Haygot Services Private Limited

Leave and Attendance Policy

Circulation List Applicable From Version No.

st
All Full-time employees 1 April, 2019 V.3

Prepared By Role Date of Preparation

Neha HR Operations 15th March, 2019

Reviewed By Role Date of review

Zenia Karl Billimoria Associate Vice President, HR 15th March, 2019

Approved By Role Date of Approval

Niranjan Chavan Chief Financial Officer (Policy Holder) 19th March 2019

Prabhdeep Singh Bedi Senior Vice President, Business 19th March 2019

Zishaan Mohammed Hayath Chief Executive Officer 19th March 2019

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1. Objective

This policy outlines the applicability, rules and procedures with regard to consumption and approval of leave.
It also provides a standard attendance and punctuality framework.

2. Scope

This Policy applies to all Full-time employees of Haygot Services Private Limited depending upon their
eligibility mentioned in each section. It excludes freelancers and contractors.

3. Policy Guidelines

3.1 Leaves

Eligible employees can avail the applicable leaves and holidays in the calendar year as depicted in the table
below subject to the applicability.

Leave Type Eligibility Categories Entitlement (in days)

Public Holidays All Employees 10

Privilege Leave All Employees *21

Maternity Leave All Women Employees 182

Paternity Leave All Male Employees 5

*Applicable from the calendar year 2019

(i) All leaves should be applied and approved on HRMS, prior to commencement of leave, failing
which the same shall be considered as leave without pay (LWP). In case of leave due to medical
reasons, the same should be applied in HRMS by employee/manager (on behalf of employee)
within 2 days of availing such leave.

(ii) To avail more than 2 days of leave during medical emergency, certificate from certified MBBS
doctor would be required to be submitted within a day of re-joining office by concerned
employee.

(iii) For the purpose of leave calculation, intervening week offs and company holidays prefixed,
suffixed or in between leaves are not counted.

(iv) We do not have compensatory off policy.

(v) It is mandatory for the approving manager to record the reason for not approving the Privilege/
Paternity leave applied by an employee in the HRMS system due to business exigencies.

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 (vi) If an employee has requested for leave(s) and has sufficient leave balance (on HRMS), following
can be the possible scenarios:

(i) Leave(s) approved by manager - No loss of pay

(ii) Leave(s) approval pending or rejected by manager - Loss of pay

(vii) In case of any unapproved leave (pending/rejected on HRMS system) for a day or more (except
in case of medical leave), double pay deduction shall be applied. (applicable for Business Unit
offices)
e.g., for one day of unapproved leave 2 days’ pay (see section 3.2.1.iv) will be deducted.

(viii) Disciplinary action will be taken against employees who remain on unapproved leave for 3 or
more consecutive days.

3.2. Attendance

3.2.1 Knowledge Office and Business Unit Offices

(i) Employees’ working schedule is based on the locations according to the type of business
carried out is depicted below

Parameters Knowledge office (6 days working Business Unit offices

employees)
Working Days 5 days & 6 days every alternate 6 days per week
week
Weekly Off One day and two days off every One day in a week depending
alternate week upon business requirement
Shift time Variable shift time depending upon Variable shift time depending
the business requirement upon the business requirement

(ii) For Business Unit office, every late punch* will result in half a day salary deduction. Late
punch can be regularised only for Saturday and Sunday, provided AC/ACC/SACC/Mentors/Sr.
Mentors/Lead Mentors, do 3 demos in a day.
(Effective 26th March 2019)
*Manager may regularise up to 3 late punches.

(iii) Any attendance regularisation request, provisional approval needs to be done by reporting
manager and the final approval from Central HR department

(iv) We do not have work from home option.

(v) The salary will be paid as per the working days in the attendance cycle (refer Annexure II for
the Attendance cycle). Working days are defined excluding the weekly offs as decided by the
company based on the business requirement.

e.g., For salary pay-out for the month of April, attendance cycle will be considered from 26th
March to 24th April. Considering Wednesday as a weekly off, the working days will be
counted as 25 excluding all Wednesdays. So if employee’s per month salary is Rs. 30,000,
then per day salary calculation will be 30,000/25 = Rs.1,200.

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3.3. Guidelines:

(i) Up to 5 leaves will be carried forward to the next calendar year as accumulated leave and
remaining leaves, if any, will lapse.

(ii) An employee is not eligible to take any leave within 30 days from the date of joining. In case
leave is taken, it will be treated as leave without pay (LWP).

(iii) In case of resignation or separation, accumulated privilege leave shall not be adjusted against
notice period and will not be encashed in Full and Final settlement.

(iv) Leaves taken more than the accrued leave will be adjusted with the full and final settlement.

(v) Maternity Leave cannot be taken prior to 12 weeks of expected date of delivery. In case of
miscarriage, adoption, surrogacy or other complications of maternity, the leave entitlement
would be as per Maternity Benefit Act.

(vi) Paternity leave can be availed within 2 months from the birth of the child.

(vii) To avail Maternity and Paternity leave, it is mandatory to provide supporting documents in the
HRMS system.

(viii) Interns are not eligible for any kind of leaves except for Public holidays. In case of medical leave,
same can be allowed on the sole discretion of the functional head, but will be accounted as
Leave without Pay (LWP). Working hours are defined by the respective function.

Disclaimer:
The Company reserves the rights to change/ amend / add /delete/ modify this Policy in whole or in part, at any time without assigning any
reason whatsoever. The Employees acknowledge that they will not be personally advised of any such change/ amendment / addition
/deletion/ modification. The Employees are advised to check for any such change/ amendment / addition /deletion/ modification regularly.
The Employees hereby unconditionally agree to all such changes / amendments / additions / deletions / modifications.

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Annexures:

I. Definition and abbreviation

II. Attendance days calculation for payroll

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 Annexure I
S.no Terms Definition

It is a process whereby a person assumes the parenting of another,

usually a child, from that person's biological or legal parent or parents,
1 Adoption
and, in so doing, permanently transfers all rights and responsibilities,
along with filiation, from the biological parent or parents.

2 BU Business Unit

Commissioning
3 are those who use surrogates to bear a child
Mother

4 Darwinbox An HRMS tool used to apply leaves and monitor attendance

Human Resource Management System, is a combination of systems and

5 HRMS processes that connect human resource management and information
technology through HR software

6 LWP Leave Without Pay

7 MBT Maternity Benefit Act, 1961
8 ML Maternity Leave

A period of absence from work granted to a mother before and after

9 Maternity Leave
the birth of her child.

Business Unit
10 Includes all branch offices across locations
Offices

11 PH Public Holiday
12 PL Privilege Leave

A period of absence from work granted to a father after or shortly

13 Paternity Leave
before the birth of his child.

A nationally recognized day when most businesses and other

14 Public Holiday
institutions are closed.

These are the leaves which are earned by the employees in the current
15 Privilege Leave
year

16 Knowledge Office Includes both 5 days and 6 days working employees.

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 Annexure II
Attendance Considered
Payroll Month
(FY 2019-20)

Apr 26-Mar 24-Apr

May 25-Apr 25-May

Jun 26-May 24-Jun

Jul 25-Jun 25-Jul

Aug 26-Jul 25-Aug

Sep 26-Aug 24-Sep

Oct 25-Sep 25-Oct

Nov 26-Oct 24-Nov

Dec 25-Nov 25-Dec

Jan 26-Dec 25-Jan

Feb 26-Jan 23-Feb

Mar 24-Feb 25-Mar

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