Leave Policy

Leave Policy

This policy is applicable to Centelon IT Solutions LLP, India (referred as “Centelon” hereafter in this document) employees and contract staff (referred as Employees in this document)

Effective Date: 1st April 2023

Number of paid leave per year is increased from 18 to 20 days. With this increase in number of annual paid leave, a new category of leave – Special Leave is being introduced.

Special leave has been introduced to encourage employees to take at least one long break every year and spend quality time with their family and loved ones. This will enable an employee to come back to work with greater vigor and enthusiasm.

20 days paid leave will be distributed as below:

• Special Leave - 5 days
• Earned Leave - 15 days
  
  

Special Leave:

• Special Leave will be credited to the employee leave account at the beginning of the financial year (FY) or on date of joining.
• Special Leave must be availed in a block of 5 days with prior approval from manager. It cannot be availed in parts.
• If Special Leave is not availed, it will automatically lapse at the end of the FY.
• Employees who join Centelon after 1^st November are not eligible for Special Leave in the first FY.
• Special Leave cannot be availed during the notice period.
• Whenever employees avail Special Leave, they are advised to submit company assets like Laptop to the IT department. This is to ensure employee is not pulled into official work while on leave and is able to spend quality time with their family & loved ones.

Earned Leave:

• Only permanent employees and Senior Contract staff are eligible for 15 days Earned Leave.
  
• Employees on probation and Junior Contract staff will be eligible for 1 leave per month

• Schedule for credit of Earned Leave for each quarter as per table below:

• Employees joining in mid of the quarter will be eligible for prorate credit of leave.

Carry forward of Earned Leave across FY:

• Beyond a long leave, Centelon encourages employees to take intermittent breaks throughout the year.
• To encourage employees to take intermittent breaks, Limit to Carry Forward of Earned Leave across FY has been introduced.
• Maximum carry forward limit for Earned Leave at the end of Financial Year is 10 days.
• Any leave beyond/above 10 days at the end of FY will lapse.
• If the employee has not been able to avail leave during the year due to critical project pressures, employee can carry forward more than 10 leave across FY with special approval from the Chapter Lead.
• Max period for extension to utilize Earned Leave is Q1 of the subsequent FY.

Scenarios:

1. In case employee has 15 days leave as on 1st Jan. He/she is required to consume at least 5 days leave between 1^st Jan to 31^st March and balance 10 days leave will be carried forward to the next FY along with the new leave being credited for Q1.
2. In case employee is with leave balance less than 10 days as on 31st March – total leave balance will be carried forward to next FY.
3. In case employees has more than 10 days leave balance as on 31^st March i.e.,12 days, employee needs a special approval from Chapter Lead to carry forward 2 days additional Earned Leave, but with a condition that those Earned Leave needs to be consumed in Q1 new FY, beyond which this additional leave will lapse.
4. If Chapter Lead does not approve the request, leave over and above 10 days - in this case 2 days Earned Leave will lapse on 31st March.
   
   

Guidelines for taking leave:

• Employees working in a team are encouraged to avail leave whenever possible with the prior approval of Manger/Chapter Lead after considering ongoing projects, team workload and leave plans of other team members.
  

• Employees should discuss leave plans with their client or Project Manager as early as possible and take necessary approvals. Unplanned leave while on project are not appreciated.
  

• Project teams should try utilization of special leave together or in groups during off- peak or shutdown schedule after discussion with client or Project Managers.

Exceptional Carry Forward Leave Criteria:

In certain instances, exceptions to leave carry forward can be considered only if employee meets the below conditions.

1. Employee must have completed one year of service with Centelon.

2. Employee must not be serving notice period at the time of request.

3. Employee earned leave balance must be less than 10.

4. Employee must raise the request by February.

Exceptions to leave carry forward can be considered in the following scenarios:

    1. Family Medical Reasons: If an employee or their immediate family members (such as parents, spouse, or children) have planned surgeries, the employee can request HR to carry forward the special leave to next financial year. Approval will be granted upon verification of medical records.

    2. Maternity/Paternity: Employees may request special leave carry forward to the first quarter of next financial year for extending maternity or paternity break.


    3. Marriage: Employees may request special leave carry forward to next financial year if they are planning to get married during the first quarter of the new financial year.

    4. Legal Requirements: If an employee is involved in legal proceedings and with confirmed hearing dates, they may request special leave carry forward to the first quarter of the new financial year.

Carry Forward Limit: The maximum carry forward limit is the first three months into the new financial year i.e, Apr – June.

All exceptional criteria must be verified by HR and approved by the CEO.”

Employee can raise exceptional special leave carry forward request through help desk ticket with proper supporting documents. After HR verification and CEO approval, leave carry forward will be taken care by Ops team in Centor.

Employee will get notification/ information on approval or rejection post HR verification. 

Disclaimer: Please note that Centelon Board reserves the right to alter, modify, delete, add any amendment to the above-mentioned policy and guidelines from time to time without assigning any reason whatsoever.