Leave Policy India

Objective

The purpose of this policy is to better understand the available leave one has and to streamline the process whereby leaves may be requested and/or granted.

Scope

The policies below are applicable to and shall cover everyone at Bito working anywhere in India.

Types of leaves

Bito provides the following types of leaves

1. Privilege Leave
2. Casual/Sick Leave
3. Maternity Leave
4. Paternity Leave
5. Birthday Leave

Privilege leave

• Each one of us will be eligible for 15 days of paid privilege leave from January to December (calendar year) which is typically provided for planned leaves vacation and to take care of unforeseen events requiring longer attention.
• Leaves will be credited at the beginning of the calendar year and will be prorated for new joiner and in case of separation.
• Maximum leave accumulation of 8 days of privilege leave is allowed to be carried forward to next calendar year.
• Encashment of privilege leave will be done only at the time of separation on the gross fixed salary at the rate of average gross salary of previous 3 months when the encashment is done.

Casual/sick leave

• Each one of us will be eligible for 10 days of paid casual/sick leave for the calendar year which is typically provided for sickness or attending any other emergency.
• These leaves are not subject to encashment or carry forward.
• Leaves will be credited at the beginning of the calendar year and will be prorated for new joiner and separation.
• In case of negative leave balance the same will be adjusted from the privilege leave balance at the end of calendar year or at the time of separation.

Maternity leave

• All female employees working with us, will be allowed maternity leave on a full payment basis for a period of 26 weeks or 182 days in accordance with the Maternity Benefit Act, 1961.
• Women colleagues who have completed 80 working days in 12 months immediately preceding date of delivery will be eligible for Maternity leave.
• A maximum of 8 weeks can be availed before the due date of delivery and remaining shall be availed after the due date.
• Maternity leaves cannot be extended. However, women colleagues can take un- availed privilege /casual/sick leave for the calendar year immediately after Maternity leave, subject to manager approval.
• Further, maternity leave benefit of 12 weeks (three months) is available to a Commissioning Mother or Adopting Mother who legally adopts a child below the age of three months. For this purpose, 12 weeks maternity leave shall be counted from the date the child is handed over to the Commissioning / Adopting mother.
• Women colleagues will be allowed paid leave for illness arising out of pregnancy, delivery, premature child birth or miscarriage for period of 6 weeks subject to production of appropriate medical records or medical certificate.
• Women colleague will be allowed 2 weeks based on medical proof of tubectomy following the date of tubectomy.
• All weekends and holidays falling in period of Maternity Leave shall be counted as leaves.

Paternity leave

• Father of new-born or Adopting father* shall be entitled to 10 days of paid paternity leave. This leave can be availed in 2 parts around the delivery date or adoption date of the child, as the case may be. This leave can be taken anytime within six months from the date of childbirth or the date of adoption. This leave can be clubbed with other available leave with prior approval of the reporting manager.
• *Adopting father- Who legally adopts a child below the age of three months.
• Paternity leave can’t be carried forward or encashed at any time.

Birthday leave

• Employee can avail 1 day of leave on their birthday.
• If the birthday is falling on a weekend or company holiday in such cases the employee can avail the birthday leave on the next working day.
• Birthday leave can’t be carried forward or encashed at any time.

Leave guidelines

• Leave approvals shall depend upon the exigencies of work and shall be granted at the discretion of the reporting manager.
• Prior approval of the reporting manager shall be obtained before taking any leave. When this is not possible, the reporting manager or HR shall, as soon as possible, be informed in writing or verbally through any person, about the absence from work and the probable duration of such absence.
• If business exigencies so require, the reporting manager at his/her discretion may reduce or revoke any approved leave. If a member proceeds to avail a cancelled/revoked leave, then those days shall be treated as absence from duty and the rules pertaining to absence from duty will be applied.
• Any extension of leave beyond the sanctioned period may be permitted at the discretion of the reporting manager.
• If a member remains absent beyond the period of approved leave or do not report to work for 10 consecutive working days, in such cases the member will be considered withdrawn his/her services on his/her own accord and left the services of the company without due notice with effect from the date of absence. In such cases, the administrative team reserves the right to terminate the member with 1 week notice