Leave Without Pay & Allowances 5.2.11.1 Leave Without Pay and Allowances

without Pay or LWP for purpose of brevity) may be granted to an employee who has no other leave to his credit, at the sole discretion of the Company, under very special circumstances.

5.2.11.2 No pay, allowances or any other benefits are admissible to an em

on such leave and no leave of any type would accrue during this period. 5.2.12 Extraordinary Leave (Special Leave) This may be granted with or without pay and allowances solely at the

discretion of the Company, depending upon the merits of eacas in the case of sportsmen having to participate in tournaments out of station and the like. Application for such leave should be forwarded to the HRD Department through proper channel and recommendations for ne

5.3 Combination of Leave 5.3.1 Casual leave cannot be combined with (a) any other type of leave; and

(b) Compensatory offs 5.3.2 Combination of Privilege Leave/Maternity Leave/ Medical Leave may be

permitted provided the application for Maternity Leave/Medical Leave is supported by an appropriate medical certificate.

5.3.3 Female employees may be permitted by the Company to prefix or suffix

Privilege Leave to Maternity Leave necessitating their absence away from work. This is to be treated more as an exception than a rule.




Female Employee who is covered under the Employees State Insurance 1948 shall be entitled to receive maternity benefit in

accordance with the provisions as laid down under the provisions of the

Leave Without Pay & Allowances

Leave Without Pay and Allowances (which may be referred toPay or LWP for purpose of brevity) may be granted to an

employee who has no other leave to his credit, at the sole discretion of the Company, under very special circumstances.

No pay, allowances or any other benefits are admissible to an emon such leave and no leave of any type would accrue during this period.

Extraordinary Leave (Special Leave)

This may be granted with or without pay and allowances solely at the discretion of the Company, depending upon the merits of eacas in the case of sportsmen having to participate in tournaments out of station and the like. Application for such leave should be forwarded to the

Department through proper channel along with appropriate reasons and recommendations for necessary action.

ombination of Leave

Casual leave cannot be combined with (a) any other type of leave; and (b) Compensatory offs (to the applicable grades).

Combination of Privilege Leave/Maternity Leave/ Medical Leave may be permitted provided the application for Maternity Leave/Medical Leave is supported by an appropriate medical certificate.

Female employees may be permitted by the Company to prefix or suffix Privilege Leave to Maternity Leave under special circumsnecessitating their absence away from work. This is to be treated more as an exception than a rule.


Page 8 of 14

Employees State Insurance shall be entitled to receive maternity benefit in

provisions of the

referred to as Leave Pay or LWP for purpose of brevity) may be granted to an

employee who has no other leave to his credit, at the sole discretion of

No pay, allowances or any other benefits are admissible to an employee on such leave and no leave of any type would accrue during this period.

This may be granted with or without pay and allowances solely at the discretion of the Company, depending upon the merits of each case, such as in the case of sportsmen having to participate in tournaments out of station and the like. Application for such leave should be forwarded to the

appropriate reasons

Casual leave cannot be combined with (a) any other type of leave; and

Combination of Privilege Leave/Maternity Leave/ Medical Leave may be permitted provided the application for Maternity Leave/Medical Leave is

Female employees may be permitted by the Company to prefix or suffix circumstances

necessitating their absence away from work. This is to be treated more


Chapter 5 Leave



5.4 Encashment of Privilege Leave 5.4.1 Employees of the Company are eligible to encash their PL subject to the

following conditions. No othe 5.4.2 Employees are allowed to encash

application for encashment can be made before 15facilitate payment in the same month in the payroll.

5.4.3 Encashment of le

minimum of 31 days Privilege Leave to hisafter debiting the leave availed of and leave encashed.

5.4.4 Payment towards encashment of leave will be on the

plus DA (where applicable) final settlement of an employees / termination / adjustment of shortage in the notice period and for encashment of the balance of leave outstanding after such adjustment.

5.4.5 Payment received towards PL

benefits such as PF Contribution, 5.4.6 The entire Privilege Leave to the credit of an employee at the time of his

resignation / releasequalifies for encashmentrequirements listed above would stand modif

5.4.7 Encashment of Privilege Leave in respect of

a Site to an Office is permitted as per 5.2.3.5(i 5.4.8 Amounts received by an employee towards encashment of leave are

subject to payment of income




Encashment of Privilege Leave

Employees of the Company are eligible to encash their PL subject to the following conditions. No other type of leave can be encashed.

are allowed to encash Leave once in a calendar year and the application for encashment can be made before 15th of the month to facilitate payment in the same month in the payroll.

Encashment of leave is admissible to an employee only if there remains a minimum of 31 days Privilege Leave to his/her credit in the leave account after debiting the leave availed of and leave encashed.

Payment towards encashment of leave will be on the salary (Bplus DA (where applicable) of an employee. This rule will also apply for final settlement of an employees dues at the time of resignation

termination / retirement / death from service including towards adjustment of shortage in the notice period and for encashment of the balance of leave outstanding after such adjustment.

Payment received towards PL encashment will not qualify for any other benefits such as PF Contribution, Statutory Bonus, etc.

The entire Privilege Leave to the credit of an employee at the time of his release / separation from the service of the Company

qualifies for encashment / adjustment and hence some of the requirements listed above would stand modified accordingly.

Encashment of Privilege Leave in respect of employees transferred from a Site to an Office is permitted as per 5.2.3.5(iii).

Amounts received by an employee towards encashment of leave are subject to payment of income-tax as per rules in force.


Page 9 of 14

Employees of the Company are eligible to encash their PL subject to the r type of leave can be encashed.

Leave once in a calendar year and the of the month to

if there remains a in the leave account

salary (Basic Pay . This rule will also apply for

at the time of resignation / release including towards

adjustment of shortage in the notice period and for encashment of the

encashment will not qualify for any other

The entire Privilege Leave to the credit of an employee at the time of his from the service of the Company

adjustment and hence some of the ied accordingly.

transferred from

Amounts received by an employee towards encashment of leave are


Chapter 5 Leave



5.5 Leave during Postings Abroad Provisions regarding entitlements of leave,

thereof, etc. during an emplohis Overseas Posting Order. Any balance of leave to his credit at the time of his proceeding abroad will be treated as frozen for the duration of such posting and will become operative on his return. A separAccount of Leave will be maintained for the duration of his overseas posting. Unavailed Medical credited to his medical leave account in India, on his return. As regards unavailed Privilege Leave, he maabroad,

i) Avail the leave with prior approval; or ii) Encash the leave subject to the provisions of the Overseas Posting

Order; or iii) Have such leave transferred to his

5.6 Sanctioning Authority 5.6.1 Sanctioning Authority

with respect to various types of leaves will be in accordance with the authorities specified under relevant sections of this chapter, as appropriate.

5.6.2 Leave without pay will be sanctioned by

period not exceeding 15 days. Any excesapproved by the of SBU / SSD Heads

5.7 General Provisions 5.7.1 Every employee must submit an Application for Leave

Off (where applicable)Leave Management Systemproceeding on leave. nominated officer termed as Leave Approving Officer.




Leave during Postings Abroad

Provisions regarding entitlements of leave, utilization /thereof, etc. during an employees overseas posting will be specified in his Overseas Posting Order. Any balance of leave to his credit at the time of his proceeding abroad will be treated as frozen for the duration of such posting and will become operative on his return. A separAccount of Leave will be maintained for the duration of his overseas

Unavailed Medical Leave (if any) earned by him overseas, will be credited to his medical leave account in India, on his return. As regards unavailed Privilege Leave, he may, on completion of his assignment

leave with prior approval; or the leave subject to the provisions of the Overseas Posting

Order; or such leave transferred to his leave account in India.

Sanctioning Authority

Sanctioning Authority, including special approvals in cases of exceptions,various types of leaves will be in accordance with the

authorities specified under relevant sections of this chapter, as

Leave without pay will be sanctioned by the sanctioning authority upto a period not exceeding 15 days. Any excess LWP beyond 15 days will be approved by the respective SBU Head / HOD / Reporting Officer (in case of SBU / SSD Heads).

General Provisions

Every employee must submit an Application for Leave/ Compensatory Off (where applicable) under the relevant option given in the Leave Management System well in advance and obtain approval before proceeding on leave. These leave requests will be approved by the nominated officer termed as Leave Approving Officer.


Page 10 of 14

/ encashment yees overseas posting will be specified in

his Overseas Posting Order. Any balance of leave to his credit at the time of his proceeding abroad will be treated as frozen for the duration of such posting and will become operative on his return. A separate Account of Leave will be maintained for the duration of his overseas

if any) earned by him overseas, will be credited to his medical leave account in India, on his return. As regards

y, on completion of his assignment

the leave subject to the provisions of the Overseas Posting

ia.

, including special approvals in cases of exceptions, various types of leaves will be in accordance with the

authorities specified under relevant sections of this chapter, as

sanctioning authority upto a s LWP beyond 15 days will be

/ Reporting Officer (in case

/ Compensatory relevant option given in the on-line

well in advance and obtain approval before These leave requests will be approved by the


Chapter 5 Leave



5.7.2 Where an employeeparticular type of leave and already exhausted all leave of that typeregularised by applying / combining with another type of leave as alloweunder the leave rules detailed under various sections above including Leave Without Payregularisation, the excess absence will be treated as Leave without Paywithout any further reference to the employeereversed. However, exceptions to such cases will be dealt with based on the merits of the case by the HRD Departmentrecommendation of the SBU

5.7.3 Any changes in leave programme must be promptly

formally notified employee or Leave Approving Officer may intimate / write a mail to Leave Administrator (leaveupdate the change and a mail alert will be received by the employee and Leave Approving Officer.

5.7.4 It is the responsibility of every employee to advise his

Officer well in advance regarding his leave programarrangements can be made regarding distribution of work, etcarrangement for alternate resource during such leave vacancy

5.7.5 Every employee proceeding on leave should also furnish his contact

address, telephone/ so that the Company can contact him in case of any emergency. Any changes in such contact address should be promptly notified Department / updated through HRMS.

5.7.6 Details regarding weekly hol

Offs are enumerated and Rules.

5.7.7 Grant of Medical Leave or Privilege Leave in excess of three days on

medical grounds will be considered only if the applicatioaccompanied by an appropriate medical certificate issued by a qualified medical practitioner. Failure to submit the medical certificate will automatically render the absence to be treated as Leave The employee may be requiresuch examination is deemed necessary by the Company.




Where an employee has proceeded on leave after applying for a particular type of leave and overstayed and in the event where already exhausted all leave of that type, such excess absence regularised by applying / combining with another type of leave as alloweunder the leave rules detailed under various sections above including Leave Without Pay. Where employee has not reverted for such regularisation, the excess absence will be treated as Leave without Paywithout any further reference to the employee and the LWP

However, exceptions to such cases will be dealt with based on the merits of the case by the HRD Department on the specific recommendation of the SBU Head / HOD.

Any changes in leave programme must be promptly inotified through the Leave Management System.

employee or Leave Approving Officer may intimate / write a mail to Leave Administrator ([email protected]) who will promptly update the change and a mail alert will be received by the employee and Leave Approving Officer.

It is the responsibility of every employee to advise his Leave Approving well in advance regarding his leave programme, so that necessary

arrangements can be made regarding distribution of work, etcarrangement for alternate resource during such leave vacancy

Every employee proceeding on leave should also furnish his contact address, telephone/ Mobile numbers, etc. to his Leave Approving so that the Company can contact him in case of any emergency. Any changes in such contact address should be promptly notified Department / updated through HRMS.

Details regarding weekly holidays, festival holidays and Compensatory Offs are enumerated under Chapter 14 dealing with Office Procedures

Grant of Medical Leave or Privilege Leave in excess of three days on medical grounds will be considered only if the application for accompanied by an appropriate medical certificate issued by a qualified medical practitioner. Failure to submit the medical certificate will automatically render the absence to be treated as Leave The employee may be required to undergo a medical examination in case such examination is deemed necessary by the Company.


Page 11 of 14

after applying for a in the event where he had

absence can be regularised by applying / combining with another type of leave as allowed under the leave rules detailed under various sections above including

. Where employee has not reverted for such regularisation, the excess absence will be treated as Leave without Pay,

the LWP will not be However, exceptions to such cases will be dealt with based on

on the specific

informed and Alternatively,

employee or Leave Approving Officer may intimate / write a mail to Leave who will promptly

update the change and a mail alert will be received by the employee and

Leave Approving me, so that necessary

arrangements can be made regarding distribution of work, etc including arrangement for alternate resource during such leave vacancy.

Every employee proceeding on leave should also furnish his contact Leave Approving Officer

so that the Company can contact him in case of any emergency. Any changes in such contact address should be promptly notified to HRD

idays, festival holidays and Compensatory dealing with Office Procedures

Grant of Medical Leave or Privilege Leave in excess of three days on n for leave is

accompanied by an appropriate medical certificate issued by a qualified medical practitioner. Failure to submit the medical certificate will automatically render the absence to be treated as Leave without Pay.

d to undergo a medical examination in case


Chapter 5 Leave



5.7.8 Leave is based on calendar days. A holiday occurring either at the beginning of or at the end of the leave period is not treated as part of the leave. It may be noted thattreated as part of the leave.

5.7.9 Where a holiday intervenes any two types of leave availed of by an

employee, such intervening holiday 5.7.10 An employee who proceeds on leave (Casual/Medical/ Privilege/Maternity

Leave) and fails to resume duties on expiry of the leave on account of submission of formal resignation or voluntary abandonment of service, forfeits his / her discretion of the Company be accepted from his(prior to proceeding on leave), notwithstanding the leave granted earlier.

5.7.11 Casual leave in the normal course

posted on overseas assignments/Construction Siteswill be specified in the Overseas Posting Order

5.7.12 While calculating the entitlement for leave, any fraction of a days leave

which is less than half a day is to be ignoreto be treated as one full day while it will remain as such when it is exactly half a day.

5.7.13 An employee whose

June 30 or before during a calendar year would not be eproportionate Privilege Leave. However, he proportionate privilege leave for the period upto June 30th of the year provided his / herJuly 1st.

5.7.14 The entire duration of an employees absence in excess of the leave

balance in his/ herentitlements of leave. Hence the actual leave to be credited to an employees account stands reduced in proportion to theexcess absence.




Leave is based on calendar days. A holiday occurring either at the beginning of or at the end of the leave period is not treated as part of the

It may be noted that holidays occurring during the leave period are treated as part of the leave.

Where a holiday intervenes any two types of leave availed of by an employee, such intervening holiday(s) will be treated as part of the leave.

An employee who proceeds on leave (Casual/Medical/ Privilege/Maternity Leave) and fails to resume duties on expiry of the leave on account of submission of formal resignation or voluntary abandonment of service,

right to his leave and the resignation may at the sole discretion of the Company be accepted from his / her last working day (prior to proceeding on leave), notwithstanding the leave granted earlier.

in the normal course may not be admissible to emplposted on overseas assignments/Construction Sites. Deviations, if any, will be specified in the Overseas Posting Order.

While calculating the entitlement for leave, any fraction of a days leave which is less than half a day is to be ignored and more than half a day is to be treated as one full day while it will remain as such when it is exactly

employee whose release on account of resignation takes effect from June 30 or before during a calendar year would not be eproportionate Privilege Leave. However, he / she shall be entitled to proportionate privilege leave for the period upto June 30th of the year

/ her release from Companys rolls is effective on or after

entire duration of an employees absence in excess of the leave / her account is ignored while calculating any further

entitlements of leave. Hence the actual leave to be credited to an employees account stands reduced in proportion to the duration of such excess absence.


Page 12 of 14

Leave is based on calendar days. A holiday occurring either at the beginning of or at the end of the leave period is not treated as part of the

holidays occurring during the leave period are

Where a holiday intervenes any two types of leave availed of by an will be treated as part of the leave.

An employee who proceeds on leave (Casual/Medical/ Privilege/Maternity Leave) and fails to resume duties on expiry of the leave on account of submission of formal resignation or voluntary abandonment of service,

ve and the resignation may at the sole last working day

(prior to proceeding on leave), notwithstanding the leave granted earlier.

admissible to employees eviations, if any,

While calculating the entitlement for leave, any fraction of a days leave d and more than half a day is

to be treated as one full day while it will remain as such when it is exactly

resignation takes effect from ligible for any

shall be entitled to proportionate privilege leave for the period upto June 30th of the year

is effective on or after

entire duration of an employees absence in excess of the leave account is ignored while calculating any further

entitlements of leave. Hence the actual leave to be credited to an duration of such


Chapter 5 Leave



5.7.15 When an employee is deputed by the Company for a Seminar/training programme, etc., duration of such programme would not be treated as absence and hence he does not have to apply for leave. Therefore, he will be eligible for pay and allowances as applicable to him for the duration of the programme, qualify him for other benefits such as CompensatoryAllowance, Reimbursement of Outan employee is merely permitted (and not deputed) by the Company to attend a course of his own choice, the Company may permit adjustment of his Privilege Leave balance

5.7.16 Provisions regarding Compensatory 5.7.17 Just as in the case of all other terms and conditions of employment,

allowances, benefits, etc., the rules governing the leave entitlements are subject to amendments, modifications, additions/deletions or suspension of operation at any time.

5.7.18 Employees participating in external Seminars / Conferences / Guest

Lectures in Institutions / other forums in their personal capacity and if such participation is approved by Company, such absence will be treated as On Duty. However, hbenefits.

5.8 Special Leave on account 5.8.1 Employee, who is covered under Companys Group Accident Insurance

Policy and in the event of will be allowed special his/her treatment and no leaveleave account. Employee is required to report the details of the accident together with all relevant documentsprocedures for preferring claims etc., under the Insurance Policy).




an employee is deputed by the Company for a Seminar/training programme, etc., duration of such programme would not be treated as absence and hence he does not have to apply for leave. Therefore, he

eligible for pay and allowances as applicable to him for the duration of the programme, even though such participation does not qualify him for other benefits such as Compensatory-Offs, Overtime Allowance, Reimbursement of Out-of-Pocket Expenses. However,an employee is merely permitted (and not deputed) by the Company to attend a course of his own choice, the Company may permit adjustment of his Privilege Leave balance / LWP against such absence.

Provisions regarding Compensatory-Offs are enumerated in Chapter 14.

as in the case of all other terms and conditions of employment, allowances, benefits, etc., the rules governing the leave entitlements are subject to amendments, modifications, additions/deletions or suspension of operation at any time.

s participating in external Seminars / Conferences / Guest Lectures in Institutions / other forums in their personal capacity and if such participation is approved by Company, such absence will be treated

. However, he / she will not be entitled for any tour / travel

n account of Accident.

, who is covered under Companys Group Accident Insurance and in the event of meeting with an accident requiring

special leave with pay and allowances for the duration of treatment and no leave (PL/ML) will be deducted fr

. Employee is required to report the details of the accident all relevant documents (also refer Chapter 11 fo

procedures for preferring claims etc., under the Insurance Policy).


Page 13 of 14

an employee is deputed by the Company for a Seminar/training programme, etc., duration of such programme would not be treated as absence and hence he does not have to apply for leave. Therefore, he

eligible for pay and allowances as applicable to him for the such participation does not

Offs, Overtime Pocket Expenses. However, where

an employee is merely permitted (and not deputed) by the Company to attend a course of his own choice, the Company may permit adjustment

.

numerated in Chapter 14.

as in the case of all other terms and conditions of employment, allowances, benefits, etc., the rules governing the leave entitlements are subject to amendments, modifications, additions/deletions or suspension

s participating in external Seminars / Conferences / Guest Lectures in Institutions / other forums in their personal capacity and if such participation is approved by Company, such absence will be treated

ed for any tour / travel

, who is covered under Companys Group Accident Insurance accident requiring treatment,

leave with pay and allowances for the duration of will be deducted from his/her

. Employee is required to report the details of the accident (also refer Chapter 11 for detailed

procedures for preferring claims etc., under the Insurance Policy).


Chapter 5 Leave



5.8.2 Details of such accident should be promptly reported with in 24 hours of the occurrence to Administration Dept under intimation to HRD Department at Corporate Office, Hyderabad. All Employees posted outside Hyderabad atManufacturing Facilities may report the details of the accident through their local HR/Administration executive, who in turn will intimate the Administration Department at Corporate Office under Department. In order to faintimate HRD Department on the progress of his treatment and likely date of resuming duties from time to time.

5.8.3 Employees who meet with an accident arising out of or during the course of employment, the totalLeave. If the accidentperiod of special leave will be sanctioned equivalent to the period of the absence paid by the Insurance Company. Any excess special leavegranted beyond the provisions stated above are subject to adjustment of leave from employees leave account (PL/ML)

5.9 On-line Leave Management System 5.9.1 Leave Management System (LMS) is a web

facilitate administration of leave rules in accordance with the provisions listed in this Chapter.




Details of such accident should be promptly reported with in 24 hours of the occurrence to Administration Dept under intimation to HRD Department at Corporate Office, Hyderabad. All Employees posted

Hyderabad at Project Sites/Regional Offices/Inspection CeManufacturing Facilities may report the details of the accident through their local HR/Administration executive, who in turn will intimate the Administration Department at Corporate Office under intimation

In order to facilitate payment of Salary, employee must intimate HRD Department on the progress of his treatment and likely date of resuming duties from time to time.

Employees who meet with an accident arising out of or during the course the total period of absence will be considered as Special

the accident has occurred under other circumstances, the period of special leave will be sanctioned equivalent to the period of the absence paid by the Insurance Company. Any excess special leavegranted beyond the provisions stated above are subject to adjustment of

from employees leave account (PL/ML)/recovery from salary.

line Leave Management System

Leave Management System (LMS) is a web-enabled tool on HRMS to administration of leave rules in accordance with the provisions

listed in this Chapter.

* * *


Page 14 of 14

Details of such accident should be promptly reported with in 24 hours of the occurrence to Administration Dept under intimation to HRD Department at Corporate Office, Hyderabad. All Employees posted

ection Centres/ Manufacturing Facilities may report the details of the accident through their local HR/Administration executive, who in turn will intimate the

intimation to HRD cilitate payment of Salary, employee must

intimate HRD Department on the progress of his treatment and likely date

Employees who meet with an accident arising out of or during the course period of absence will be considered as Special has occurred under other circumstances, the

period of special leave will be sanctioned equivalent to the period of the absence paid by the Insurance Company. Any excess special leave granted beyond the provisions stated above are subject to adjustment of

/recovery from salary.

enabled tool on HRMS to administration of leave rules in accordance with the provisions

chapter 05 - leave

Documents