Leave Policy Template 1

Objective

The purpose of this policy is to provide detailed guidelines to employees about the leave policy,
eligibility and relevant compliance standards applicable to all full-time employees of the company.

Overview

Every employee of the company is eligible to avail 8 Fixed Holidays, 3 National Holidays and 2
Floating Holidays (as per the Annexure) during each calendar year. Apart from these prescribed
holidays, all the employees will also have additional days of leave under different categories, which
can be used as per their requirements. These leaves are categorized into Sick Leaves, Earned Leaves,
Compensatory Off, Maternity Leave, Paternity Leave, Adoption / Ward Leave, Bereavement Leave,
Contingency Leave and Loss of pay.

Scope

This policy is effective from 1st January 2016 and applicable to all full-time employees of the
company.

Categories of Leaves

Sick Leaves

Every employee is eligible for 7 days of Sick Leave annually to take care of any kind of health issues
that occur to him/her or any immediate family members during the year.

Sick Leaves are credited on annual basis on 1st day of the year. For employees joining during the
year, the sick leaves would be credited on prorated basis from the date of joining.

If any employee is availing any sick leave, he/she should ensure it is properly communicated and
approved by Reporting Manager and communicated to HR at Accelyzei

Any sick leave of more than 2 consecutive days would need a medical certificate from their doctor in
support of their absence due to sickness. This certificate needs to be submitted to HR within 3
working days of returning from the leave. Non-compliance on submitting the certificate would lead
to considering the leave as Loss of Pay.

If there is a holiday falling in between the sick leave period, the same would also be considered as
Sick Leave only.

If an employee exhausts all of his/her Sick Leaves, then the subsequent sick leaves would be adjusted
against his/her Earned Leave balance.

Unused Sick Leaves cannot be carried-forward to the next year.

Earned Leaves

All employees are eligible for paid Earned Leave every year which can be used to meet any of their
personal requirements or vacation. These leaves would be credited at the beginning of every month
prorated as per the grid below.
Tenure Monthly Accrual (Days) Yearly Accrual (Days) 0-24 months 1 12 25-60 months 1.5 18 61-120
months 2 24 From 121 3 36 *

For all existing employees, the leave accrual would happen as per the above grid effective 1st Jan
2016.

For new employees, though the leave is accrued on prorated basis from the date of joining, they
cannot use these leaves until the completion of first 3 months from joining date.

Earned Leaves should be planned in advance to the maximum possible extent with proper
communication and approval from reporting manager and communicated to HR at Accelyzei.

If there is a holiday falling in between the earned leave period, the same is NOT counted as leave.

Unused Earned Leaves can be carried forward to next year but capped at 50% of total eligible Earned
Leaves for the year (C/F Balance + EL Accrued during the year) or the actual leave balance as on last
working day of the year, whichever is lower.

The maximum Earned Leave balance cannot exceed 30 days at any given point of time.

During the notice period, the employee will not be entitled to avail any Earned Leave. Only at the
time of separation from the company, the Earned Leave balance as on the date of separation will be
encashed as part of Full & Final settlement.

Earned Leaves and Sick Leaves cannot be combined.

Floating Holiday

At the beginning of each calendar year, the employee will receive a complete schedule of fixed
holidays and a list of floating holidays to choose from. An employee need to plan his two floating
holidays split across first half and second half of the year. Both the floating holidays cannot be availed
in first half of the year. If any employee could not use a floating holiday in the first half of the year, he
can avail both in the second half with prior approval from the Manager and the HR.

Employees joining on or after 1st May of any year, are eligible for only 1 Floating Holiday for that
calendar year.

Maternity Leave

All women employees are eligible for maternity benefits subject to various criterion discussed here.

Any women employee would be eligible for availing the maternity benefits only if they have worked
for at least 3 months within the 12 months’ period before expected date of delivery.

Maximum maternity benefit provided to an eligible employee would be 22 weeks, of which, not
more than 6 weeks should be preceding the expected date of delivery.

For the incidents such as miscarriage or Medical Termination of Pregnancy (MTP), the maternity
benefit will be for a maximum of 6 weeks from the date of such incident. For tubectomy operation,
the maternity benefit would be for the immediate 2 weeks from the date of operation.

For any uncertain illness related to pregnancy, delivery, pre-mature delivery, miscarriage, MTP or any
related procedure, the employee can avail an additional maternity benefit of 4 weeks, subject to
provision of sufficient medical certificate with all related reports.
In addition to these benefits, a women employee can also avail up to 3 months of unpaid leave (Loss
of Pay) which is considered including any Earned Leave balance.

Any women who has a child up to the age of 15 months is entitled to an additional break of one hour
(including the travel time) during the work hours to take care of her child.

The request for maternity leave should be made at least 45 days in advance to the reporting
manager and HR.

Paternity Leave

All male employees of the company are entitled for a leave of 5 working days as paternity leave for
each instance of child birth and can be availed within 3 months from the birth of the child.

Adoption / Ward Leave

The Company provides all regular employees with a paid leave for purpose of adopting a child under
the age of 16 years. This leave gives an opportunity for the employee, who is the primary caregiver
to the child, to spend some time with the child before resuming his work at the Company.

A primary caregiver is defined as a parent who legally adopted a child and is the person primarily
responsible for the daily care of the child.

An employee is considered eligible for such leave only if he/she completes at least 3 months of
working within the 12 months’ period preceding the date of adoption.

The adoption leave must commence within the 3 months from the date of adopted child being
placed with employee and will be for a period of 8 consecutive weeks. This can be granted only once
in a year.

The adoption / ward leave should be requested and approved at least 45 days in advance by the
Reporting Manager and HR.

Any male or female employee, whose spouse is the primary caregiver for the adopted child, is
eligible for a paid leave of 5 working days which can be used within the 3 months from the date of
adoption.

Bereavement Leave

In the event of death of a close family member of an employee, the employee is entitled to paid time
off from work up to 3 working days for each such situation. Close family members would include
spouse, children, parents, grand-parents, brother, sister and corresponding in-laws.

Contingency Leave

The Company may announce paid time off for certain contingent and/or unforeseen circumstances,
including but not limited to, natural disasters, civil unrest and riots, in consultation with the Offshore
HR and Business Continuity Teams. Such paid time off must be approved by the Managing Director of
the company.

Loss of Pay

Loss of Pay leave can be availed when an employee exhausts his/her leave balance and provides a
genuine reason for requesting such leave. However, loss of pay leave has to be approved by
Reporting Manager only after discussion with HR.
There would not be any accrual of Earned Leaves during Loss of Pay leave, but the mediclaim
insurance coverage would be available.

Compensatory Off

If any employee has to work for at least 7 hours on a declared fixed holiday or weekly offs to fulfil the
assigned job responsibilities or to meet client delivery timelines, he/she would be entitled for a
Compensatory Off for working on such a day.

The Compensatory Off eligibility should be decided by the Manager and communicated to employee
over email, with copy to HR. The email should contain the details such as date of additional working
and reason for the same.

All the Compensatory Offs accrued should be utilized within 45 days. No Comp Offs can be carried
forward to next year, except for the ones accrued in December of the same year.

Exceptions

Every employee of the company must ensure 100% adherence to this policy and any kind of
exceptions on this have to be discussed and resolved with the HR team.

Any exceptions to this policy can be only approved by Head of HR and/or Managing Director of the
company.

For any queries, please feel free to contact HR at Accelyzei.