Leave Policy

Policy Statement
The Leave Policy explain the norms governing leaves and vacation time for all full-time
employees, consultants, contractual and trainees (Resources) as per applicability, respective
contractual terms.

Purpose
To enable Resources to avail leave to meet personal exigencies and recoup periodically, by
taking rest and being with the family.

Employees of the Company have 23 working days of annual leave (excluding weekends and
holidays) for the calendar year.

This will be distributed in 15 Privilege Leave and 8 Casual Leave.

Type of Leave Privileged Leave - PL Casual Leave - CL

Leave Calendar January to December January to December
Quantum per 15 working days per calendar year 8 working days per calendar year on
year on pro-rata basis pro-rata basis
CL will be credited between two part
in advance with proportionately 4
PL of 1.25 day will be credited on
days each i.e. 1st day of Jan & July
Leave Credit prorata basis for every completed
of every calendar year.
month of service
For New Joiners, CL will be credited
as per above with pro-rata basis

Leave can be availed from day one / joining date, subject to

Leave Availment
sufficient leave balance

Un-availed PL up to 10 days at the

Carry forward Un-availed CL during the calendar
end of the calendar year would be
of leaves year would automatically be lapsed.
carried forward to the next year

Encashment for regular employee is

permitted up to a maximum of 15
days after balance of un-availed
carry forward leaves.

#Encashment Encashment may be made only once

Not applicable
of leaves in a year for regular employee
through January salary process. On
Retirement / Resignation/
Termination / Death, the un-
availed leave is permitted up to a
maximum of 15 days.
 CL can be prefixed and suffixed with
PL can be prefixed and suffixed with
any type of leave. CL cannot be
Leave restrictions any type of leave. No minimum
availed for more than two days in a
restriction on PL.
calendar month.

#Notes:
Encashment of Privilege Leave (PL):

1. For encashment calculation, “Basic” salary (as on 31st Dec for regular employee and Last
working day for full and final settlement) would be considered.
2. The method of calculation for encashment of PL is: Monthly “Basic” X No. of days to be
encashed / 30.
3. Encashment of Leaves is applicable only till Band - 13. For Band 14 & above, unutilized PL
lying to the credit of the employee as on 31st December will lapse.

Leaves
1. Leaves are applicable to the employees from the date of joining. However, in the event
Resource joins on any day other than 1st January of every calendar year, then the leaves
will be allocated and adjusted on pro-rata basis.
2. Resource on contract, trainees and consultants are not eligible to avail the leaves as per
the aforesaid structure, but may be granted a day of paid leave (excluding holidays and
weekends) on a pro-rata basis for every completed month as per their respective contract.
3. Leaves will be auto adjusted against absenteeism / no attendance i.e. first from PL
balance followed by CL balance.
4. A window period of 60 days will be allocated to employee to inform if absenteeism / no
attendance found in system is not a leave subject to approval of Reporting Manager.
5. Reporting Manager can hold auto adjustment of leave for an employee, if leave is availed
without any intimation.
6. If a Resource has no leave balance to his / her credit and has applied for Leave without
pay (LWP),weekends and holidays falling in between, i.e. if an employee takes an LWP on
Friday & the consecutive Monday, Saturday & Sunday would be included in the LWP
calculation.
7. Employees are required to serve complete notice period.
8. Negative balance of advance credited leave (if any as per pro-rata working) will be
recovered from full and final settlement
9. Leaves will be adjusted during notice period in case of an employee who has resigned and
Manager waives off short notice / early release PL will be adjusted against days of early
release and balance PL will be encashment in Full and Final settlement. Further any
exception to the same would be subject to Management Discretion.

In case of resources other than employee leaves will not be adjusted against the period
during which notice of termination is served by either party, unless otherwise determined
by the company at its sole discretion.
10. Leaves can be availed during notice period subject to approval of Reporting Manager and
HR. Any exception to the same would be subject to Management’s sole discretion.
II. Maternity Leave

1. All regular female employees with twelve months’ continuous service with the Company
shall be entitled to Maternity Leave.
Maternity leave with full salary will be allowed up to a maximum of 26 weeks up to two
confinements.
The leave shall be divided between pre-delivery and post-delivery periods. Normally 8
weeks out of the 26 weeks may be taken prior to delivery and the remaining 18 weeks
post-delivery or at the discretion of the employee upon advice by the attending
gynecologist.

If the regular female employee with 2 or more surviving children, she is entitled for 12
weeks’ maternity leave with full salary. The leave shall be divided between pre-delivery
and post-delivery periods. Normally 6 weeks out of the 12 weeks may be taken prior to
delivery and the remaining 6 weeks’ post-delivery period or at the discretion of the
employee upon advice by the attending gynecologist.

To avail maternity leave, the employee will apply at least twelve weeks before the
expected date of delivery along with a certificate from the registered Gynecologist +
Obstetrician stating the expected date of delivery.

On completion of approved maternity leave, the concerned employee may avail work from
home facility provided the nature of work is such that the same can be handled from
home. To allow the facility of working from home, the terms and conditions etc. would be
mutually agreed by HOD/HR and the concerned female employee. This would be subject
to Management discretion.

The female employee shall not take up any employment during the period of maternity
leave. On resumption of duties, the employee concerned would submit necessary medical
certificate from the Registered Medical Practitioner.

2. Adoption of a child: All regular female employees with twelve months’ continuous service
with the company shall be entitled adoption leave. If the regular confirmed female
employee adopts a child (below 3 months of age) or has a child through a surrogate
mother, she is entitled to 12 weeks of leave from the date the child is handed over to her.
While applying for leave, necessary supporting document must be furnished.

3.1 Leave for miscarriage:

All regular female employees with twelve months’ continuous service with the company
shall be entitled for miscarriage leave. In case of miscarriage, a regular female employee
shall on production of necessary medical certificate from the registered Gynecologist, be
entitled to leave with wages for a period not exceeding six weeks immediately, following
the day of her miscarriage.

3.2 Leave for illness arising out of pregnancy, delivery, and premature birth of child or
miscarriage: All regular female employees with twelve months’ continuous service with the
company shall be entitled for this leave.
A female employee suffering from illness arising out of pregnancy, delivery, premature
birth of child or miscarriage shall, on production of medical certificate from the registered
gynecologist, be entitled to leave with wages for a period not exceeding one month.

The above benefits (referred above 1,2, 3.1 & 3.2) will not be applicable in case of female
employees covered under the provisions of ESI Act. In such an event the benefit will be
given as per the provisions of ESI Act 1948.
III. Paternity Leave
1. Regular, confirmed male employee with one year (12 months) of continuous service with
the organization is eligible for paid paternity leave of five working days in connection with
the birth of his first two issues/adoption. The leave shall be taken post-delivery only or on
commencement of the adoptive parent- child relationship, at the discretion of the
employee and approval of the immediate manager

2. No leaves may be adjusted with the notice period in case of an employee who has
resigned.

IV. Leave Without Pay

1. Unapproved/ unauthorized leave will be treated as loss off pay (LOP) and proportionate
salary will be deducted
2. In case of emergencies or sickness, information should be sent to Project Manager/
Department Head and HR. If there is no leave balance to credit and the employee requires
leave, the same may be granted as LWP at the sole discretion of the Unit Head/HR.
3. Leave without Pay will consider holidays and weekends falling in between in the
calculation.
4. Applicable allowances/benefits will be reduced proportionate to the number of days of
LOP/LWP availed in the calendar year
5. Leave taken due to accidents in the office or otherwise, during/due to official work may be
granted at the company’s discretion or subject to appropriate terms and conditions
7. Loss of pay will be deducted on monthly basis.

V. Compensatory Off
1. Sometimes situations may arise where an employee may be required to work on any
Important assignment on notified holidays / declared holidays / weekly-offs. Aurionpro
offers day off to compensate the efforts put in by employees by taking time out from their
personal family life. Aurionpro employees are entitled to get a day off for every working
day on holidays/declared holidays/weekly-offs.
2. The employee needs to log in a minimum of 5 hours for the respective working day for
which he claims the compensatory off as per the policy.
3. Official approval is required from the Business Unit Head for claiming compensatory offs
while working on such notified holidays / Declared Holidays / weekly off days. No
compensatory offs will be credited without proper approval.
4. The compensatory off has to be availed within a period of 90 days from the date worked
for which the comp-off is availed.
5. Compensatory off not availed within the stipulated time period will lapse

This policy would be an exception to employees who follow 24/7 support or who have a 6-day
working week.
In such cases employees are entitled to get one day off for every working day on
holidays/declared holidays/weekly-offs OR can claim reimbursement as per Reimbursement
Policy Statement.

Leave Application and Approval

1. Employees are requested to update their attendance and leave requests through HRMS
platform and acquire approval prior to proceeding of leave.
2. The immediate manager will approve or deny the leave application and forward it to HR
department.
3. Unapproved leaves on HRMS would be considered as LWP.
4. It is suggested that teams plan their leaves ahead of time so the project timelines are not
Impacted.
5. In case of leave for more than 5 days, the application should be made 20 days in advance
6. In case of leave for purposes of study/ examination and marriage, approval needs to be
sought at least 20 days in advance or as soon as the dates for same are known to the
 employee. Such leave will be deducted from Privilege leave account itself.
7. In case of emergencies/ sickness, leave applications should be made within 2 days of
resuming duty, failing which they may be treated as leave without pay and salary may be
cut.
8. If required Privilege leave can be combined with Maternity and Paternity leave with prior
approval of immediate manager.
9. HR department’s responsibility is to determine if the employee making the request has
sufficient accrued leaves to cover the requested period. If the leaves accrued are deficient,
the employee’s manager should be advised.
10. Project Manager can approve of only that period of leave within which the employee is
allocated to his project.
Leave approval for days of leave falling after date of release must be approved.
11. While approving the leave of an employee on client site, the concerned authorizer should
consult the client.
12. Employees at client site are also required to apply for leave to their Unit Head in the
Company.