This policy will be applicable from 1st May 2007 LEAVE POLICY

Objective:
The policy sets up the guidelines for facilitating employees and the organization to know about the leaves, its procedure, how the leaves should be availed and encashment of leaves. Based on the need / reason and length of leave, the following categories of leave can be availed: Casual Leave. Sick Leave. Earned Leave. Maternity leaves. A. Special Occasion Off. B. Leave Without Pay. G. Casual leave for consultants /Trainees.

Eligibility:
Applicability guidelines are given under each head.

Guidelines for Availing Leaves:

Though leaves are important to all of us but leaves are not a matter of right. The discretion of allowing or disallowing leaves lies with the management based on the exigencies of business or seriousness of the case.

Ideally leave information has to be mailed one week in advance to his /her immediate reporting officer with a copy to HR . For any kind of leave, one has to fill up the leave application form and get it approved or signed by the concerned authorities and submit it to concerned HR person.

Incases where employees are not able to inform in advance, it is expected and required that the employee telephonically informs his / her immediate superior regarding proposed leave and expected duration of the same. The person on receipt of such information has to put a mail to HR.

HR / LEAVE POLICY

The HR department maintains leave record and employees shall ensure that his/her leave record is updated and communicated to HR within 48 hrs of rejoining.

As a policy, a combination of any two leaves is not permitted except for SL which can be suffixed with EL only on the approval of the appropriate reporting officer however the management may decide clubbing of leaves for specific cases based on circumstances/reasons, other than sick leave with privileged leave.

All leave entitlements will be on a pro-rata basis and are credited only after the completion of the month. Year is defined as the calendar year commencing on the first day of Jan (1st Jan) to the thirty-first day of December (31st December) of the year. Any unauthorized leave would be treated as absenteeism and shall be viewed seriously. The verbal intimation for leaves should be made to the respective supervisors in person, no intimation through a professional friend would be accepted.

Any one who is absent for three days or more without any information, shall have to give a written explanation of such act and shall be liable to appropriate disciplinary action. Only confirmed employees are eligible for the encashment of leaves. All leave encashment are taxable. Off days and holidays falling within a spell of leave will not be debited to the leave account.

HR / LEAVE POLICY

(A) CASUAL LEAVE

Objective
To provide leave to attend to personal exigencies/unforeseen circumstances.

Applicability
This policy is applicable to all employees from their date of joining except consultants and trainees.

Eligibility
a) The employee is entitled for ten (10) leaves in a year. b) Maximum number of consecutive days for which CL can be availed

at a time is 2.
c) CL cannot be accumulated and be availed of with prior sanction (to

the extent possible.

d) Casual leave will not be allowed to be combined with Sick Leave,

Earned leave or Maternity Leave.

e) Unutilized casual leaves shall not be encashed or carried forward to

the next year.

HR / LEAVE POLICY

(B) SICK LEAVE

Objective
To provide leave to attend to sickness & medical ailments.

Applicability
This policy is applicable to all employees from the date of their joining except consultants and trainees.

Eligibility
a) The employee is entitled for six (6) medical leaves in a year. b) The sick leaves will be credited to the employees account at the

beginning of the year but can be availed on pro-rata basis.

c) For availing sick leaves of three days or more the employee shall

have to produce certificate from Registered Medical Practitioner, Nursing Home or Hospital or Doctor Prescription.
d) Sick leave cannot normally be combined with casual leave but can

be suffixed to earned leave and would require approval of the appropriate verifying officer.
e) Utilized sick leaves shall be carried forward and can be

accumulated up to 25 days, beyond twenty-five it will lapse.

f) The sick leave shall not be encashed.

HR / LEAVE POLICY

(C) EARNED LEAVE

Objective
To provide for long duration planned leave.

Applicability
This policy is applicable to all employees from the date of their joining except consultants and trainees.

Eligibility
a) The employee is entitled for eighteen (18) leaves in a year after

completion of one year.

b) Minimum number of consecutive days for which EL can be availed

at a time is 3. It can be availed only on 4 occasions in a year

c) At least 7 days of advance notice is required to avail EL. d) Intervening Sundays and holidays will not be counted as part of

leave.
e) A minimum of 3 days privilege leave has to be availed in order to

avail LTA benefits.

f) Half day earned leave is not allowed.

Accumulation
Earned leaves may be accumulated up to 36 days.

Encashment
a) Earned leaves balance over and above 36 days will be encashed on

15th January and 15th July to the employee, based on last drawn salary as applicable less PF. (For the encashment the basic salary of the last month shall be considered)
b) EL Encashment amount is taxable. Encashment at the time of

retirement will be dealt according to the tax laws as applicable at that point of time.

HR / LEAVE POLICY

(D) MATERNITY LEAVE

Objective
a) To provide for Leave to female employees during the final stages of

pregnancy, at time of delivery and convalescence.

b) To provide for Leave to female employees at the time of adoption

of a child.
c) To provide for Leave to female employees in case of miscarriage.

Applicability
All female employees who have put in 80 days of service in the twelve months immediately preceding the date of expected delivery / adoption of child.

Eligibility
a) A female employee, who has worked for a period of not less than 80 days in the twelve months preceding the delivery date, is entitled to maternity leave. b) On joining duties, she must submit a medical certificate confirming her pregnancy. As per the Maternity Act, leave of a total of 12 weeks, inclusive of delivery date can be availed by the lady employee. OR Leave for 6 weeks in case of miscarriage, following the date of miscarriage. OR c) Leave for a maximum period of one month in case of illness caused out of premature delivery, pregnancy and miscarriage in addition to the aforesaid maternity leave benefit. d) All intervening holidays will be counted for the purpose of maternity leave. e) Maternity leave is restricted to two living children only.Application for maternity leave must be at least 30 days in advance of the start of leave. For rejoining after Maternity leave, the lady employee must submit a fitness certificate. In case of miscarriage, the employee must send information along with the Medical Certificate as soon as is possible.
HR / LEAVE POLICY

Operative Guidelines
The employee may claim this facility for a maximum of two instances in one's career in netCustomer and only once in any financial year. Maternity Leaves would not be treated as break-of-service and all benefits due in the normal course would be payable. Maternity leaves cannot be accumulated or encashed.

Procedure for Availing the leave

Advance information to be provided at least two months in advance before the proposed date, for proceeding on leave and in case of adoption of a child at least 15 days in advance. On resuming duty after the ML, the employee must bring with her a fitness certificate and submit it to HR through the concerned manager. Leaves exceeding entitlement / without approval would be treated as leave without pay.

(E) SPECIAL OCCASION OFF

HR / LEAVE POLICY

Objective
To provide for facilities to Employees at times of Special Occasions. NetCustomer wants the employee to share these special moments with his / her family.

Applicability
This policy is applicable to all employees from the date of their joining.

Types
a) Leave on selfs Birthdays b) Leave on spouses Birthday c) Leave on Wedding Anniversary d) Leave on Childs birthday

Eligibility
a) Self and Spouse Birthday: An Employee on the day of his / her Birthday and his/ her spouses Birthday would be eligible for a half days leave. This leave can be availed only on the day of the Employees / Spouses Birthday and not on any other day. The date of birth shall be as per the records maintained in the HR. b) Wedding Anniversary: An Employee on day of his / her Wedding Anniversary would be eligible for a half days leave. This leave can be availed only on the day of the Employees Wedding Anniversary and not on any other day. c) Childrens Birthday: An Employee on the day of his / her childrens Birthday would be eligible for a half days leave. This leave can be availed only on the day of the Employees Childrens Birthday and not on any other day. The date of birth shall be as per the records maintained in the HR. d) A total of 1 days leave is available for the above four. At his / her will the employee can avail 3 half days leave on any of the four occasions.

HR / LEAVE POLICY

e) This off can be taken only if the anniversary/ birthday falls on a working day. Under no circumstances a compensatory off will be given in lieu of this day.

Procedure for Availing the leave

Advance information is to be provided at least a week in advance to the immediate superior.

(F) LEAVE WITHOUT PAY

Objective
To provide for authorized absence of employees when Employees have no leave to their credit.

Applicability
All Employees who are currently on the rolls of the company.

Procedure for Availing the leave

a) Advance information to be provided at least a day in advance. b) Should be resorted to as a last resort after adjustment of all accrued leave. c) In such cases all payments including, LTA, performance bonus and other benefits would stand prorated for payment during that year.

Accumulation / Encashment
Not Applicable

HR / LEAVE POLICY

(G) CASUAL LEAVE FOR CONSULTANTS / TRAINEES

Objective
To provide leave to attend to personal exigencies.

Applicability
This policy is applicable only to the consultants and trainees and not to the regular employees of the company.

Eligibility
a) Total number of Casual Leaves available in a year is 12 days. b) The leaves would be credited on completion of every month. c) Minimum half working day at a time can be availed. d) If leave exceeds accumulated balance, then leave in excess of accumulation would be considered leave without pay. e) To be limited to two instances in a month.

Operative Guidelines
Leave applications to be submitted at least 24 hours in advance and approval obtained except in unforeseen emergencies.

Encashment / Accumulation
Not Applicable

Management has the right to review, modify and rescind this policy at any given point of time.

HR / LEAVE POLICY