Global Leave Guidelines (Refer India Addendum)

Global Leave Guidelines
Version 1.4
Aricent Restricted Version 1.4 Page 1 of 39

Revision History
Effective
Version Owner Approver Review Calendar
Date
Abhinav Gupta
1.0 - Ritu Bhardwaj Initial Launch
Namita Gupta
- Review and consolidation of leave
st Gautam Kohli
1.1 1 Oct13 - guidelines for all the countries
Geo HRs
in one document
Vibhanshu - Maharashtra leave guidelines
1.2 1st Nov15 Ritu Bhardwaj
Agnihotri added
- Addition of Paternity, Adoption
and Bereavement leaves for
India employees
Vibhanshu
st Ritu Bhardwaj / - Addition of Maternity, Paternity
1.3 1 Jan16 Agnihotri / Bette
Aneita Campbell and Adoption Leaves for USA
Mengesha
employees
- Addition of Bereavement leave for
South Korea employees
1.4 28th Jan16 Visakha Bhasin Ritu Bhardwaj - Leave Inclusion for ATPL

Table of Content
S No. Particulars Page No.

1 Introduction 4
2 Purpose and Objective 4
3 Scope 4
4 General Guidelines 4
5 Leave Submission Process & Tracking Mechanism 4
6 Leave Cancellation Process 5
7 Non Compliance Actions 5
8 Contacts for Inquiries 5
9 Country Specific Addendums 6
9.1 Canada 6
9.2 China 9
9.3 Denmark 13
9.4 India 15
9.5 South Korea 20
9.6 Taiwan 22
9.7 United Kingdom 25
9.8 United States of America 31
9.9 Vietnam 35
10 Annexure 37

1. Introduction
Aricent as an organization intents to cater to wellbeing of its employees and provide employees with
opportunity to take leaves based on personal preference or needs. The leave entitlements are designed
in a manner that not only promotes a healthy work personal life balance, but also is compliant to
applicable legislative requirements.
2. Purpose and Objective
The purpose of this document is to provide guidelines on leave entitlements as applicable to employees
and regulate all forms of leave as per the respective statutory laws and is due to employees. This
document also outlines the procedures to be followed for taking such leaves.
3. Scope
Guidelines laid down in this document cover all regular employees of Aricent except Frog employees.
Leave calendar starts on 1st Jan of every year and ends on 31 st Dec, except for countries where it is
specified otherwise (in Country wise Addendums).
4. General Guidelines
4.1 Country specific leave details are tabulated in addendums below.
4.2 The process for paid leaves accrual and encashment may differ from country to country.
4.3 In some countries, there are provisions of additional leaves explicitly for locally hired employees.
For details of such leaves, please reach out to your respective Manager/ HR Leader.
Please note Company reserves all rights to change, modify, add, or remove portions of this document
at any time at Companys discretion without any prior notice.
5. Leave Submission Process & Tracking Mechanism
Employees are required to plan for their leave in advance, after carefully considering the business
requirements and commitments so that the impact of their leave on work productivity is minimal.
Employees should take prior approval from his/ her manager before going on leave. In rare cases,
where the leave is unplanned (may happen in cases where the employee is unwell or family
exigencies), leave may be applied later on, however in such scenarios employee shall inform their
manager about the expected date of return as early as possible. Employees are expected to record
their leaves in the Employee Portal (EP) at Aricent World to ensure tracking of leaves. For countries

where EP is not available employee need to keep track of their leaves and submit the record to
concerned managers (e.g. South Korea, Japan).
Employee needs to follow the below steps to apply for leave:
Aricent World > Tools > SAP Enterprise Portal > Working Time > Leave Request/ Quota Overview
5.1 Employee should check for his or her leave quota under EP
5.2 If appropriate leave quota is available, employee should apply the leaves in EP
5.3 Managers are expected to approve the leave requests in EP itself.
5.4 Leave quota(s) for an employee are automatically adjusted as per the number of days of leave,
on approval of leave request by the manager.
6. Leave Cancellation Process
6.1 Employees can cancel leaves under 2 scenarios:
a. The leave was applied and is currently pending for approval by the manager
b. The leave was applied and has already been approved by manager
6.2 In case the leave request has not been approved by the manager, then for the cancellation of the
same, no approvals are required.
6.3 Employee needs to follow the given path: Aricent World > SAP Enterprise Portal > Working Time
>Leave Request > Click on dates for which leave request needs to be deleted > Click on delete.
6.4 Where the leaves have been approved by the manager, leave cancellation request will go to the
concerned manager for approval.
6.5 After managers approval, leave days deducted from the leave quota are credited back to
employees leave account.
7. Non Compliance Actions
This document provides all details pertaining to employees leave eligibility:
7.1 Employees should read it carefully and abide by the leave norms and wherever possible leaves
should be planned in advance to ensure business continuity.
7.2 In case an employee goes on uninformed leaves, company reserves the rights to take any
disciplinary action against employee as deemed fit.

8. Contacts for Inquiries
Please reach out to your respective Manager/ HR Leader/ Local HR for any leave queries.
9. Country Specific Addendums
9.1 Leaves Available in Canada
S No. Leave Type Entitlement Guidelines Payment Term

All leaves credited in beginning of each calendar
year.
The number of leaves entitlement per year is
based on the length of employee service with the
company
10 days (2 consecutive Where employee has joined in the middle of the
weeks including week offs) calendar year, leaves will be credited on pro-rata
for up to 5 years of service basis.
with the company Any intervening weekends and company holidays
will not be included/ counted.
Balance/ unutilized leaves (leaves accrued but not
availed) will not be carried forward to next year
and will lapse/ lost by the end of that particular
calendar year.
1. Annual Leaves Paid
Leave/ holidays accrued in any particular calendar
year must be availed in same year.
At the time of separation or completion of onsite
assignment, unutilized earned leaves in a
particular calendar year will be en-cashed.
15 days (3 consecutive On the day of separation i.e. last working day, or
weeks including week offs) at the end of the onsite assignment actual
for more than 5 years of entitlement till that day will be calculated.
service with the company Employee will either be paid for the balance
leaves basis actual entitlement or the excess
leaves/holidays taken but not earned will be
treated as leave without pay (LWP).
Leaves will be encashed at the rate of fixed
monthly salary of the employee.
At the end of the period of absence, the employee
will be reinstated in his or her former position,
with the same benefits, including the wages to
Up to 26 weeks for sickness
Absence owing which the employee would have been entitled
and up to 104 weeks in case
to sickness, had he remained at work.
2. of criminal offense, industrial Unpaid
accident or - Where the circumstances show that employee
accidents and occupational
criminal offence took part in any criminal offence, employee will
diseases
not be entitled for such absence and company
may take any necessary action (including
termination) as deemed fit on case to case basis.

To be eligible for maternity leave, an employee

should have accumulated at least 600 hours of
employment (hours of employment are the hours
of employee work) with the company in last 52
weeks.
A pregnant woman or nursing mother can ask
Aricent to temporarily modify her duties or to
assign her to another position, if continuation of
her present duties puts her health or that of her
unborn child or nursing infant at risk. This would
require proper certification from medical
3. Maternity Leave 18 consecutive weeks Unpaid
authorities/hospital.
Though leaves are unpaid, employee can claim
social security benefits as mentioned:
70% of the weekly earnings up to ceiling of CAD
62,500 per year, for 18 weeks.
The benefits are financed by contributions by
employer-0.667% and employee-0.484% of
earnings to federal Employee Insurance
Scheme
In case of miscarriage or termination of pregnancy
employee may avail 20 weeks of unpaid leaves.
To be eligible for Paternity leave, an employee
should have earned at least CAN$ 2,000 in the
52 preceding weeks.
Employee wanting to avail the leave shall submit
Paternity leave form 15 weeks before the
expected child birth.
Employee can take only one period of leave
irrespective of whether more than one child is
born as a result of same pregnancy.
Employee shall take leave within 52 weeks of the
actual birth date of the child.
5 consecutive weeks Employee shall give at least 3 weeks of written
(including intervening notice mentioning expected date of start of his
4. Paternity Leave Unpaid
weekends and company leave as well as that of his return to work.
holidays) However this notice is not applicable in case of
premature child birth.
Though leaves are unpaid, employee can claim
social security benefits as mentioned:
Paternity leave may be taken for three weeks at
75 per cent of average weekly income or for
five weeks at 70 percent of average weekly
income.
The benefits are financed by contributions by
employer-0.667% and employee-0.484% of
earnings to Federal Employee Insurance
Scheme
5. Parental Leave 37 weeks (including In addition to maternity or paternity leave an Unpaid (though
intervening weekends and employee is entitled to Parental leave also. employee can
public holidays) Employee mail avail such leave immediately upon claim social
birth of the child upon placement of the child in security benefits
case of adoption (date the child starts living with as per prevalent
an employee). social security

Employee can avail the leave within 52 weeks of

the child birth or from date of placement of the
child in case of child birth.
Where both the parents are employed with
Aricent, both have to share the benefit. In such
case parent can avail up to 37 weeks in total for
norms)
example in case mother takes 25 weeks time
offs/leaves than father can take only 12 weeks of
balance leaves.
Employee who adopts child from his or her
separated spouse is also eligible to avail such
leave.
Depending on the closeness of the relative:
1 day leave with pay and 4 days without pay in the
event of death of a parent, child, spouse and
sibling.
Bereavement Any intervening weekends and company holidays
6. 1 5 days -
leave will not be included / counted.
1 day leave without pay in the event of death of
son-in-law, daughter-in-law, grandparent or
grandchild, as well as father, mother, brother
or sister of his/ her spouse.
Employee may take 1 day leave with pay in the
event of his or her marriage or civil union.
Wedding or Civil Employee may also avail one day leave in the
7. 1 day Paid
Leave event of marriage of his or her child, father,
mother, brother, sister or of the child of his or her
spouse.
Employee mail avail leave, for not more than 52
weeks, if the child is found before the end of this
Disappearance time period, employee shall join back on the
8. 52 weeks max Unpaid
of the child eleventh day from the day of child return.
Employee is eligible to avail the leave if the lost
child is minor.
Time offs for
care of
Employee is entitled to take a time off of ten days
9. dependents, 10 days Unpaid
to take care of dependent or children.
child s
education,
Death resulting
from suicide or 52 weeks in case of suicide Employee mail avail leave for the defined period
10. criminal offense and 104 weeks max in case in case of suicide or criminal offense of his or her Unpaid
of child or of criminal offense child or spouse.
spouse
Not more than 12 weeks* during a 12- month
period (the employee must have been with
Aricent Canada for at least three months) *
Presence The absence may be extended if a minor child of
12. 12 weeks
Required the employee has a serious and potentially
mortal illness.
It shall end not later than 104 weeks after the start
of the absence.


9.2 Leaves Available in China

Annual leave is comprised of two components
Statutory Pool which follows governments leave
regulation and Supplementary Pool which is
provided by the company.
Upon availing, utilized/availed leaves will be first
adjusted from the Statutory pool and then from
Supplementary pool.
The number of leaves entitlement per year is based
on the length of employee service with the
company. Please refer to table below for the
entitlement.
Leaves are accrued on monthly basis (after
completion of the month) in a calendar year and
for employee joining in the middle of the year,
leaves will be accrued on pro-rata basis.
Only 5 balance / unutilized leaves (leaves accrued
but not availed) at the end of the calendar year will
be carried forward to next year.
At the time of separation (employee initiated), the
Shenzhen office offshore
annual leave including Statutory Pool and
employee: As per the
Supplementary Pool can be enchased in case not
entitlement provided in the
taken/ availed due to business reason.
1. Annual Leave table below Paid
Except for termination, compensation for unused
leave will be applied to statutory pool only and
Other Employee: Please
supplementary pool will lapse.
refer to offer letter
Where separation is company initiated or employee
is granted Study Leaves, solely based on
companys decision, employee may use the
accumulated supplementary leave to offset
against the notice period or same (accumulated
supplementary pool) can be compensated in
monetary terms.
Statutory leaves will be encashed at Unused
Leave Days x Daily Income x 2
Supplementary leaves will be encashed at Unused
Leave Days x Daily Income
An employee can avail annual leave on after he or
she has completed probation period.
Annual leave will not include weekends and
company holidays and cannot be used as a
substitute to unauthorized absenteeism.
Employee shall apply leave three days in advance
and shall take due approval form the manager
before availing the same.
2. Bereavement Shenzhen office offshore Employee may take a time off at the time of Paid
Leave employees: bereavement of close family members (parent or
3 days in case of in-law, child, spouse, sibling or Grandparent).
Grandparent/ Sibling of Time off/ leaves include weekends and company/
employee, 6 days in case public holidays.
of parent/ parent-in-law
and 8 days in case of

spouse or child

At the time of marriage (first marriage as stated on
marriage certificate), additional 10 days leaves are
granted to an employee basis his or her age (for
male 25 years old and above and for female at 23
years old and above).
3. Marriage Leave 3 days Leave can be taken either one month prior to Paid
marriage or within one year of marriage (provided
marriage certificate is submitted to HR) and will
include weekends and company holidays also.
Any excess leave will be treated as leave without
pay LWP.
An employee is entitled to 98 days of maternity
leave with full pay including weekends and
company/ public holidays.
Over and above 98 days an employee is entitled
for additional leaves basis circumstances:
+15 days in case of difficult / hard birth or birth of
twins, employee will be required to submit
doctors certificate.
In case of late child birth where age of the mother
is 24 years or more +15 days under PRC
regulation and +15 days under Shenzhen
regulation.
98 days (15 days before +35 days in case employee subscribe under the
4. Maternity Leave giving birth plus 83 days single child guideline. Paid
after giving birth) Where an employee is pregnant for seven months
she can take additional 1 hour break per day to
take rest or visit doctor. Employee cannot be
scheduled to work in night shifts or to do over
time.
During first year of baby, employee will be given 1
hour break per day to feed the baby and can be
arranged at the beginning or end of daily work.
This one year period cannot be extended.
In case of miscarriage employee will be granted 15
days leave if it is within first four month of
pregnancy and 42 days leave if it is after first four
months of pregnancy.
Male employee can avail paternity leave with full
pay only at the time of first child birth (legally).
5. Paternity Leave 10 days Paid
Normally employee shall avail the leaves within
one month of child birth.
6. Personal Leave 10 days Employee may opt for leave without pay where he Unpaid
Without Pay or she has utilized all annual leaves (annual leave
balance is zero).
Employee who wants to avail leave without pay
shall submit written request to the manager clearly
stating the reason for leave.
It is completely on manager and company
discretion to either approve or reject the leave

request.
Though an employee is entitled for 10 work day
leave in a year, in exceptional cases, with the
written approval from center head and the HR
manager, the personal leave exceeding maximum
of ten (10) work days may be granted. Employees
who are found to have applied such leave on the
basis of in appropriate/ unjustified/ not genuine
reasons will be subjected to disciplinary action.
For sick leave days exceeding the limit, deduction
from the monthly pay will be effected. Duration of
medical treatment, level of sick leave pays in that
duration, etc. is subject to relevant government
rules and regulations.
Proper medical certification issued by a certificated
Shenzhen office offshore
medical service provider, say, under ARICENT
employees:
SHENZHEN medical program and social medical
20 days (including
insurance program, is required for an absence of
weekend, company &
more than one day. This should be submitted on
Public Holiday) in case of
the first day of the employees returning to work.
no hospitalization and 45
Sick/ Medical Prior approval is required from the manager for any
7. days (including weekend, Paid
Leave foreseeable medical appointment or
company & Public Holiday)
hospitalization. Where prior notification is not
in case of hospitalization or
given, employee shall notify the manager at the
same illness persists
start of office hours on the very first day of his or
her absence stating the reason and expected date
of return
Where employee is not able to inform his or her
manager, he or she shall arrange someone else to
do on his or her behalf.
Employee shall inform and take prior approval from
manager for any foreseeable medical appointment
post recovery and joining.
Study leave is provided only in exceptional cases
and at sole discretion of Company.
Employee shall give at least 30 days notice and
shall produce all valid documents while making an
application.
If the leave is less than six months and manager
can find a temporary replacement to fill the
8. Study Leave - vacancy, the employee can return to the previous Unpaid
job after the study leave.
Where the leave period exceeds six months,
company may take any necessary action as
deemed fit on case to case basis.
Employee will be required to clear all dues and
return all the company assets before he or she
goes on the leave.
The Aricent Shenzhen annual leave table is as follows:

Years of Services Annual Leave Entitlement (in work days)

(in calendar year)*
Statutory Entitlement (A) Supplementary Leave (B) Total C= (A) + (B)
0-1
(1st calendar year, 0 12 12
joining year)
1-5 5 10 15
6-9 5 15 20
10 10 10 20
11 10 11 21
12 10 12 22
13 10 13 23
14 10 14 24
15 10 15 25
16 10 16 26
17 10 17 27
18 10 18 28
19 10 19 29
20 and above 15 15 30
Additional Guidelines
- Any non-business absence from the office which is not because of business reasons should
always have immediate supervisors prior approval.
- The Materiality leave increase to 98 calendar days and effective date is 28 th April, 2012.
- The additional fifteen (15) days Maternity leave for the female who has the first baby at the age of
24 years or above by Shenzhen regulation, the effective date is 1 st January, 2013.
9.3 Leaves Available in Denmark
Below mentioned leaves are applicable to permanent employees of Denmark (local hires) and are
accrued as per the calendar year i.e. 1 st Jan to 31st Dec, but same can be spent during the following

Holiday year i.e. from 1st May to 30th Apr for example holidays / leaves accrued during the calendar year
2011 (1st Jan 2011 to 31st Dec 2011) can be spent in the period from 1st May 2012 to 30th April 2013.

Employees are entitled for 12 public holidays.
Maundy Thursday + Good Friday + Easter Monday
General Prayers Day
Ascension Day
1. Public Holidays 12 days (max) Paid
Whit Monday
June 5: Constitution Day
December 24+25+26: Christmas
December 31 + January 1: New Year
The Employee is entitled to holiday, including paid
holiday, in accordance with the rules of the Danish
Paid /
Holiday Act.
Leaves are taken from Monday to Friday.
Unpaid (where
There will be no encashment for unutilized leaves
2. Annual Leaves 25 days employee has
at the time of separation / termination.
joined in the
The Employee can (with the approval of his/her
middle if the
manager) be allowed to transfer maximum 5
previous year)
unutilized holidays from one holiday year to the
next.
The additional holidays are not governed by the
Danish Holiday Act.
Unused additional holidays cannot be paid out or
Additional
3. 5 days per year carried forward to the next holiday year. Paid
Holidays
In case of termination or separation, any untaken
additional holidays at the expiry of the Employees
notice will be forfeited.
An employee may avail 4 weeks of leaves before
child is borne counted from the expected date of
child birth or before receiving the child in case of
adoption.
28 weeks (4 weeks before In addition to 4 weeks, employee may avail 24
Maternity /
4. child birth and 24 weeks weeks of leaves/ holidays immediately after the Paid
Adoption Leave
after child birth) birth of the child (counted from the date of child
birth) or receiving the child in case of adoption.
Employee will receive base salary during the
leaves provided company receives reimbursement
(daily benefit) from Municipality of Employee.
Employee will receive base salary during paternity
leave for up to 2 weeks (calendar days) within the
first 14 weeks following the birth of the child.
In addition to above, base salary for 10 weeks
5. Paternity Leave 2 weeks to 14 weeks Paid
before the 46th week after date of birth.
Employee will receive base salary during the
leaves provided company receives reimbursement
(daily benefit) from Municipality of Employee.

Employee may avail such leave if employees own

child is sick and age of the child is less than 14
5 days maximum per year years.
6. Sick Child Paid
per child Employee mail avail this leave on the 1 st day of the
sickness of the child (so that employee can
arrange for the care of sick child from next day).
The Employee should report sickness to his or her
manager on first day of sickness.
After a period of sickness of 10 calendar days the
employee can be requested by manager to
7. Sickness Leave - Paid
provide a doctors certificate (lgeerklring)
documenting the sickness.
Cost of doctor certificate will be paid by the
employee.
2 days for his or her marriage
2 days for loss of child, spouse or common law
8. Other Leaves - partner Paid
1 days for child wedding or loss of parent, parent-
in-law or sibling
9.4 Leaves Available in India
Exclusions: Employees posted on onsite assignments (long term or short term) shall not be eligible for
below mentioned leaves. Such employees will be covered as per the guidelines applicable to such
centers/countries for the period employee is on Onsite assignment.

All leaves are credited in beginning of each

calendar year
12 days per calendar year and will lapse/ lost by the end of that particular
across Gurgaon, calendar year.
Bangalore, Chennai and Leave/ holidays accrued in any particular year must
* Casual/ Sick
1. Hyderabad be availed in same year. Paid
Leave
At the time of separation, any unutilized leaves in a
06 days per calendar year particular calendar year will not be en-cashed.
in Maharashtra Any intervening public holidays / weekends will not
be included/ counted.
Leaves can be availed only up to 3 continuous
days. Fourth day onwards it will be considered as
PL.
Leaves are accrued in the beginning of each
quarter i.e. 3.75 leaves per quarter for employees
in Bangalore, Chennai, Gurgaon and Hyderabad
Employee in Maharashtra would have 5.25 Leaves
accrued in the beginning of each quarter
15 days per calendar year
Balance / unutilized leaves (leaves accrued but not
across Gurgaon,
availed) will be carried forward to next year.
Bangalore, Chennai and
Privilege Leave Any planned leave has to be applied as PL.
2. Hyderabad Paid
(PL) Leave encashment will be calculated on the basic
salary.
21 days per calendar year
30 days is considered as standard working days in
in Maharashtra
a month for leave encashment. Please refer to
Note section below for details regarding leave
encashment process.
Leaves will not include any intervening weekends
and company holidays.
Leaves are accrued in the beginning of the
calendar year.
3. ** Flexi Leave 1 leave per Calendar year Paid
Unutilized leave will not be carry forward to next
calendar year.
This leave category is applicable only for Aricent
Technologies Pvt. Ltd (ATPL) employees.
No new ACL quota will be credited from 1 st Jan,
2016
Unutilized ACL will be carried forwarded to next
calendar year i.e. Jan 2016.
Unutilised ACL till 31st Dec, 2016 will be carried
Assigment forward to Jan 2017 and can be availed latest by
4. Completion No Quota 31st Dec, 2017.
Leave (ACL) All unutilised leaves post 31st Dec, 2017 will not be
encashed and will lapse.
Any intervening public holidays / weekends will not
be included/ counted.
Leave under this category should be availed at one
go i.e. no breaking up of leave tenure is allowed.
At the time of separation, any unutilized leaves in a
particular calendar year will not be encashed.

An employee is entitled for 12 weeks of maternity

leave with full pay including weekends and
company/ public holidays.
To be eligible for maternity leave employee should
have been with the company for at least 80 days
before going on the leave
ML can be availed earliest from 6 weeks prior to
12 calendar weeks (84 the expected delivery date or in case of premature
days) in case of childbirth delivery, from the actual delivery date (whichever
5. Maternity Leave 6 calendar weeks (42 is earlier). Paid
days) in case of Employee seeking ML needs to fill Form B and
miscarriage mail it to Shared Services Team along with
managers approval.
Post receiving employees request, Shared
Services Team will generate the ML quota in SAP.
Employee can apply for ML and send it to the
concerned manager for approval in system.
Maternity Leaves are governed by The Maternity
Benefit Act, 1961
AML can be applied only in continuation to ML.
AML will include all intervening company holidays
and weekends.
Employee seeking AML needs to submit doctors
Additional prescription stating the reason for additional leave
6. Maternity Leave 30 calendar days and managers approval to Shared Services Team Paid
(AML) Post submission of doctors prescription and
managers approval, Shared Services Team will
generate AML quota in SAP
Employee can apply for AML and send it to the
concerned manager for approval in system
LWP will be granted solely at the discretion of
management and cannot be taken as matter of
right.
LWP can only be availed when all other leaves has
been exhausted.
LWP will include intervening weekends and
Company holidays.
Employee will not be entitled to any salary and
Extraordinary benefits like SCP, CIP, and other similar benefits.
Leave [Leave As approved by the Employee need to apply for LWP and these leaves
7. Unpaid
without Pay manager shall be unpaid leaves.
(LWP)] Employee should discuss the LWP request with
his /her manager and seek approval from an E7 or
above or the second level manager in the
reporting hierarchy (who ever is higher) and HR
Leader.
Once the required approvals are taken employee
must then apply for such leave request through
ESS and the manager should approve the same
there.
Leaves are accrued in the beginning of each
** Company calendar year.
8. 9 leaves per Calendar Year Paid
Holidays Holiday calendar can be accessed through: Aricent
World > Quick Links > Holiday Calendar

The objective of this pool is to provide emergency

leave to an employee in case of illness or
bereavement in the family.
The leave from this pool can be availed only if the
employee has no other leave left and subject to
approval from the Manager, an E7/ N7 or above or
the second level manager in the reporting
Extended Leave
9. 45 days hierarchy (whoever is at a higher level) and the Paid
pool
respective HR Leader.
PLs in excess of 30 days will move into Extended
Leave Pool, subject to a maximum accumulation
of 45 days.
Any leave in excess of 45 days in this pool will
automatically lapse. Leaves in this pool cannot be
encashed.
Paternity leave will be applicable effective 1 st
January 2016
All male employees working as permanent staff will
be eligble to avail this leave in event of birth of
their child
This leave benefit shall be available for upto 2
children
For the purpose of this benefit, birth of twins would
be counted as birth of 2 children and employee
can avail such benefit only once
Any intervening weekends / Holidays would not be
counted as part of this leave
go i.e. no breaking up of leave tenure is allowed
The leaves under this benefit cannot be encashed,
10. Paternity Leave 5 days Paid
accumulated or carried forward
At time of child birth, employee would be required
to provide Shared Services team with birth
certificate of the child and approval from the
Manager for activation of this leave quota in the
Leave module.
In case of non availability of Birth certificate, the
provisional certificate issued by hospital and
discharge summary can also be used as interim
arrangement for availing this set of leaves.
However, the submission of birth certificate would
be required within 3 months, failure to which the
employee will have the leaves deducted as LWP.
This leave benefit should be availed within 3
months from the date of birth of the child
11. Adoption Leave 7 days for Males Adoption leave will be applicable effective 1 st Paid
14 days for Females January 2016
All employees working as permanent staff will be
eligble to avail this leave for upto 2 adoptions
The employee should be a primary adoption
father / monther for availing this leave
At the time of adoption the child should be within
the defined age limit of 18 years
At time of adoption, the employee will be required

to submit Adoption Certificate issued by relevant

authority with approval from Manger to Shared
Service team for activation of the leave quota
under this benefit
Any intervening holidays / weekends would not be
This leave benefit should be availed within 1
months from the date of adoption
Bereavement leave will be applicable effective 1 st
January 2016
All employees working as permanent staff will be
eligble to avail this leave in case of demise of their
child, spouse, father or mother.
This leave should be availed within 3 months of the
date of demise
To avail this leave, employees should submit the
Death Certificate along with Managers approval
to Shared Services team for activation of the quota
in the Leave system.
Bereavement
12. 3 days In case of non availability of Death certificate, the Paid
Leave
provisional certificate issued by hospital and
discharge summary can also be used as interim
arrangement for availing this set of leaves. In case
of Death where no hospitalization was made,
employee can have the leaves availed basis self
declaration. Howeever, the submission of death
certificate would be required within 3 months,
failure to which the employee will have the leaves
deducted as LWP.
Any intervening holidays / weekends would not be
Note:
- For midyear joiners leaves will be allocated on pro-rata basis depending on the number of months
to be worked in the company in a given calendar year.
- Whenever possible employee shall submit the leave request 2 weeks in advanced.
- Employees who plan to go on a continuous leave more than 3 days should apply their leave under
PL Privilege Leave category in ESS.
- Once the leave request has been approved, cancellation of the leave will be permitted till 30 days
from leave end date or leave approval date, whichever is later.

- In case Employee has utilized 10 CLs out of 12 of his/her annual entitlement and decides to leave
the organization in the month of Mar (LWD 31.03.2016) then in that case the over utilized (7 days)
CLs will be adjusted against the PL/FL balance and in absence of PL/FL quota same be marked as
LWP.
- If any employee wants to avail more than 27 leaves in a calendar year (i.e. in excess of current year
entitlement of Privilege Leave (PL) and casual leave), then the employee should preferably have
their leaves planned in advance and have a prior approval taken from the Manager. Managers
should review this on case to case basis and approve based on nature of such leaves which may
include but not limited to Marriage, Maternity, Medical emergency, special need etc.
*For ATHL employees, Leave Encashment of accumulated Privilege Leaves (PL):

- Leaves up to maximum 30 days can be accrued and en-cashed at the time of separation from the
company (and will be paid along with full and final settlement).
- Encashment Amount = (Last Drawn Basic/ Working days in a month*) X Number of leave days to
be encashed (maximum up to 30 days)
*For ATPL employees, Leave Encashment of accumulated Privilege Leaves (PL):

- Encashment Amount = (Last Drawn Basic/ Working days in a month*) X Number of leave days to
be encashed
- Leaves in access of 28 days as on 1 st Jan 2016 will be encashed and paid along with Jan 2016
month salary
- Employees who have completed two years of employement with the company can request for
encashment of leaves up to fifty percent (50%) of their annual leave balance in calendar year 2016
as long as such encashment does not bring the annual leave balance below a minimum of ten (10)
days.
- Leave in access of 28 days as on 1 st Jan 2017 will be encashed and paid along with Jan 2017
month salary
- Post Jan 2017, leave enchashment will happen at the time of separation from the company (and
will be paid along with full and final settlement) where maximum up to 30 days will be encahed.
a. For Technical Support Services (TSS) Group Employees:
* CLs will be accrued in the beginning of each quarter i.e. 3 CLs per quarter in case of all India
locations except Maharashtra and for Maharashtra such accrual would be 1.5 CLs per quarter.
** Considering the 365X24X7 business requirements, TSS group employees are entitled to 10 Floating
Leaves in a calendar year, in lieu of the nine Company Holidays and one Floating Leave entitled to
employees working in groups other than TSS.
b. Leave Accumulation for Onsite Employees
- Leave account of concerned employee will be frozen the day employee is transferred Onsite.
- Leaves will be applicable to employee as per the host country to which employee is travelling.
- Encashment of accrued PLs at Onsite location shall be paid to employee as per host countrys
rule while returning back to India.

- Once employee returns back to India, his/ her leave account shall be resumed again on pro-rata
basis.
c. Exception Management Process
For any exception to the guidelines of this document, approval from Function Lead and respective HR
Leader will be required.
d. Lactation/Breastfeeding
For up to one year after the childs birth or a further extended period required by law, any female
employee who is breastfeeding her child will be provided reasonable break times to express breast milk
for her baby. Breaks of more than twenty (20) minutes in length will be unpaid, and the employee should
indicate this break period on her time record
e. Contacts for Inquiries
Name Extension Email ID

Abhilash.pareek@aricent.co
Abhilash Pareek 1895
m
Naveen.Bapatla@aricent.co
Naveen Raja Bapatla 1289
m
9.5 Leaves Available in South Korea
Note: Below mentioned leaves are applicable to both local hires and employees posted on onsite
assignment.

1. Paid Time Off 15 days per Calendar year In the first year, employee is eligible for a maximum Full Pay
(Annual Leave) of 12 leaves. Leave is credited on a monthly basis
at the start of the month, i.e. 1 leave per month.

Starting the second year of service, an employee

is eligible for 15 days of leave. The first 12 leave is
accrued on a monthly basis. The additional 3
leave is accrued at the end of the year subject to a
minimum of 80% annual attendance.
Starting the fourth year of continued employment,
the individual is eligible for an additional one day
of paid leave for every two years of service
provided, the total annual paid leave does not
exceed 25 days.
Leaves will be accrued at the beginning of each
month in advance i.e. approximately 1 day(s) per
month (tenured linked).
Where an employee joins the company on any day
other than the 1st day of any month, he/ she shall
be entitled to earn the leave in that respective
month on a pro-rata basis
calendar year.
At the time of separation/ termination, any
unutilized leaves in a particular calendar year will
be en-cashed.
On the day of separation i.e. last working day,
actual entitlement till that day will be calculated.
Employee will be paid for the balance leaves if any
at the rate of fixed monthly base salary.
Employee may avail one weeks summer vacation
between months of June to September.
One working week of Balance/ unutilized leaves (leaves accrued but not
Supplementary
2. summer vacation (i.e. 5 Full Pay
vacation availed) will not be carried forward to next year
working days)
calendar year.
Following paid leaves will be applicable in case
miscarriage or premature births:
5-days leave: After 11 weeks of pregnancy
The first 60 days
10-day leave: Entering the 12th week to 15th week
will be paid
30-day leave: Entering the 16th week to 21st week
3. Maternity Leave 90 days leave. Rest is
60-day leave: Entering the 22nd week to 27th week unpaid
A pregnancy period of at least 28 weeks shall be
applicable for regular maternity leave of 90 days.
At least 45 days of leaves must be taken after child
birth
First 3 days will
Leave can be availed only within the first 30 days
4. Paternity Leave 5 days be paid leave,
from the date of child birth.
rest is unpaid
One day leave is granted for female employees
5. Menstrual Leave One day when it is very difficult to work upon days of Unpaid
menstruation.
6. Additional As approved by the In addition to above foresaid leaves, locally hired Unpaid
Mandatory Company/Manager employees may avail Additional Mandatory
Leaves Leaves for child or family care.
For further details please reach out to your

respective Manager/ HR Leader.

All permanent employees working with Aricent in
South Korea will be eligible for this leave effective
1st January 2016
This leave can be availed in case of demise of
employees Child, spouse, father or mother
To avail this benefit, employee should submit the
Bereavement
7. 3 days Death Certificate along with Managers approval Paid
Leave
to Shared Services team for activation of the leave
quota
This leave should be availed within 3 months of the
date of demise
Leave Balance Credit
- In case of any unpaid/ extraordinary leave in the previous month, the next months leave
entitlement will be reduced proportionately.
- Aricent encourages its employees to take all leaves that is due to them within the same Calendar
Year, however any accrued leave which remains un-utilized at end of the year i.e. 31 st December,
shall be encashed in the month of January next year and no carry forward of leaves to next year
shall be allowed
9.6 Leaves Available in Taiwan
Note: Below mentioned leaves are applicable to both local hires and employees posted on onsite
assignment.

The number of leaves entitlement per year is based

company.
Leaves are earned on monthly basis in a calendar
12 days per annum (If
year. However leave quota balance will be credited
Service/ Employment
in advance at the beginning of the year.
Period is 0 - 5 years)
Employee who joins the company other than 1st
day of any calendar year shall be entitled to earn
the leave in that respective year on a pro-rata
basis.
All unutilized paid time offs / leaves of one calendar
year will be carried forward to next calendar year.
However employee can accrue up to maximum of
30 days only (Leaves up to maximum 30 days can
14 days per annum (If be accrued).
Service/ Employment Where the employee uses PTO and brings the
Period is 6-10 years) available number below the maximum cap, PTO
accrual will begin again.
Paid Time off/ At the time of separation or completion of onsite
1. Full Pay
Annual Leave assignment, any unutilized earned leaves in a
particular calendar year will be en-cashed.
On the day of separation i.e. last working day, actual
entitlement till that day will be calculated. Employee
will either be paid for the balance leaves basis
actual entitlement or deduction will be made for the
extra leave/holiday taken but not earned.
Leaves will be en-cashed at the rate of fixed
monthly base salary of the employee. No payment
will be made for any previously forfeited leave.
14 + 1 additional day per
In an event, where an employee is unable to utilize
year of service over 10
paid time off due to business reasons, he/ she will
years
be entitled to twice their regular base pay rates per
unused leave.
Business reason refers to a situation where leaves
lapses due to refusal from manager to grant leaves
to employees due to client commitments. An
approval from L2 or a director level employee is
required for any such entitlements
Sick Leave is only for non-work related illnesses
and injuries.
2. Sick Leave 30 days per annum Half Pay
Unused sick leave in the current year will be
automatically forfeited.
In the event of hospitalization where employee is
not able to recover even after exceeding the overall
Extended Sick Leave limit of sick leave he or she shall be entitled to work Unpaid
without pay for a maximum period of 1 year.
This is allowed once in a block of 2 years.
Personal Vacation leave can be utilized for any
Personal personal purpose.
3. 14 days per annum Unpaid
Vacation However, of these 7 days leave per annum can be
taken for care of any family member.
4. Maternity Leave 8 weeks Can take leave immediately before or after If Service/
childbirth. Employment
4 weeks of maternity leave are provided for a Period >= 6

Miscarriage after three months of pregnancy.

In the event of miscarriage after 3 or more months
of pregnancy, the employee is entitled to 4 weeks months,
of fully paid recovery leave, provided she has been employee is
employed for 6 months or more. They receive only entitled to full
half-pay if they have been employed for less than 6 pay;
months.
In the event of a miscarriage after being pregnant If Service/
for over two months and less than three months, Employment
the employee is entitled to an unpaid recovery Period is < 6
leave of 1 week. months, then
In the event of miscarriage within 2 months of half pay
pregnancy, the employee is entitled to an unpaid
recovery leave of 5 days.
5. Paternity Leave 3 days Can take leave before or days following birth. Full Pay
This is a one Time Leave Allowance for the purpose
of celebrating ones own marriage.
6. Wedding Leave 8 days Full Pay
Any intervening weekends and company holidays
will not be included/ counted.
Depending on the closeness of the relative:
8 days in the event of death of a parent, foster
parent, step-parent or spouse
6 days in the event of death of a grandparent, child,
Bereavement parent of spouse, foster parent or step-parent of
7. 3 - 8 days Full Pay
leave spouse
3 days in the event of death of a great grandparent,
sibling, grandparent of spouse
Any intervening weekends and company holidays
will not be included / counted.
Menstruation Female employees may avail this leave when it is
8. 1 day per month Half Pay
leave very difficult to work upon days of menstruation
In addition to above foresaid leaves, locally hired
Parental Leave
Additional employees may avail Additional Mandatory
As approved by the are Unpaid
9. Mandatory Leaves (Parental leave & Military leave).
Company/ Manager Military Leaves
Leaves For further details please reach out to your
are Paid
respective Manager/ HR Leader.
Illustration
An employee who joins on 1 st Jan13 has an entitlement for 12 leaves in the first year of employment
with the organization. This will be reflected in his leave quota in the system
However, this is the full year entitlement. The employee will continue to earn leaves on a prorate basis,
i.e. in this case 1 leave per month. The leave earned can be less than the leave quota reflecting on the
system and this surplus utilization is recoverable
For instance, if the employee utilizes 4 leaves in the second month of employment;
Leave Quota reflecting in the beginning of the year = 12
Leave earned in 2 months = 2
Leave utilized = 4

If the employee decides to leave the organization on completion of the second month, the balance 2
leaves (leave earned leave utilized, i.e. 4 2) will be recoverable as Leave without Pay in the Full &
Final Settlement at the time of separation.
9.7 Leaves Available in United Kingdom (UK)

All leaves are credited in beginning of each

calendar year.
Where employee has joined in the middle of the
calendar year, leaves will be credited on pro-rata
basis.
Balance/ unutilized earned leaves (leaves accrued
but not availed) will not be carried forward to next
year and will lapse/ lost by the end of that
particular calendar year.
In case of unavailed leaves which have been
accrued in the same year, a maximum of 5 days of
unavialed leaves can be carried forward to next
calendar year. However such carried forward
leaves have to be availed by end of March post
which these will lapse. For such carry forward the
Annual Holiday approval from the Immidiate Manager would be
1. 25 days per annum Full Pay
Leave required.
At the time of separation, unutilized earned leaves
in a particular calendar year will be en-cashed at
base pay / salary.
actual entitlement till that day will be calculated
basis 2.08 leaves per month. Employee will either
be paid for the balance leaves basis actual
entitlement or deduction will be made for the extra
leave/holiday taken but not earned/ accrued.
Employee shall obtain prior approval from the
company/ manager before booking any holidays
date.
Not more than 2 consecutive weeks of leave may
be taken unless agreed by the company /
manager.
2. Sick Absence / The entitlement to the leave increase basis the Normal Salary
Leave length of service with company. (Company Sick
5 days per annum (If Employee shall notify the company / manager on Pay) inclusive of
Service/ Employment the very first day of his or her absence stating the normal Statutory
Period is less than 6 reason and expected date of return. Sick Pay (SSP)
months) If the leaves or medical incapacitated is more than i.e. Normal
seven days (including weekends), then a medical salary less State
certificate Fit Note duly signed by the doctor shall benefits
be submitted. claimable by
10 days per annum (If Thereafter employee shall submit medical employee less
Service/ Employment certificates Fit Note regularly to cover the full tax deductions
Period is more than 6 period of absence. and National
months but less than 1 Where medical certificate expires and the Insurance
year) employee does not return to work, they must notify Contributions
the company/ manager on the first morning
following the expiry of the medical certificate Fit
20 days per annum (If Note.
Service/ Employment After Company Sick Pay has been exhausted an
Period is more than 1 year employee will continue to receive SSP based on
their eligibility and the prevailing legislation.
All benefits linked to payment of salary will be
suspended (or pro-rated) where Company Sick

Pay is exhausted or reduced during the period of

sick absence. Participation in any discretionary or
incentive scheme will be at the discretion of the
Company, be suspended until an employee has
returned to work before they are reviewed or paid
where/if appropriate.
Employee shall also complete the Companys
Employees may take a
Absence Notification timefor
Form off all
to absences
deal with and
any
emergency involving his or her dependant.
Dependant can be defined as husband, wife, child,
Time off for
partner, parent, friend or family member (who live
3. Care of 1-2 days per annum Unpaid
with the employee and does not pay rent) or
Dependents
someone who relies on employee for care.
Though prior notification is difficult, employee shall
notify the manager as soon as possible.
Employees may be required to attend court either
as a witness or on jury service.
Employee could be eligible for some payment
through the court to cover loss of earnings.
The employee shall submit loss of earning or
benefit form that he or she will receive along with
letter from the court confirming the attendance, to
human resource team for completion on behalf of
employee.
Post end of service, the employee must provide to
Unpaid (if not
As approved by the HR a written evidence of the time spent in court,
4. Jury Service adjusted against
company/ manager together with details of allowances received / paid.
annual holidays)
In case employees absence for jury duty is going
to cause a major disruption or problem, the
company/ manager may request the employee to
delay their jury service. However, this may be
asked from employee only once in 12 month
period.
If it is felt appropriate and at management
discretion, company may decide to make up the
loss of earnings between basic pay and the
amount paid by the court.
In accordance with the Employment Rights Act
1996, employees may avail leave of absence for
certain public duties specified under the Act.
The days of time off shall be agreed with the
As approved by the
5. Public Duties company/ manager prior to any commitments Unpaid
company/ manager
being made by the employee.
The company/ manager reserve the right to cancel/
refuse the time off if they feel it is unreasonable or
it will jeopardise the business activity.

Employees who are members of the Reserve and

Auxiliary Forces or similar, will be expected to use
Armed Forces Unpaid (if not
As approved by the their annual leave entitlement for training
6. Volunteer adjusted against
company/ manager purposes.
Reserve annual holiday)
Where an employee is called-up he or she should
advise his or her manager and HR at the earliest.
Employee may take a time off at the time of
bereavement of close relatives (parent, child,
partner) or someone who has played a significant
Compassionate/
part in an employees life (an example would be a
7. Bereavement Not more than 5 days Unpaid
relation who was a primary carer).
Leave
The number of leave would be granted based on
case to case basis, and the involvement of the
employee in arranging and travelling to a funeral.
8. Statutory 52 weeks (first 26 weeks All UK employees (employees who are either SMP is paid for
Maternity is ordinary maternity leave permanently based in UK or are posted in UK for first 39 weeks
Leave / Pay (OML) & next 26 weeks is any onsite assignment), irrespective of their length First six weeks
additional maternity leaves of service and working hours are entitled for will be paid at
(AML) Statutory Maternity Leave (SML). 90% of average
To be eligible for Statutory Maternity Pay (SMP), an weekly earnings
employee should have worked continuously with (AWE).
the company for at least 26 weeks up to the Remaining 33
qualifying week which is 15th week before the weeks will be
expected week of child birth. paid at statutory
Also, employee should be earning at least 109 per maternity rate or
week on average 8 weeks. Employee shall also AWE whichever
provide proof of pregnancy (MATB1) is the lower.
Employee must notify the company / manager of
her pregnancy and the date on which she intends Tax and National
to start maternity leave at least 15th week before insurance will
the expected week of child birth. deducted as
Where child is born before the notified maternity appropriate
leave date, maternity leave will automatically
commence from the actual date of childbirth.
Employee can go on or start maternity leave 11
weeks before the expected week of childbirth
(EWC).
However it is compulsory to take two weeks of
maternity leave immediately after the child birth.
During the pregnancy period, employee is also
entitled to a reasonable time off during working
hours with pay for antenatal care, as
recommended by a registered practitioner,
registered midwife or registered health visitor.
Employee who wishes to return to work (either after
the end of OML period or before the end of AML)
shall give at least 4 (30 days) weeks notice in
writing to HR and the respective manager.
During maternity leave, an employee may work up
to 10 days at any points during OML or AML
period without bringing her maternity leave to an
end or losing her SMP called keeping in Touch
days but cannot work during the initial /
immediate 2 weeks leave after child birth.

These days do not have to be consecutive and can

be used for any work related activity. Part of the
day counts as one whole day. A days work will be
paid at full salary or time of in lieu will be given.
All UK based employees, irrespective of their
length of service and working hours are entitled for
Adoption Leave (AL).
To be eligible for Adoption Leave Pay (ALP), an
employee should have worked continuously with
the company for at least 26 weeks before the
SMP is paid for
beginning of the week in which employee is being
first 39 weeks
matched with the child
First six weeks
Also, employee shall be earning on an average at
will be paid at
least 109 per week.
90% of average
For adoptions within UK leave can start 4 days
weekly earnings
before the date of placement (date the child starts
(AWE).
52 weeks (first 26 weeks living with an employee).
Remaining 33
is ordinary adoption leave For overseas adoptions leave can start when the
weeks will be
9. Adoption Leave (OAL) & next 26 weeks is child arrives in the UK or within 28 days of
paid at statutory
additional adoption leaves expected arrival date.
maternity rate or
(AAL) Where both the parents are employed with Aricent,
AWE whichever
only one person in a couple can take adoption
is the lower.
leave. The other parent may take paternity leave
instead.
Tax and National
Employee who wishes to return to work shall give
insurance will
at least 8 weeks notice in writing.
deducted as
The employee shall also inform the company/
appropriate
manager within 28days in case date of placement
(or arrival date of child in UK) changes.
Company/ manager may also request for the
evidence of adoption if required.
Keeping in touch days will also apply as detailed
under Maternity leave.
To be eligible for Parental leave, an employee
should have worked continuously with the
company for more than one year and employee
should be named on childs birth or adoption
In case of each child birth certificate.
(18 weeks up to his or her Employee can take maximum 4 weeks of parental
5th birthday) leaves per child in a calendar year.
Leaves shall be taken in a block of week at a time
(unless child is disabled, where employee can
Parental leave
10. take leave in block of one day also). A week Unpaid
(PL)
equals to the length of time an employee normally
works in a week. In case employee works on part-
week then same will count as week.
For each adopted child (18 Parental leave applies to each child and not an
weeks up to 18th birthday individuals job. Should an employee move from
or 5th anniversary of their one job to another they will take the balance of
adoption, whichever comes their parental leave with them.
first) Employee shall give 21 days notice before he/ she
wants to avail parental leave or even If employee

For each child who

qualifies for Disability
Living Allowance (18 wish to take leave as soon as a baby is born or
adoption happens. Employee must confirm the
weeks up to 18th birthday)
start and end dates in notice.
Company/manager reserves the right to postpone
parental leave if there is a significant business
reason. If it is delayed the company/ manager will
To be eligible
provide for Paternity
in writing the reason Leave Pay, within
of delay an employee
7 days
should have worked
from the original request. continuously with the
Also they will suggest a
company
new start for
dateat and
leastthis
26 will
weeks by the 6end
be within of 15th
months of
week before the
the original expected The
request. week amount
of child birth.
of leave
Employee
requested wanting
will not to beavail the leave
changed by theshall submit
company/
Paternity
manager. leave form 15 weeks before the
expected child birth. If an employee wishes to
Two weeks (can be taken
change the date that paternity leave will Paid at statutory
as either consecutively or
11. Paternity Leave commence, then 28 days notice must be given to paternity amount
as separate
Additional Guidelines under weeksMaternity
Statutory or Leave
the Company. However, if this is not reasonably per week
days)
practical, then an employee should notify their
- As a legal minimum and in order to ensure the right to
manager, asmaternity
soon as it is. leave, an employee must notify
the Company of her pregnancy and the dateEmployee
on which can she take
intends onlyto one
start period
maternityof leave
leave by the
15th week before the EWC. irrespective of whether more than one child is born
as a result of same pregnancy.
- The Company will respond to the employee Employee
within 28 shall
daystake of theleave within 56 days
notification. of the
The response will
actual birth date of the child.
set out the employees right to maternity leave, the expected return date and the employees
responsibility for notifying the company of any changes to her plan.
- Post issuance of the medical certificate (MAT B1 form) to confirm the EWC, the employee must
submit a copy of the same to Human resource department.
- In case employee has not given 28 days notice from the date she intends to start her maternity
leave or is absent due to maternity related illness then the company will automatically assume
commencement of the maternity leave on the 4th week before the expected week of childbirth.
- Employees returning at the end of AML period are not required to give notice.
- An employee who wishes to change the date on which the maternity leave will start must give the
Company at least 28 days notice of the new start date.
- Following the first appointment the employee may be asked to provide evidence of further
appointments. The employee must ensure that her line manager is advised in advance of any such
appointments.


9.8 Leaves Available in United States Of America (USA)

All regular employees (including regular part time
employees) may take PTO for sickness, vacation,
16 days per annum (If rest/ relaxation or any other personal pursuits.
Service/ Employment The length of eligible service is calculated basis
Period is less than5 Calendar Year and start date is taken as date of
years) joining Aricent in case joined in the middle of year.
128 hours per year at the For a regular part time employee, number of PTO is
rate of 5.33 hours pro-rated and accrued basis length of services and
number of actual hour worked.
Balance/ unutilized PTOs (leaves accrued but not
availed) will be carried forward to next year.
Paid (paid at
Accrual stops as soon as employee reaches 1.5
Base pay rate
times of his/ her annual leave entitlement, i.e. (at
21 days per annum (If excludes Over
24, 31.5 & 39 days basis the length of service).
Service/ Employment time or any
Any intervening public holidays / weekends during
Part Time Off Period is equal to or more special form of
1. the time off will not be included / counted.
(PTO) than 5 years but less than compensation
Employee will earn leave on full rate for the payroll
10 years) such as
period he or she has joined. Payroll periods are
168 hours Per year at the incentive,
from 1st -15th and 16th last day of the month.
rate of 7 hours commissions or
Where the employee uses PTO and brings the
bonuses)
available number below the maximum cap, PTO
accrual will begin again. Employee will not receive
any PTO that could have been accrued during the
period for which accrual stopped.
26 days per annum (If PTO is not accrued while an employee is on leave of
Service/ Employment absence (without pay).
Period is equal to or more Unutilized accrued PTO through payroll period will
than 10 years) be encashed upon termination of employment (post
208 hours Per year at the transfer to base location) at base pay (excluding
rate of 8.67 hours over time or any other special form of
compensation).
Employee who has worked with Aricent for a
continuous period of at least 12 months preceding
the leave is eligible to avail this leave.
The FMLA entitles eligible employees to take
unpaid, job-protected leave for specified family and
medical reasons with continuation of group health
Family & Medical insurance coverage under the same terms and
2. Up to 12 weeks Unpaid
Leave (FMLA)* conditions as if the employee had not taken leave.
Eligible employees are entitled to twelve workweeks
of leave in a 12-month period.
For more information log on to
http://www.dol.gov/whd/fmla/
Leave can be availed for sickness & maternity,
Paternity or adoption
3. Bereavement Up to 3 days Employee may take time off at the time of Paid
Leave bereavement of close family members (parent or in-
law (including step or foster parent), child (includes
step child or child of domestic partner), spouse or
domestic partner, sibling, grandchild or
grandparent).

To apply for bereavement leave, employee shall

send a request to manager and HR, once
approved; he or she can enter the leave details in
Aricents leave application tool.
Any intervening public holidays/ weekends will be
included/ counted.
In case employee is not able to vote in a state-wide
election during his or her nonworking hours,
employee may take 2 hours of time off to vote.
Employee must submit a voters receipt to HR on the
first working day following the election in order to
qualify for the time off and pay.
4. Time Off to Vote 2 hours Paid
Employees should request time off to vote from their
manager at least two working days prior to Election
Day so that the necessary time off can be
scheduled at the beginning or end of the work shift,
whichever provides the least disruption to the
normal work schedule.
Employees may be required to fulfil his / her civic
responsibilities by serving Jury duty.
Employee may take one week paid time off and
unpaid leaves thereafter. Employee may also adjust
accrued PTO against unpaid days.
Employee shall show jury duty summon to his or her
manager and HR as soon as possible so that
manager may make arrangements to accommodate
the employees absence. First week is paid
5. Jury Duty As required The company / manager may request to postpone and unpaid leave
the leaves if they feel it may jeopardise the thereafter
business activity. The employee is expected to
report for work whenever the court schedule
permits.
Company will continue to provide health insurance
benefits for the full term of the jury duty absence.
Accrual for benefits calculations, such as vacation
or holiday benefits, will not be affected during
unpaid jury duty leave.
Employee is allowed to appear in court for witness
duty when subpoenaed to do so.
Employee will be granted paid time off, where he or
she is required to appear in court for a matter Paid if absence
As approved by the
6. Witness Duty related to Aricent. is due to Aricent
company/ manager
For any other matter (not related to Aricent) matter
employee will not be paid for the time off however
he or she may adjust the same against the
available vacation benefits (PTO).
7. Maternity Leave 40 work days (8 work Applicable effective 1st January 2016 Paid
weeks) Applicable for regular employees, if such employee
has been working for an average of 30 hours or
more per week
Eligible employee should be a biological parent
Intervening weekly offs and holidays would be
excluded
Employee should submit his request for availing

such leave 30 days in advance to his Manager and

Human Resource representative for creation of
leave quota in SAP
No encashment, carry forward or accumulation of
such leaves is allowed
Such leave should be availed within 12 weeks of the
birth of the child
Applicable effective 1st January 2016
- Applicable for regular employees, if such employee
has been working for an average of 30 hours or
more per week
Employee should be of same sex spousal
equivalent, or a new adoptive parent who is the
primary caregiver. A primary caregiver is someone
20 work days (4 work who has primary responsibility for the care of a child
8. Adoption Leave Paid
weeks) immediately following the birth or the coming of the
child into the custody, care and control of the parent
for the first time, including adoptive parents of a
child less than twelve (12) years old
birth of the child
No encashment, carry forward or accumulation of
Applicable effective 1st January 2016
Applicable for regular employees and if such
employee has been working for an average of 30
5 work days (1 work hours or more per week
9. Paternity Leave Paid
week) No encashment, carry forward or accumulation of
birth of the child
Additional Guidelines
- Employee shall inform his or her manager or the coordinator and take due approval before taking
any time off (availing any leave).
- Manager may either approve or decline the request basis business requisites. Post approval
employee shall fill the dates on the time sheet for managers approval.
- In case employee wants to avail leave for more than two consecutive weeks (other than accrued
PTO or any other approved leave) he or she must communicate the same to HR team.
- If an employee is absent for three or more consecutive days due to illness or injury, a physicians
statement is must be provided verifying the employee is eligible to return to work, with or without
restrictions.
- Employee shall submit his or her timesheet information every week, no later than Friday, by 12
noon for current week to certify the entry is recorded for weekly processing. Time worked is all the
time actually spent on the job performing assigned duties.

- Tampering, altering, or falsifying time records or recording time on another employees time record
may result in disciplinary action, up to and including termination of employment.
- Managers may review the time sheet information submitted by the employee for accuracy and in
the event changes are required the employee and manager will verify the accuracy of the changes.
- Eligible employees are entitled to take paid parental leave under this Policy upon the birth of an
employees own child or the placement of a child with the employee in connection with adoption or
foster care. The employee should submit the birth / adoption certificate while applying for the
approval from his Mnaager / HR.
- Health insurance benefits will continue to be provided during the paid parental leave under this
policy at the same rate as in effect before the leave was taken regardless of length of service and
Paid Time off (PTO) leave benefits will continue to accrue as well. Period of the leave will continue
to be counted towards the calculation of bonus eligibility
- After the parental leave has been exhausted, subsequent leave will be covered under appropriate
policies. The Family and Medical Leave Act of 1993, 29 U.S.C. 2611 et. seq., as amended
(FMLA) allows eligible employees up to twelve (12) work weeks of unpaid leave annually. Paid
leave under this Policy will run concurrently with FMLA leave. Paid leave under this Policy may
only be taken in a single block of time and not on an intermittent or reduced schedule basis
- If both parents are Aricent employees, only one may access the paid benefits of this Policy if they
both qualify for the leave
- Leave under this Policy (Paternity, Maternity and Adoption) may only be taken once in a rolling 12
month period. However, the employee may still be eligible for income replacement benefits under
Aricents Short Term Disability coverage
Lactation/Breastfeeding
For up to one year after the childs birth or a further extended period required by law, any employee who
is breastfeeding her child will be provided reasonable break times to express breast milk for her baby.
Breaks of more than twenty (20) minutes in length will be unpaid, and the employee should indicate this
break period on her time record
PTO Submission and Approval Process:-
Step-1: Employee checks PTO balance on ADP Portal

Step-2: Employee applies for leave on Aricent leave application tool (SAP ECC 6.0 Enterprise)
Step-3: Manager takes action (approve or reject) on the tool
Step-4: HR extracts timesheet report and reflects the leave balance on ADP portal

9.9 Leaves Available in Vietnam

Depending on number of months worked with the
company, for every 5 years of employment, the
number of paid annual leaves shall be increased
by two additional days.
Employee shall take a prior approval of the
immediate manager at least 2 working days before
availing the leave unless it is unplanned leave
(e.g. if an employee is unwell and cant come to
work).
Leaves are earned on monthly basis in a calendar
year. However leave quota balance will be
credited in advance at the beginning of the year.
Employee, who joins the company other than 1st
working day of any calendar year, will get the
leave on a pro-rata basis.
Balance / unutilized leaves (leaves accrued but not
and will lapse by the end of that particular
Paid Annual
1. 12 days per calendar Year calendar year. Full Pay
Leaves (PAL)
At the time of separation/termination, any unutilized
leaves in a particular calendar year will be en-
cashed.
Any intervening holidays/ weekends will not be
included/ counted.
actual entitlement till that day will be calculated.
Employee will either be paid for the balance
leaves basis actual entitlement or deduction will be
made for the extra leave/holiday taken but not
earned/ accrued.
Leaves will encashed as current Salary / 22
(working days) * No. of days of leaves earned but
not utilized.
For local hire employees, current salary will include
monthly base salary + cash allowance whereas for
onsite employees cash allowance will be
excluded.
2. Sick Leave 30 days per calendar Year Any intervening public holidays/ weekends, TET Payment for the
holidays will not be included/ counted. leave will be by
As per national sick leave regulations, for some Social Security
special situations, the length of medical treatment Full wages will
can be 6 months including public holidays, TET be paid for first
holidays and weekend holidays. List of illness that 10 days and 75%
need longer medical treatment is defined by Social of base salary for
Security Bureau. next 20 days
Employee shall provide medical documentation
from licensed medical center or hospital that are Under Special
defined and accepted by social security to justify Situations
the sick leave and claim for the payment. employee will be
Where employee is not able to provide the required paid 75% of the

documents, leave can be adjusted against PAL or base salary in

will be treated as LWP. 180 days
Employee with a child under the age of seven year
may avail in case child is suffering from any illness
/ sickness.
Any intervening public holidays/ weekends or TET
20 working days (3 years holidays will not be included/ counted.
or less old kid)
3. Child Care Employee can take said days of leaves per child in 75% of base pay
15 working days (if child is
between 3 7 years) a calendar year.
Employee shall provide medical documentation
from licensed medical center or hospital that are
defined and accepted by social security bureau
regarding the sickness of the child.
100% base
6 calendar months in case Employee must have made social insurance salary as
of child birth contribution for at least six months in last twelve registered with
7 calendar months in case months before child birth. social security
4. Maternity Leave
of twins In case of miscarriage, employee basis doctors Social security is
5 working days for Prenatal suggestion may avail leaves as stipulated under responsible for
check up social insurance law. payment under
this benefit
3 days for self-marriage
1 days for marriage of his
or her child Employee may avail fully paid leave of absence
5. Personal Leave Full Pay
3 days in case of death of under circumstances as defined.
parent (including spouses
parent), spouse or child
Employee shall avail leave within one month of
child birth.
6. Paternity leave 1 day Full Pay
Employee may avail leave only for the birth of first
two children
Duration of leave without pay will not be dependent
company.
Employee who will take more than 10 days of leave
will not contribute to his or her social health and
employment insurance in that particular month.
Extraordinary Basis requirement and due Employee must take approval from Center Head
7.
Leave LWP approval and HR Manager at least 3 working days before
taking the leave.
Where employee needs to avail more than 5 days
of leaves, he or she must take approval one week
in advance before taking the leave.
Basis the project requirement company / manager
has the right to reject the leave request.
8. Working Late or Basis requirement and due Occasionally, employees may be required to work Unpaid
Over Time approval late or on holidays basis business needs.
The overtime request shall be approved by both
Engineering head and center head.
Employee will not be compensated in cash for the
extra hours worked, but may avail a compensatory
off.
The compensatory off will be calculated by Local
HR in compliance with the Local Labour Law. The
tax calculation on compensatory off days will be

handled by local payroll team accordingly.

The compensatory off cannot be carried forward
into the next year, and should be used within the
same calendar year. The employee is requested to
plan their compensatory off in advance and inform
project managers and HR one week before taking
off.
Project Manager/Team Leader is responsible for
tracking hours worked of team members and
should send weekly report to Engineering Director,
Head Center and HR.
The unused compensatory off can be encashed
only on termination of services upon written
approval of the center head.
10. Annexure
10.1 Form B
Maternity Form
B.doc

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Aricent Restricted Version 1.4 Page 1 of 39

Aricent Restricted Version 1.4 Page 2 of 39

S No. Particulars Page No.

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2. Purpose and Objective

4.1 Country specific leave details are tabulated in addendums below.

5. Leave Submission Process & Tracking Mechanism

Aricent Restricted Version 1.4 Page 4 of 39

Employee needs to follow the below steps to apply for leave:

5.3 Managers are expected to approve the leave requests in EP itself.

6. Leave Cancellation Process

6.1 Employees can cancel leaves under 2 scenarios:

7. Non Compliance Actions

This document provides all details pertaining to employees leave eligibility:

Aricent Restricted Version 1.4 Page 5 of 39

8. Contacts for Inquiries

9. Country Specific Addendums

9.1 Leaves Available in Canada

S No. Leave Type Entitlement Guidelines Payment Term

Aricent Restricted Version 1.4 Page 6 of 39

To be eligible for maternity leave, an employee

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Employee can avail the leave within 52 weeks of

Aricent Restricted Version 1.4 Page 8 of 39

Aricent Restricted Version 1.4 Page 9 of 39

9.2 Leaves Available in China

S No. Leave Type Entitlement Guidelines Payment Term

Aricent Restricted Version 1.4 Page 10 of 39

Other Employee: Please

Aricent Restricted Version 1.4 Page 11 of 39

The Aricent Shenzhen annual leave table is as follows:

Aricent Restricted Version 1.4 Page 12 of 39

Years of Services Annual Leave Entitlement (in work days)

9.3 Leaves Available in Denmark

Aricent Restricted Version 1.4 Page 13 of 39

S No. Leave Type Entitlement Guidelines Payment Term

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Employee may avail such leave if employees own

9.4 Leaves Available in India

S No. Leave Type Entitlement Guidelines Payment Term

Aricent Restricted Version 1.4 Page 15 of 39

All leaves are credited in beginning of each

Aricent Restricted Version 1.4 Page 16 of 39

An employee is entitled for 12 weeks of maternity

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The objective of this pool is to provide emergency

Aricent Restricted Version 1.4 Page 18 of 39

to submit Adoption Certificate issued by relevant

Aricent Restricted Version 1.4 Page 19 of 39

*For ATHL employees, Leave Encashment of accumulated Privilege Leaves (PL):

*For ATPL employees, Leave Encashment of accumulated Privilege Leaves (PL):

a. For Technical Support Services (TSS) Group Employees:

b. Leave Accumulation for Onsite Employees

Aricent Restricted Version 1.4 Page 20 of 39

c. Exception Management Process

e. Contacts for Inquiries

Name Extension Email ID

9.5 Leaves Available in South Korea

S No. Leave Type Entitlement Guidelines Payment Term

Aricent Restricted Version 1.4 Page 21 of 39

Starting the second year of service, an employee