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Subject

Leave Policy

Policy No.

F/HRD/POL/001

Applicable to

All On-roll employees

Effective date

March 13, 2014

1. Objectives:The objectives of providing leave benefits by Avery Dennison India Pvt. Ltd is to facilitate work-life
balance, opportunities and time-off under various circumstances. The employees should view
Leave as a benefit and not as an entitlement.
2. Eligibility:This policy applies to all on-roll employees of the Company including the Company trainees but
does not include other associates appointed on contract, temporary or part-time basis, interns,
trade apprentice, unless the policy is expressly made applicable to any of them by the terms of
their employment.
3. Types of Leave
Subject to provisions of this policy, the following types of leave shall be admissible to employees:
A. Earned Leave
B. Sick Leave
C. Casual Leave
D. Maternity Leave
E.

Paternity Leave

F.

Compensatory Off

G. Compassionate Leave

4. Leave types and Procedure:4. a. Earned Leave (EL)


Earned leave is a key benefit, which is essential to take care of employees personal & family
needs. It plays a vital role in rejuvenating the energy of the employee from time to time. In order
to promote better work-life balance, we encourage all employees to avail their earned Leave.

Eligibility:
All employee on the rolls of the company are eligible for 21 days of EL in a calendar year.

Leave Credit:

Earned Leave will be credited once in a year in the month of January.

Employees joined later than January will be credited on pro-rata basis.


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For calculation of pro-rata EL, fraction of leave of half a day or more shall be treated as
one full days leave and fraction of less than half a day shall be omitted.

General Guidelines:
EL should be applied in minimum of 7days in advance to the date on which leave is due to
commence.
EL can be combined with any type of leaves except Casual Leave.
EL can be prefix or suffix with Weekly off, Alternate Saturday off and Paid Holidays of the
company and the same will be excluded from calculation of availing EL.
EL cannot be availed by an employee during notice period due to resignation from service.

Leave Accumulation & Encashment:


Avery Dennison strongly encourages its employees to avail their EL during the year. Earned leave
accumulation is capped at maximum of 84 days on any given day in a calendar year. Employees
would be eligible to encash their accumulated EL up to 60 days only at the time of retirement or
separation from service along with Full and Final settlement.

EL encashment is calculated on the basis of last drawn monthly gross salary.

Formula for computation of Leave Encashment :


(Nos. of EL to be encashed x Monthly Gross Salary) / 26

4. b. Sick Leave (SL)


Sick leave policy is designed to enable employees to take necessary rest from work in case of
illness.
Eligibility:
All Employees on the rolls of the company and not covered under ESIC will be entitled for
07(seven) days of sick leave with pay in a year.

Leave Credit:

Sick leave will be credited in the month of January.


Employees joined during the year shall be entitled for SL on pro-rata basis.
Employee covered under ESIC will be eligible for leave under ESIC, hence they will not be
eligible for Sick Leave.

General Guidelines:
Employees shall inform the manager the reason for leave, stating the illness, type of treatment
and expected duration of absence.
On availing Sick Leave of more than 02 (Two) calendar days consecutively, should be
compulsorily supported with medical certificate issued by a registered medical practitioner or a
physician, for employees not covered under ESI. Employees covered under ESIC shall produce
certificate issued by the ESI Medical Officer.
SL must be applied through Time and Attendance (T&A) portal within 02 working days of
resuming duty along with medical certificate.
The management is fully authorized to subject any employee for medical examination as per the
advice of the company appointed/notified Medical Officer in case of long or frequent absence of
the employee on medical grounds.
Sick leave can be availed for half a day. A minimum of 4.30 hour working is mandatory to apply
for half a day SL, beyond 4.30 hours it will be treated as full day SL.
SL cannot be combined with CL & Maternity Leave but can be combined with EL.
SL can be prefix or suffix with Weekly off, Alternate Saturday off and Paid Holidays of the
company and the same will be excluded from calculation of availing SL.
An employee during notice period can avail such number(s) of day(s) of SL he/she is entitled for
on pro-rata basis. If any employee wishes to leave the company during the calendar year, any

excess SL already availed on or before the last working day will be debited from Earned Leave
balance or from the employee account.

Leave Accumulation & Encashment:


Un-availed Sick Leave may be accumulated maximum up to 21 days. Un-availed Sick Leave over
and above 21 days will lapse, cannot not be encashed.

4.c. Casual Leave (CL)


Casual leave is designed to enable employees to attend to their personal day to day requirements/
commitments/ to attend any other requirement including emergencies.
Eligibility:
All employees on the rolls of the company are eligible to avail 07 days of Casual Leave with pay
in a calendar year.

Leave Credit:

Causal Leave will be credited in the month of January.


Employees joined during the year will be credited on pro-rata basis.

General Guidelines:
Employee needs to plan their CL and generally apply in advance prior to availing of CL and can
be availed in case of exigencies, however employee shall inform his/her manager/immediate
supervisor and shall apply in Time and Attendance (T&A) portal within 2 working days of
resuming duty.
Employee shall avail half day CL & minimum of 4.30 hour working is mandatory to apply for half
day CL, beyond 4.30 hours will be treated as full day CL.
CL can be applied for a maximum of 2 (Two) consecutive days at a stretch.
CL cannot be combined with EL/ SL/ Paternity/ Maternity Leave.
CL can be prefixed or suffixed with Weekly off, Alternate Saturday off and Paid Holidays of the
company and the same will be excluded from calculation of availing EL.
During notice period employee can avail only for such number(s) of day(s) of CL he/she is
entitled and up to maximum of 2 days at a stretch.

If any employee wishes to leave the company during the calendar year, any excess CL availed
on or before the last working day will be debited from Earned Leave balance or from the
employee account.

Leave Accumulation & Encashment:


Un-availed CL will lapse at the end of the calendar year and CL cannot be carried forward or
encashed.
4. d. Maternity Leave (ML)
Maternity leave is designed to enable women employees to manage their maternity, pre and post
child birth and the benefits will be as per the provisions of the Maternity Benefit Act, 1961.
Eligibility:
All women employees shall be eligible for Maternity leave.

Leave Credit:
All women employees shall be entitled for (pre-natal and post-natal) leave with full pay for a
period of 06 (Six) weeks preceding the expected day of her delivery and 06 (Six) weeks
immediately following the day of her delivery including weekly holidays and other holidays.

General Guidelines:
Maternity Leave will be governed by the rules and regulations as laid down under the Maternity
Benefit Act, 1961.
As early as possible, the concerned employee must inform the date of delivery to her
supervisor/Manager/approval authority/HR. After availing leave of postnatal, a certificate of
fitness including the date of delivery from a registered Medical Practitioner (doctor) shall be
required to submit to the HR Department while reporting back to work.
The employee may request the organization at her own responsibility to shift some days from
pre-natal entitlement to the post-natal entitlement provided that she is fit for her work during
such pre-natal period and certified by registered Medical Practitioner. In such case the company
cannot be held liable for any complication due to this delayed leave.
In case of miscarriage the employee is entitled to 6 (Six) weeks leave with wage / salary
immediately following the day of miscarriage. In case employee requires additional leave over
and above 6 (Six) weeks leave for miscarriage she will be entitled for one month additional

leave without pay (loss of Pay) a medical certificate from a registered Medical Practitioner has
to be submitted to HR department to substantiate the same.
Women employees who are covered under ESIC shall avail leave under ESIC scheme.

Leave Accumulation & Encashment:


The Maternity Leave cannot be accumulated / encashed.

4. e. Paternity Leave (PL)


The purpose of this policy is to provide leave facility to Men (Fathers) enabling them to spend
time with the new born.
Eligibility:

This policy applies to all male employees on the rolls of the company.

Procedure for Application:


Employee shall inform HR after the delivery or adoption of the new born child. HR will facilitate in
crediting the leave, employee shall get it approved from their respective supervisor in Time and
Attendance (T&A) portal.
Leave Credit:
Male employees meeting the above eligibility will be credited a maximum of 05 (five) days paid
PL.

General Guidelines:
Employee shall apply leave through Time and Attendance (T&A) portal after the delivery of the
child or adoption of just born which must be supported by a copy of the birth certificate issued
by Hospital / Government authority as per the provisions of law.
The period within which paternity leave to be availed must be immediately before the expected
date of birth of the child up to one month immediately following the birth of the child. Leave
can be taken in one single block or in blocks of day or days during the eligible period.
Where more than one child is born as a result of the same pregnancy, the child in this policy
shall refer to the first child born only and a maximum of five days paid paternity leave will be
granted in respect of the same pregnancy.

Employee who is on notice period due to resignation from the services of the company is not
eligible for paternity leave. If employees application for paternity leave has been approved
prior to his submission of resignation and the approved leave falls within his notice period, the
approved leave stands cancelled.

Leave Accumulation & Encashment:


The Paternity Leave shall not be accumulated / encashed.

4. f. Compensatory Leave
Compensatory Leave is applicable to all employees on rolls of the company up to Manager.
However, Functional heads & above are not eligible for Compensatory Leave. Employee is eligible
for Compensatory leave, when worked on paid Holiday, Alternate Saturday off and on Sunday as
per the applicability.
For the purpose of considering such compensatory leave employee should have worked on any
Paid Holiday/Sunday/Alternate off Saturday for minimum of 7:00 hours on the said day.
Compensatory leaves should be availed within a month or else it will lapse. It cannot be carried
forward to the succeeding year.
If an employee is on official tour/training /travel on a paid holiday /alternate Saturday off/ Sunday
compensatory leave cannot be claimed against the same.
All Compensatory Leave needs to be pre-approved by Supervisor / Manager/Unit Head.
Procedure for Application:
Employee shall inform HR if they have worked on a paid holiday/ alternate Saturday off/ Sunday.
HR will enter the compensatory leave details in the system and communicate to the employee to
apply compensatory leave and get it approved by their respective supervisor /Manager/Unit Head
in Time and Attendance (T&A) portal.
4. g. Compassionate Leave
In the unfortunate event of demise in the employees immediate family, Avery Dennison would
like to support the employee in the following ways. Immediate family members would cover the
employees spouse, parents and child.

Eligibility:
Compassionate Leave is applicable to all on-roll employees at Avery Dennison, irrespective of
their tenure with the company.

Leave Credit
Employee will be eligible for 04 (four) days Compassionate leave with pay.

Procedure for Application:


Employee shall inform HR if there is any unfortunate event in their family. HR will credit the
compassionate leave in the portal, employee shall get it approved by their respective supervisor /
Manager / Unit Head in T&A portal.
Overall General Guidelines:
Employees working on alternate Saturday-off arrangement and are required to work on
alternate Saturday when remains absent on the said Saturday, employee shall apply half day
leave for the same.
Leave is to be considered a benefit and not a matter of right. Manager / reporting authority
shall approve leave applied by the employee post mapping the Business requirements.
Leave Policy will be effective from March 13th 2014 and will supersede all previous policies and
practice followed in the company. Any tax liability arising out of the Policy shall be borne by the
individual employee.
Leave Policy shall be subject to change from time to time at the discretion of Avery Dennison India
(Pvt) Ltd. The organization reserves the right for any exception to the above guidelines. All
exceptions need to be approved by the Business leaders and HR Head.

Umesh MK
Senior Manager Human Resources
Manufacturing Operations, RBIS India

Ashutosh Kumar
Manager Human Resources
Commercial & Enabling Functions, RBIS India