Aurobindo Pharma Limited

Policy No. APL/HO/HR/2007/001

Name Leave Policy for Office’s & APLRC
Effective Date 1st January 2003
Last Revision 1st January 2007
Current Revision Date 1st January 2018

1.0 Objective:
In order to facilitate the employees on entitlement and availment of various types of leaves,
when they wish to take leave on personal work or to take rest/recover in case of illness or to
go on vacations, detailed Leave Policy guidelines are devised and described.
2.0 Applicability:
2.1 These policy guidelines are applicable to all cadres of employees working in all Office’s
and APLRC of Aurobindo Pharma Limited and its associate companies in India.
2.2 These policy guidelines are revised and effective 1st January 2018.
2.3 Entitlements for all types of leaves are determined and computed for the calendar year
starting from January to December.
2.4 HR will maintain the Leave Records of all employees in its respective locations in
HRMS, a software application.
3.0 Types of Leaves:
3.1 The following leaves, depending on its applicability, will be considered to all eligible
employees.
3.1.1 Privileged Leave
3.1.2 ESI Leave
3.1.3 Maternity Leave
3.1.4 Leave on Loss of Pay

3.2 All types of leaves will be credited to the employees' account as per their eligibility, in
January every year.

4.0 Privileged Leaves:

4.1 Privilege Leaves (PLs) will be granted to all employees in the beginning of calendar
year, as per the eligibility criteria mentioned hereunder:
Cadre Employees covered Employees not
under ESI covered under ESI
RA-III / Asst Manager & above 22 32
Staff & Executives 15 25

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 4.2 In case of the employees who join in between of the calendar year, the Privilege Leave
will be granted on pro-rata basis.
4.3 Similarly, any employee leaves the services of the Company by whatsoever reasons
during the calendar year, PLs will be adjusted on pro-rata basis in the full and final
settlement.
4.4 PL shall be applied at least 2 (two) working days well in advance and get it approved
before proceeding.
4.5 In case of emergency and/or unforeseen circumstances, PL is permitted, provided the
employee informs to his/her Immediate Supervisor as well as Corp HR by proper
means of communication, before proceeding on such PL. In such occasion, the
concerned employee shall obtain sanction of such leave immediately on resuming
duty.
4.6 Any employee, who wish to proceed on PL for 7 (seven) or more days, shall obtain
prior sanction at least one week well in advance, before he/she proceed.
4.7 PL can be either prefixed or suffixed with weekly offs/holidays.
4.8 PL with intervening Weekly-Offs or / and PH is allowed.
4.9 Un-availed PLs in a calendar year can be carried forward and accumulated up to a
maximum of 60 (sixty) for the following year /years.
4.10 Encashment of PLs:
4.10.1 PLs will be credited in January of every year to the eligible employees.
4.10.2 Over and above 60 days of PLs in the leave account as on 31st December of
every year, will be encashed automatically and will be paid along with January
month’s salary.
4.10.3 However, employee can also apply for encashment even prior to the
accumulation of 60 days. In such case, encashment of PL will be allowed,
keeping a minimum balance of current year’s entitlement of PLs.
4.10.4 Amount claimed out of PL encashment by an employee, is subject to Income
Tax Rules and to his / her account.
4.10.5 PLs will be encashed, computing on 26 days basis.

5.0 ESI Leave:

5.1 ESI Leave is applicable for the employees, who are covered under ESI Scheme.
5.2 When the employee avails medical services from any ESI Dispensaries / Hospitals on
sickness grounds, he/she shall submit Form-11 issued by the concerned ESI Doctors
to Unit HR.
5.3 When the employee resumes duties after recovery from sickness, he/she shall submit
Form-12 issued by the concerned ESI Doctors, to HR department.
5.4 Payment of wages during ESI Leave will be as per the provisions of the ESI Act.

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6.0 Maternity Leave:
Maternity Leave (ML) protects the employment of female employees during the time of her
maternity and entitles her of a ‘maternity benefit’ – i.e. full paid absence from work – to take
care for her child.
6.1 Maternity Leave is applicable for all female employees, who are pregnant.
6.2 Such eligible females must have been working as an employee at least 80 days from
the date of her joining.
6.3 In case the pregnant employee is covered under ESI Scheme, all Maternity Benefits
will be considered as per the ESI Act.
6.4 Whereas for the pregnant employees, who are not covered under ESI Scheme, will be
considered for ML with pay for 26 (Twenty Six) weeks.
6.5 Such female employees can avail ML for a period extending up to 8 (eight) weeks
before the expected date of delivery and the remaining 18 (eighteen) weeks can be
availed post-childbirth.
6.6 Female Employees who are expecting 3rd child (after having 2 (two) children), ML with
pay shall be 12 (twelve) weeks will be considered i.e. 6 weeks pre and 6 weeks post
expected date of delivery.
6.7 In case of Miscarriage or Medically Termination Pregnancy, the concerned female
employees will be entitled to MLs with pay for a period of 6 (six) weeks immediately
following the day of her Miscarriage or Medically Termination Pregnancy.
6.8 MLs to the extent of 12 (twelve) weeks will be extended to Commissioning Mothers and
Adopting Mothers, as defined under the Maternity Benefit (Amendment) Act, 2017.
6.9 Any other illness arising out of maternity, the concerned female employees will be
entitled to get the benefits as defined under the Maternity Benefit (Amendment) Act,
2017.

7.0 Leave on Loss of Pay:

7.1 Leave on Loss of Pay (LLOP) will be applicable, only when all eligible leaves are
exhausted.
7.2 LLOP may be sanctioned based on proper justification and genuine reasons.
7.3 LLOP, when it is sanctioned, does not warrant disciplinary action.
7.4 LLOP both before and after Weekly-Off and/or Paid Holiday will be treated as LLOP.

8.0 Entitlement of Leaves for Transferred Employee:

8.1 For the Employees transferred from Offices/R&D to any Unit:
8.1.1 Available PLs in Leave Accounts of the respective employees will be
converted into Earned Leaves (EL) on pro-rata basis from the date of transfer.
8.1.2 Additionally, Casual Leaves (CLs) and Sick Leaves (SLs) will be credited into
Leave Accounts of the respective employees on pro-rata basis from the date
of transfer to the Unit.

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 8.2 For the Employees transferred from any Unit to Offices/R&D:
8.2.1 Available ELs in the Leave Account & Pro-rata ELs for the current year till the
date of transfer will be converted into PLs.
8.2.2 PLs of the current year will be added on pro-rata basis to the Leave Account
of the respective employee.
8.2.3 Available CL and SL in Leave Accounts of the respective employees will be
lapsed automatically.

9.0 Authorized / Unauthorized Absence:

9.1 PLs and LLOPs, which are sanctioned by the appropriate sanctioning authority, will
be considered as Authorized Leaves.
9.2 Any absence from duty without prior permission / sanction or non-regularization upon
return will be considered as ‘Un-authorized Absence’.
9.3 If any employee absents himself / herself without leave or remains absent beyond
period of leave originally sanctioned or subsequently extended, such leave will be
considered as ‘Un-authorized Absence’ and warrants disciplinary action as per the
rules and regulations of the Company.
9.4 Overstay beyond the sanctioned leave shall be treated as Loss of Pay (LOP), unless
the concerned employee get the extension of leave sanctioned immediately upon
his/her return.
9.5 LOP both before and after Weekly-Off and/or Paid Holiday will be treated as LOP.

10.0 Separation:
10.1 In case any employee separates from the Company during the calendar year for
whatsoever reason, the employee can encash their accumulated PLs up to the last
working day on pro-rata basis.
10.2 If the availed PLs are in excess of the pro-rata entitlement, it will be subject to
adjustment against leave encashment and/or deduction from the Full & Final
Settlement.

11.0 Other Conditions:

11.1 Sanction of any type of Leave is not a matter of right.
11.2 Mere submission of leave application will not be deemed that the leave is sanctioned.
11.3 Immediate Supervisor/HOD may refuse or reduce or post-pone the applied leave for
any employee, due to exigencies.
11.4 Every employee shall mention the contact number and address during the leave
period, while applying for leave in HRMS.
11.5 Further, the Immediate Supervisor/HOD may recall any employee from leave, in case
of work exigency and refusal to be back from leave will be viewed seriously.

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 11.6 In case any employee, after proceeding on sanctioned leave, intends to extend such
sanctioned leave, shall communicate to the Immediate Supervisor and HR well
before the lapse of such sanctioned leave.
11.7 No leave or extension of leave shall be deemed to have been granted unless the
approvals to that effect are communicated to the concerned employee.
11.8 Monthly Gross Salary will be considered for deduction proportionately, in case of
Loss of Pay / LLOP.
11.9 Management may relax any conditions pertaining to any of the above leaves, based
on merits and circumstances of the case.
11.10 It is the responsibility of an employee to keep abreast with the changes in the
prevalent policies, which are available in HRMS.
11.11 Any type of leave benefits will be revised and made applicable to the concerned
employees, as and when there is/are amendment/s made in the relevant Acts to that
effect by the appropriate Government authorities.

12.0 Miscellaneous:
12.1 Corporate Human Resources Department is the process owner for utility and
interpretation of these policy guidelines.
12.2 It is the Management’s sole discretion to review and modify the policy as and when it
is required.

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