Concentrix Leave Policy (India) PDF

Leave Policy Document Attributes Policy Name: Policy #: CNX-HR-04-pl-002 Leave Policy Approval Authority: First Effective: June...

Leave Policy Document Attributes Policy Name: Policy #: CNX-HR-04-pl-002 Leave Policy Approval Authority: First Effective: June’2014 VP Human Resource (People Solutions) Responsible Authority: Revised Date: 27th June 2022 LER Leader Responsible Department: People Solution (LER) Page 1 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy Policy History Change Version Number Date Approved By Change Description CNX/WLP/PL/LEAV/1.0 June’2014 NA Initial version “IBM Daksh Business Process Services Pvt. Ltd” CNX/WLP/PL/LEAV/2.0 August’2014 Director HR changed to Concentrix Daksh Services India Private Limited. 1. Common Leave Policy for CNX Daksh & CNX Technologies, clause 1.0 – Removed “Daksh Services India Private Limited “ 2. Clause 2.0 – Added “and Concentrix Technologies India Private Limited.” 3. Clause 4.10 (a) – Added “at a stretch” CNX/WLP/PL/LEAV/3.0 January’2015 Director HR 4. Clause 4.19(a) – Removed “maternity leave” 5. Added Clause 4.21(c) –”CSL balance will either be transferred or lapsed as per the entitlement applicable at the new location. However employee can also avail the balance CSL before the transfer to the new location” Policy validated and determined to be current and CNX/WLP/PL/LEAV/4.0 February’16 Director HR complete; no changes required. 1. Clause 4.10: Half Day Casual Leave (HCL) & Half Day Earned Leave (HEL) has been added to the Policy 2. SIP Removed 3. PBC replaced with Performance Appraisal 4. BCG Replaced with COEBC CNX/WLP/PL/LEAV/5.0 April’16 Director HR 5. Minor language corrections 6. Helpdesk Email address updated 7. Under 4.15, following clause added: “LWP beyond 30 days and upto 90 days will require approval of Location Leader & Business HR Leader.” Changes in 4.11(c) – Maternity leave extension CNX/WLP/PL/LEAV/6.0 June’16 Director HR clause verbiage changed. Medical documents not required. Can be approved by People Manager Changes in EL and CSL clauses for Uttar Pradesh – Clause 4.4 Added Clause -4.9(g) for CSL for avail process CNX/WLP/PL/LEAV/6.1 Aug’16 Director HR for UP UP replaced with Uttar Pradesh Page 2 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy Table 9.1 – Accrual rate for UP changed from 2.08 to 2.09 Clause 4.7 – added- EL should be approved in the leave management system Clause 4.10 (e) – Number “3” replaced by number“2” Clause 4.11 (a) Amended by replacing 12 weeks leave with 26 weeks upto two children CNX/WLP/PL/LEAV/7.0 Apr’17 Director HR Clause 4.11 (b) added for the facility of work from home Clause 4.11 (d) Amended Clause 4.12 Amended by replacing 4 weeks with 12 weeks. Clause 5.0 Replaced Workforce Program Leaderwith LR Leader Clause 4.11,C Word “Tubectomy” removed Clause 4.11 (d) Modified CNX/WLP/PL/LEAV/7.1 Sep’17 Director HR Clause 4.11 (f) to (k) added. Annexure 9.4 updated for AP Clause 4.8 Word “Band” replaced by “Career Levels” Addition of Gujarat and Telangana in CNX/WLP/PL/LEAV/8 Jan’18 Sr. Director annexures 9.1, 9.2 and 9.4 HR Amended clause 4. Maximum encashment limits revised Amended clause 4.23 (b) Sr. Director CNX/WLP/PL/LEAV/9 Mar’18 4.13(b) -Amended HR Page 3 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy Clause 4.1: Addition of childcare leaves and part- time employment Clause 4.11 (e) Additional one month paid extended maternity leave Clause 4.11: (k) Option of child care leaves and CNX/WLP/PL/LEAV/10 Nov’18 part-time employment Sr. Director HR Clause 4.12: Addition of child care leaves post leave for adoption Addition of Annexure 9.6 VP HR CNX/WLP/L/LEAV/11 Feb’19 (People Clause 4.11 K Amended Solutions) Clause 2 Amended to include Concentrix Services India Private Limited and Convergys India Services Private Limited VP HR CNX/WLP/L/LEAV/12 Dec’19 (People Clause 4.8 (e) Amended – the word “Basic” Solutions) replaced with “Gross” and number “22” with “26” Clause 4.23 (a) Amended – The word “Basic” Replaced with “Gross” and number “22” with “26” Clause 4.17 (c) Addition – Special Paid Leave for relocation Clause 3 (definitions) – Addition of definition of Gross Salary Clause 4.8 (e) Amended – the number “26” with VP HR CNX/WLP/L/LEAV/13 Feb’20 “30” (People Solutions) Clause 4.23 (a) Amended – The number “26” with “30” VP HR (People CNX/WLP/L/LEAV/13.1 May’20 Solutions) Clause 4.11– Amended Page 4 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy Clause 9.2– Amended, EL carry forward for VP People Karnataka from 30 to 45 CNX/WLP/L/LEAV/14.0 Mar’21 Solutions Clause 9.3– Amended- Added 2 States i.e. Gujarat & Jharkhand for Maternity Leave Eligibility Criteria. VP People Clause 4.2– Amended, Added for Employees working CNX/WLP/L/LEAV/14.1 Mar’21 Solutions on WAH model. Clause 4.15 – Amended for LWP Accrual. VP People CNX/WLP/L/LEAV/14.2 Dec’21 Solutions Clause 4.16 – Added Backfill Position VP People CNX/WLP/L/LEAV/15.1 Jan’22 Solutions CNX/WLP/L/LEAV/15.2 27th June 2022 VP People Aligned Policy number with the CORE control Solutions number. CNX/WLP/L/LEAV/15.2 27th June 2022 VP People Clause 4.16 – Added Backfill Position Solutions CNX/WLP/L/LEAV/16 Feb’23 VP People Clause 4.4, 4.9, 9.1,9.2,9.3 & 9.4 – Added for Solutions Bhubaneswar CNX/WLP/L/LEAV/16.1 May’23 VP People Clause 4.8- Added Leave Encashment rule for Gujarat. Solutions Clause 4.9 – Addition of Medical Certificate criteria and removed Bhubaneswar clause of CSL. Page 5 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy 1.0 OBJECTIVE Concentrix recognizes that a productive workforce is critical to the success of the organization. Holidays and leaves are designed to allow regular time-off from work hence maintaining an effective work- life balance. 2.0 SCOPE & ELIGIBILITY All regular & fixed term Hires employees under the management of Concentrix Daksh Services India Private Limited, Convergys India Services Private Limited, Concentrix Services India Private Limited and Concentrix Technologies India Private Limited (Hereinafter referred to as “Concentrix India”). 3.0 DEFINITIONS & ABBREVIATIONS EL Earned Leave CSL Casual and Sick Leave LWP Leave without Pay HSST HR Services Support Team COEBC Code of Ethical Business Conduct SECF Sabbatical Employee Clearance Form Sabbatical Leave Long leave of absence from the company, on LWP Annual leave year Calendar year Absence Away from duty without due authorization CLC Company Leased Car HEL Half Day Earned Leave HCL Half Day Casual Leave CCL Child Care Leave Gross Salary Includes all such allowances which are payable under the terms of employment but is limited to include only the fixed components of the employee’s CTC excluding Company’s Contribution to PF, ESI and Statutory Bonus/Bonus (where applicable). Page 6 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy 4.0 POLICY DETAILS 4.1 This policy describes various kinds of leave which may or may not be applicable to various employees or locations a) EL b) CSL c) HEL- Half Day Earned Leave d) HCL- Half Day Casual Leave c) Maternity Leave d) Maternity Leave for Adoption e) Paternity Leave f) National Holidays & Festival Holidays g) LWP h) Sabbatical Leave i) Special Paid Leave j) Unpaid Child Care leave post completion of Maternity Leave/leave for Adoption k) Part-time employment post completion of maternity leave Note: FTH employees will not be eligible for Sabbatical Leave and Child Care leaves. 4.2 Leave and holidays for part time employees will be governed as per applicable laws in their respective location. Employees on Work at Home model will remain entitled for Leaves, Weekly Off and Holidays as per the Leave and Working Hours Policies. Earned Leave (EL) 4.3 Earned leave entitlement and the accrual rates will be as detailed in Annexure 9.1 4.4 EL will be credited in advance on the 1st of every month. For the month of Joining, EL accrued will be as follows:  If a person joins on or before 15th of the month, EL accrued will be for the full month  If a person joins after 15th of a month, EL accrued will be 1 Page 7 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy For the month of Separation or Transfer, EL will be accrued will be as follows:  In case the employee has worked for 15 days in a month, EL accrued will be 1  In case the employee has worked for 16 days or more in a month, EL accrued will be for the full month *Note for Andhra Pradesh, Telangana, Bhubaneswar and Uttar Pradesh employees- EL earned during the year will be credited to leave balance at the end of each year of service. EL can be availed only after completion of one year of service subject to maximum leave earned for previous year. 4.5 Employee can avail EL only if, there is leave balance in the employee’s account. EL should be approved in the Leave Management System prior to proceeding on leave. 4.6 EL should be applied at least five working days in advance and can be availed only with prior approval. Except in emergency situations or prolonged illness; else it would be treated as unauthorized absence and marked as LWP. 4.7 Carry Forward and Accumulation: a) Employees can carry forward and accumulate unutilized EL’s as per the limits/ guidelines prescribed in Annexure 9.2. b) Leave balance will be reconciled on 31st Dec of every year, and any accumulated leave above the maximum carry forward limit will lapse except in Maharashtra. 4.8 Encashment: a) Encashment of accumulated EL will be done only at the time of separation upto a maximum limit prescribed in Annexure 9.2 For Andhra Pradesh, Career Level 12, 11 and 10 in Operations Job Function are eligible for leave encashment of max up to 8 leaves, at the end of the calendar year. For employees in Maharashtra, Earned leaves over and above maximum accumulation limit (45 ELs), For Employees in Gujarat, Earned leaves over and above maximum accumulation limit (63 Els) shall be encashed at the end of the calendar year. Leave encashment must be approved by C&B Leader. b) For the month of Separation, EL accrued will be as follows: In case the employee is separated on or before 15th of the month; EL accrued for the separation month will be 1. In case the employee is separated on or after 16th of the month, EL accrued will be for the full month c) Leave encashment will be computed basis salary as on 31st December of the previous year d) In case of death of an ‘Active’ employee, all earned leaves to be considered for encashment, irrespective of the applicable cap as per location e) All calculations for encashment or recovery of EL would be done basis monthly Gross Salary applicable at the time of such calculation Page 8 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy Encashment Amount = (Gross Salary / 30) * No. of EL Page 9 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy f) The Income Tax laws as applicable will govern leave encashment. 4.9 Casual and Sick Leave a) CSL may be availed by an employee in the event of sickness and/or ailment or if they are required to be absent from office to attend to personal work. Misuse of this facility would lead to appropriate disciplinary action. b) CSL entitlement will be as detailed in Annexure 9.1. c) CSL would be accrued in advance at the rate mentioned in Annexure 9.1 d) Employees can avail CSL, only if he/she has Leave balance. e) CSL can be availed only once a month upto 2 working days for any additional CSL a medical certificate is required. The second instance of CSL can be solely on the basis of medical grounds with mangers approval only who reserves the right to accept/reject such a leave request. The company may send the employee for medical examination if deemed necessary/appropriate. f) In case the employee requires prolonged leave because of illness or any personal exigency. and does not have sufficient CSL balance, the extra leaves will be debited to the EL accrued balance and subsequently LWP may be sanctioned with the approval of the upline manager. g) Employees in Uttar Pradesh will be able to avail maximum of 10 CSL in first 6 months of joining. Remaining of the entitled leave for the year will be available only after completion of 180 days of service. CSL will be credited on a monthly basis. h) Any un-availed CSL during the year will not be encashed or carried forward and will lapse at the end of each calendar year 4.10 Half Day Leave a) Half day Earned/Casual Leave: Employees can avail HEL/HCL only if he/she has sufficient Leave balance. b) People Managers may grant Half Day Leave to Employees delivering minimum of 4.5 Production hours. c) Any approved Half Day Earned Leave or Half Day Casual Leave will be deducted from the available leave balance of the employee. d) Half Day leave is not applicable for Part time employees. 4.11 Maternity Leave a) Female employees who have been in continuous employment with the company for a period mentioned in Annexure 9.3 are eligible for this leave. Effective 1st Apr’17, this leave is granted on full pay for up to 26 weeks for first two children and can be availed approximately 8 weeks before and 18 weeks after delivery at a stretch. A female employee having two or more than 2 surviving children shall be entitled to get 12 weeks maternity leaves of which not more than 6 weeks shall precede the date of her expected delivery. The confinement must be certified by an approved medical practitioner. Page 10 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy b) Effective 1st Apr’17, in case where the nature of work assigned to a female employee is such that, she may work from home, the company may allow her to do so after availing the maternity benefit for such period, on mutually agreed terms and conditions. c) In case of miscarriage, medical termination of pregnancy, still born, a female employee would be entitled for 6 weeks leave with full pay immediately following the day of her miscarriage. A certificate from a registered medical practitioner must be submitted in this case. d) In case of Tubectomy operation, a female employee would be entitled for 2 weeks leave with full pay immediately following the day of her miscarriage. A certificate from a registered medical practitioner must be submitted in this case. e) Employee suffering from illness arising out of pregnancy, delivery, premature birth of child or miscarriage, medical termination of pregnancy or tubectomy operations shall, on production of such proof certified by an approved medical practitioner, be entitled for leave with wages at rate of maternity benefits for a maximum period of one month. The entitlement for leave will be subject to validation of the medical certificate or document by Integrated Health Services (IHS). Post IHS validation, approval from HR location Leader. HRIS Team will apply the same in Ramco upto a maximum of 30 days. f) The employee availing this leave would need to submit statutory forms, Form A and Form B (Form K in case of West Bengal Employees) to their respective Manager, as prescribed by law before going on the Maternity Leave. g) Proceeding for Maternity Leave: All Systems and access of the employee will be suspended on temporary basis until the employee resumes the work immediately after completion of maternity leave & all Concentrix India property/asset including keys, corporate card, Laptop (if issued) must be returned to the organization before going on maternity leave. h) While on maternity leave, the employee will continue to be governed by Concentrix India and other rules and regulations of the company including confidentiality obligations. Employee should not be involved in any other employment during the period of Maternity leave/unpaid Child Care Leave nor should the employee indulge in any activity which may constitute a conflict of interest with Concentrix India. Failure to comply with the terms of Concentrix India Code of Ethical Business Conduct (COEBC) Guidelines and the other rules and regulations of the Company may result in Concentrix India forthwith terminating the employment of the employee for cause. i) Weekly offs and holidays falling in between Maternity will be treated as Maternity Leave and falling in between Child Care Leave will be treated as unpaid Child Care Leave j) Rejoining post Maternity: Employee will get in touch with the people manager atleast 30 days prior to the completion of her maternity leave to either rejoin or opt for unpaid Child Care leave/part-time employment. k) For first two children, post completion of Maternity Leaves (paid leaves upto 26 weeks), employee can either rejoin the work as Full Time Employee (FTE) with full pay or has the following options: (i) Option 1: Employee can avail Child Care leave (Without pay/Unpaid) upto maximum of 78 weeks. For availing Child Care leaves, the employee is required to obtain approvals from her Page 11 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy People Manager, Function Head/Delivery Project Executive (DPE) and Location HR Head. The leave shall be approved in normal circumstances; however, any rejection shall be communicated to the employee in writing along with a note to Country HR Head. Employee shall get in touch with her People Manager one month prior to the end of Child Care leave to discuss the job profile. Employee can opt for unpaid Child Care leave at a stretch within a period of two months post completion of maternity leave. Weekly Offs and Holidays/National Holidays falling in between Child Care leave will be treated as unpaid Child Care leave. Other leaves will not be accrued during the unpaid leave period. (ii) Option 2: Employee can opt for part-time employment upto 6 months. She needs to work for 5 hours (including break) in a day. Employee will be eligible for 60 percent of her normal monthly salary during part-time employment. The employee is required to obtain approvals from her People Manager, Location HR Head and Function Head/Delivery Project Executive (DPE). Employee can either avail option 1 or option 2. l) Action in case of failure to rejoin on the designated date – In the event the employee fails to rejoin the work either after completion of paid maternity leave or unpaid child care leaves on the prescribed date; it shall be considered as abandonment from the services of the organization and the Company may initiate “Abandonment of Duty” process and separate the employee from the organization after following the due process as prescribed in the Company’s policy. m) Backfill can be hired for staff proceeding on Maternity Leave/ Unpaid Child Care Leave for 6 months or more. 4.12 Maternity Leave for Adoption a) Female employees legally adopting children, below the age of three months or a commissioning mother (“commissioning mother” means a biological mother who uses her egg to create an embryo implanted in any other woman), will be allowed upto 12 weeks leave. Employees can choose to commence leave on the actual date of adoption or a week in advance to facilitate the adoption process. b) Post 12 weeks leave for adoption, employee will be eligible for unpaid Child Care leaves upto a maximum of 6 months. Earned leave will not be accrued during child care leaves. c) Employees should inform the manager of the intention (with dates) to take adoption leave at least one month in advance, to enable effective work planning. The employee is also required to produce proof of adoption of the child (an adoption deed or an adoption order by a court). d) Employees should communicate any change in the date of leave commencement, at least 15 days in advance. e) Employees cannot carry over this leave beyond one month from the date of adoption of the child. Page 12 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy 4.13 Paternity Leave a) Paternity leave may be availed by all male employees and employees with same gender domestic partners within 120 days of the birth/adoption of their child. The proof of child birth/adoption may be asked by the manager at the time of approving this leave. In case of a same gender domestic partnership, the employee may also contact People Solutions directly. A declaration email stating the name of the domestic partner would be required to be submitted. b) Eligible employees will be able to avail leave for 5 calendar days at one stretch with full pay. This leave should commence within 120 days from child birth or date of adoption. This leave should be taken in a single stretch and cannot be broken down into parts. c) Employees should inform the manager of the intention to avail paternity leave one month in advance to enable effective work planning. Employees are required to produce proof of child birth or adoption of child. The proof would be as follows: For child birth A birth certificate from the hospital For adoption of a child An adoption deed or an adoption order by a court d) Employees should communicate any change in the date of leave commencement, at least 15 days in advance. e) Un-availed paternity leave will lapse at the end of 120 days from date of child birth /adoption and cannot be encashed. 4.14 National Holidays & Festival Holidays a) Company will observe National Holidays as prescribed in Annexure 9.4. b) Company will declare a list of festival holidays before start of every year. The Location HR Leader would finalize the list depending on the local customs and practices. c) If an employee is required to work on any of the defined national/ festival holidays, Compensation will be given as prescribed in Work Hours, Overtime, Supplementary & special supplementary Pay Policy- India. 4.15 Leave without pay (LWP) a) An employee can avail authorized LWP for emergencies, prolonged illness, important events etc. b) LWP can be sanctioned with the approval of upline manager for emergencies, prolonged illness etc. Weekly offs and holidays falling in between LWP will be treated as LWP. Page 13 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy c) LWP beyond 30 days and upto 90 days will require approval of Location Leader & Business HR Leader. d) LWP cannot be extended beyond 3 months. Beyond 3 months should be considered for Sabbatical (basis eligibility). Other leaves will not be accrued during LWP beyond 30 days to 20 days. e) No leave accrual in case of 20 days LWP in last 30 days or 30 days LWP in last 45 days. (either one or both). 4.16 Sabbatical Leave a) Sabbatical leave is an unpaid leave designed to provide employees the facility of taking a Sabbatical while continuing to be on Concentrix India rolls. This is a discretionary leave and should not be considered a matter of right for the employee. Regular full time and part-time employees are eligible for this leave. Employees availing CLC (Company Leased Car) and emergency loan benefits will not be eligible till these are completely paid. Employees on Sabbatical will continue to be shown under the head count for respective Function. Employee return to duty from Sabbatical will be subject to availability of roles. Sabbatical leave may be granted for the following cases:  Health Reasons for self  Nursing of a close relative or dependent, namely, parents, spouse, children or siblings during illness;  For further education for professional development  To support education of children  For accompanying spouse or parent transferred/ or on shortterm assignment to different location b) The employee is required to meet the below mentioned criteria to be eligible for Sabbatical Leave  Should have worked for at least 24 months in the company  Employee should be Career Level 9 & above (Career Level 9 to Career Level 1)  Performance rating should not be less than 3 in the last Performance review cycle.  Should not have availed Sabbatical leave in the last two years  Should not currently on the redeployment pool c) Minimum sabbatical period is 3 months whilst the maximum is 12 months (including all extensions). d) The employee is required to obtain approvals from his/her people manager, upline Manager, vertical leader & location leader. e) Backfill can be hired for staff proceeding on Sabbatical leaves for 6 months or more. Page 14 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy Mandatory Requirement: Before granting Sabbatical leave to employee, it is mandatory for People Manager to take a confirmation from payroll team on any recoverable amount due at employee’s end. If any amount is due, the same should be paid back to Concentrix India before employee proceeds on Sabbatical Leaves. Any deviation to this clause will call for an appropriate action against approver basis management’s discretion. f) Documentation required – Employee will be required to submit:  Details of the course and benefit to the individual and/or the organization & Proof of Admission, in case of Professional development reasons. Important Note: The organization in no way is liable to make payments for fees or any other allowances perks or benefits available to employee as per policy while on leave other than providing leave without pay g) Compensation & Benefits plan during Sabbatical - Refer to Annexure 9.5 h) Performance Review- Employees should have worked for a period of at least three consecutive months in a calendar year, to be eligible for Annual Performance Rating. i) Proceeding for Sabbatical: All physical and system access of the employee will be cancelled & all Concentrix India assets including keys, corporate card, Laptop (if issued) must be returned to the organization. j) Any emergency loan/ advance if any should also be returned before the employee proceeds on sabbatical leave. k) While on sabbatical, the employee will continue to be governed by the Concentrix India COEBC guidelines, and other rules and regulations of the company including confidentiality obligations. Employee should not be involved in any other employment during the period of Sabbatical leave nor should the employee indulge in any activity which may constitute a conflict of interest with Concentrix India business activities. Failure to comply with the terms of Concentrix India COEBC guidelines and the other rules and regulations of the Company may result in Concentrix India forthwith terminating the employment of the employee for cause. l) Weekly offs and holidays falling in between Sabbatical will be treated as Sabbatical. m) Rejoining post Sabbatical: Employee will get in touch with the people manager one month prior to the end of Sabbatical leaves to check on roles availability. In case a role is available, employee shall return at the same band and the same salary. In case there are no roles available then the employee will be separated from the organization. Organization will endeavor to identify a position within the same department in which the employee was, before proceeding for sabbatical. Organization will also try to find any other suitable opportunity within the organization in the same location or any other location. Page 15 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy Out of the roles offered to the employee, if employee refuses the opportunity provided to him / her either before or after selection, this will lead to separation of services. Employees returning from the sabbatical and continuing his/ her services, will be granted continuous service credit for the entire period of leave. The leave accrual will begin when the employee rejoins after sabbatical. n) If an employee's leave of absence expires during a weekend or on a defined Holiday, Organization will consider the first working day following the weekend or holiday to be the employee's official return to work, and the employee's pay would be resumed from that date. o) Extension of Sabbatical Leave: An application for extension of Sabbatical leave must be submitted by the employee to his / her Manager, at least 14 days prior to the expiry of the approved Sabbatical leave. Any extension will be decided on a case to case basis and would require approval of the Upline manager of the employee. p) Action in case of failure to rejoin on the designated date - Incase the employee fails to rejoin duties on the agreed date; it would be considered as abandonment from the services of the organization and will follow the “Abandonment of Duty” process. 4.17 Special Paid Leave Location People Solutions Leader may choose to give an employee a special paid leave in the following circumstances: a) In case an employee meets with an accident while travelling in company provided transport b) Investigation on account of disciplinary issue cases c) Special Paid Leave upto five (5) days in case of relocation (Business Approved). 4.18 Unauthorized Absence In case of unauthorized absenteeism from duty/no information provided about the inability to report to work for three consecutive calendar days, “Abandonment of Duty” is initiated as per Off Boarding Process 4.19 Availing Leave a) Leave to be applied as per the defined leave process and should be approved in advance in the Leave Management system. 4.20 Calculation of the leave availed a) Leaves will be marked for working days and any weekly offs or Holidays falling between the Leave start date and Leave end date would be marked as Weekly offs or Holidays. In the case of LWP, unauthorized absence and Sabbatical Leave, weekly offs and Holidays falling during the leave period would be counted as LWP or Absence. Page 16 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy b) In case the attendance is not marked for 1 day prior to and 1 day post the weekly offs, weekly offs falling between such days will not be paid for and will also be considered as Not marked. 4.21 Other Clauses a) No employee, while on leave shall take up any employment or any vocation for profit or gain. b) If an extension is desired after the employee proceeds on leave, a written request /electronic application must be submitted by the employee, to his/her respective Manager. Application must be submitted we ll in advance for the reply to reach him before the expiry of the leave. Any absence, beyond sanctioned leave will be treated as unauthorized absence and action as deemed fit would be initiated against the employee. 4.22 Transfer to different location a) Leave entitlement of the new Location shall become applicable in case employee is transferred to another location. b) EL balance will be transferred & will be credited on a Pro-rata basis per the entitlement applicable at the new location. c) CSL balance will either be transferred or lapsed as per the entitlement applicable at the new location. However, employee can also avail the balance CSL before the transfer to the new location 4.23 Adjustment of leaves and notice period a) Leave encashment & notice period recovery will be calculated separately as per the formula given below: a. Notice period: (Gross Salary / 30) *Number of days of un-served notice b. Leave encashment: Encashment Amount = (Gross Salary / 30) * No. of EL b) In case the notice period is waived off by the company, no adjustment will be made against the employee’s leave balance and the amount equivalent to the entire leave balance (as detailed in Annexure 9.2) shall be considered for the full and final settlement. (Refer to Offboarding Policy for more details) 5 EXCEPTIONS & VIOLATIONS Any exception to this policy shall be approved by Labour Relations Leader. Any violation to the policy should be brought to the attention of the Labour Relations Leader. 6 RESPONSIBILITY FOR EXECUTION It is employee’s responsibility to understand guidelines related to leaves for respective locations and seek clarity on unique attributes related to the Line of Business they are aligned to. People Managers are responsible for administering the policy end to end in a timely manner. Page 17 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy 7 REFERENCE DOCUMENTS Working Hours & Overtime pay policy, Off Boarding Process 8 POLICY REVIEW & CHANGE AUTHORIZATION This policy can be amended / modified/ withdrawn at any point of time without any notice at the discretion of the management represented by policy owner. Any payout related query is to be addressed to the HR Help Desk at [email protected] 9 ANNEXURE 9.1 Annual EL and CSL Entitlements and Accrual Rate EL CSL Location Accrual Rate Accrual Rate Total Leave Entitlement Entitlement Entitlement Per Month PER MONTH Haryana 32 18 1.5 14 1.17 Uttar Pradesh 40 15 1.25 25 2.09 Chandigarh 32 18 1.5 14 1.17 Maharashtra 23 15 1.25 8 0.67 Karnataka 30 18 1.5 12 1 Andhra Pradesh 39 15 1.25 24 2 West Bengal 31 14 1.17 17 1.42 Tamil Nadu 36 12 1 24 2 Telangana 39 15 1.25 24 2 Jharkhand 33 15 1.25 18 1.5 Gujarat 32 18 1.5 14 1.17 Bhubaneswar 33 18 1.5 15 1.25 Page 18 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy 9.2 EL Carry forward & Accumulation Limits Maximum Maximum EL Location Accumulation Encashment Limit Limit Haryana 30 30 Chandigarh 30 30 Maharashtra 45 45 Karnataka 45 45 Uttar Pradesh 45 45 West Bengal 30 30 Andhra Pradesh 60 60 30 Tamil Nadu 30 63 Gujarat 63 45 Jharkhand 45 60 Telangana 60 30 Bhubaneswar 30 9.3 Maternity Leaves Eligibility Criteria Location Minimum Continuous Employment Period (Eligibility) Haryana, Chandigarh, West Bengal, Maharashtra, Uttar 80 Days Pradesh Karnataka 80 days in 1 year preceding to Expected date of delivery Andhra Pradesh 6 months Tamil Nadu 80 Days Gujarat 80 Days Jharkhand 80 Days Bhubaneswar 80 Days Page 19 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy 9.4 National/ Mandatory & Festival Holidays Page 20 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy Optional Festival National/ Mandatory Holidays Location Holidays (Nos.) Nos. Day Haryana 5 3 Chandigarh 5 Republic Day, Independence Day, Gandhi Jayanti Uttar Pradesh 5 Republic Day, Independence Day, Gandhi Jayanti, Maharashtra 6 4 Maharashtra Day Republic Day, Independence Day, Gandhi Jayanti, Karnataka 5 5 Rajyotsava, May Day Republic Day, Independence Day, Gandhi Jayanti, West Bengal 3 5 Labour Day, Netaji Jayanti Andhra 4 4 Republic Day, May Day, Independence Day, Gandhi Pradesh Jayanti, Republic Day, Independence Day, Gandhi Jayanti, May Tamil Nadu 5 4 Day Gujarat 25 3 Republic Day, Independence Day, Gandhi Jayanti, Republic Day, May Day, Independence Day, Gandhi Telangana 4 5 Jayanti, Telangana Formation Day Jharkhand 5 3 Republic Day, Independence Day, Gandhi Jayanti Bhubaneswar 4 4 Republic Day, Independence Day, Gandhi Jayanti and May Day. 9.5 Compensation Plan during Sabbatical leave Item Benefits Medical & accident Insurance Yes Protection of Career Level & salary (at time of Yes sabbatical commencement) on return Yes. However, there will be no contributions made to Continuity of Benefits under retiral schemes like these schemes during the time the employee is on a PF, Gratuity etc. sabbatical Salary Revision No. Salary will be adjusted in the next Salary Program. Page 21 of 20 Concentrix India - Proprietary and Confidential Information  Leave Policy 9.6 Compensation Plan during Childcare leave Item Benefits Medical & accident Insurance Yes Protection of Career Level & salary (at time of Yes Child Care leave commencement) on return Continuity of Benefits under retiral schemes like Yes. However, there will be no contributions made to these schemes during the time the employee is on PF, Gratuity etc. unpaid Child Care leave Employee will be eligible to receive the same Annual Annual Performance Rating Performance rating as in the previous year if she is on Child Care Leave for more than 3 months in the current assessment year. Page 22 of 20 Concentrix India - Proprietary and Confidential Information