Leave Rules

Leave Rules

Whether you’ve decided to take a vacation or you’ve fallen ill, there are some ground rules you need to play by so the team doesn’t get affected by your absence.

General Guidelines

  • Applying for leave, obtaining approval from superior is the responsibility of the employee.
  • Employees should get their leave approved in advance by their immediate superiors on the leave card (for field forces leave application duly sanctioned by their immediate superior has to be forwarded to RO for updating the same in their leave cards, since the leave cards are available at RO’s.
  • No leave can be claimed as matter of right and leave would be granted only at the discretion of the Management.
  • The sanctioning authority has the discretionary rights to refuse, revise, curtail or revoke leave at any time according to the conditions and exigencies of work If leave request is not granted, then the superior should assign the reason for not granting leave such leave.
  • An employee who has taken leave without obtaining prior approval, will deemed to be absent from without permission. This will be leave without pay, and further, may result in other disciplinary actions.
    Any extension of leave without prior approval will be deemed to be leave without permission, as stated above.

Leave Eligibility

1. Casual Leave (CL): Maximum 7 days per year
2. Sick Leave (SL): Maximum 7 days per year
3. Privilege Leave (PL): Maximum 30 days per year
4. Probationary Leave: One day leave for every completed month

Casual Leave (Emergency Leave)

Casual Leave can be availed for a maximum period of two days in one stretch. Any un-availed leave at the end of every quarter of the Calendar year shall automatically lapse.

Casual Leave cannot be clubbed with any other leave category.

Any National & Festival holidays or weekly holidays prefixing or suffixing or falling in between the leave applied shall not be included.

Sick Leave

Sick leave beyond 2 days to be supported with evidence like Medical Certificate.

Sick leave may be accumulated up to a maximum of 28 days.

Any National & Festival holidays or weekly holidays prefixing or suffixing or falling in between the leave applied shall not be included.

Privilege Leave

  • Privilege leave earned during the previous year shall be credited to employees individual account on first of January of the following year.
  • Employees under probation shall earn Privilege Leave during their probationary period and the same will be credited to their individual account only after completion of one year or probation period whichever is later. An employee can avail PL only after the same is credited to his account.
  • PL should be availed for a minimum period of 3 days at a time, subject to a maximum of three occasions in a calendar year.
    Both prefixing and suffixing of privilege leave with off-days or holidays is allowed.
  • Intervening holidays shall be treated as part of leave.
  • If an employee exhausts both CL & SL within six months of a calendar year, and subsequently applies for PL leave, which is not permissible as per the condition for PL under Sub-clause 4.1, such leave may be sanctioned as a special leave subject to a maximum of five days in total for that particular calendar year. Such leave sanctioned shall be deducted from PL credit. Sanctioning authority for the purposes of this clause will be Regional Managers for all Regional and Branch staff and Functional Head for HO Staff. This special grant of PL shall be made only after completion of six months of any calendar year i.e.. after 30th June. This special grant of PL is not in addition to the existing PL.

Probationary Leave

During Probationary period, the probationers and trainees are eligible for Probationary leave.  The leave is calculated on the basis of one day for every completed month of service.

The probationary leave will get lapsed at the end of the probationary period.

Other Leaves

Loss of Pay Deductions

  • When there is no leave to the credit of an employee and wishes to proceed on leave then the department head / functional head may grant leave on a Loss of Pay (Authorised LOP), under such circumstances leave may be granted as Leave on Loss of Pay and for such leave on LOP, deductions shall be made only on their Basic and DA, other components of salary will be paid in full with out any deductions.
  • Where LOP deduction is made as punishments such as when an employee proceeds on leave without prior permission and when post facto sanction is also not granted, then such absence shall be termed as un-authorised absence and LOP deductions shall be made on Gross salary, even if such employee has leaves on credit.

Unauthorized Absence

If an employee absents himself from duty without intimation or leave sanction for more than 21 consecutive days, he/she shall be presumed to have left the services of the company on his own accord without notice and his name shall accordingly, be struck off from the rolls of the company.