Daksh Leave Policy (India)

Published on 01 January 2010
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Daksh Leave Policy (India)
Daksh Leave Policy (INDIA
Version No.: CORP/WYAH/PL/LEAV/5.4 Effective From: July 2011
Objective:
This policy describes various kinds of leave and holidays which are applicable to various
employees or locations as per State Laws.
Details:
IBM GPS - INDIA delivery 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 keeping an effective work- life balance. All regular employees who of
MBPS BPO under the management of IBM GPS - INDIA delivery are covered under this
policy.
This policy describes various kinds of leave which may or may not be applicable to
various employees or locations
1. EL Earned Leave
2. CSL Casual and Sick Leave
3. LWP Leave without Pay
4. PBC Personal Business Commitments
5. SIP Salary Increase Process
6. HSST HR Services Support Team
7. BCG Business Conduct Guidelines
8. SECF Sabbatical Employee Clearance Form
9. Sabbatical Leave Long leave of absence from the company, on LWP
10. Annual leave year Calendar year
11. Absence Away from duty without due authorization
12. MBPS Managed Business Process Services
13. CLC Company Leased Car
14. CLA Company Leased Accomodation
15. IBM GPSD IBM GPSD (or Global Process Service Delivery) is the IBM business
unit that IBM Daksh is a part of. All references to "IBM GPSD" shall be deemed to
be references to IBM Daksh Business Process Services Pvt. Ltd.
Leave and holidays for part time employees will be governed as per applicable laws in
the location that they are working.
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Earned Leave (EL)
Earned leave entitlement and the accrual rates will be as detailed in Annexure 1.1
EL will be credited in advance, on the 1st of every month. For the month of
Joining, EL accrued will be as follows:
l If a person joins on or before 15th of the month, EL accrued will be for the full
month.
l If a person joins after 15th of a month, EL accrued will be 1.
For the month of Separation or Transfer, EL will be accrued will be as follows:
l Incase the employee has worked for 15 days in a month, EL accrued will be 1
l Incase the employee has worked for 16 days or more in a month, EL accrued
will be for the full month
*Note for Andhra 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 of leave earned for previous
year.
Employees can avail EL only if he/she has Leave balance. EL should normally be
applied at least five working days in advance. It needs to be availed with prior
approval , except in emergency situations or prolonged illness, else it would be
treated as unauthorized absence and marked as LWP.
Carry Forward and Accumulation:
Employees can carry forward and accumulate unutilized ELs as per the limits/
guidelines prescribed in Annexure 1.2
Leave balance will be reconciled on 31

st
Dec of every year, and any accumulated
leave above the maximum carry forward limit will lapse.
Encashment
Employees in Bands 3, 4 and 5, who are in production and taking calls or
processing transactions, will be eligible for annual encashment of EL as specified in
Annexure 1.2 in the first quarter upon written approval of C&B Leader. For all
other employees encashment of accumulated EL will be done only at the time of
separation and there will be no annual encashment.
For the purpose of encashment, calculation of EL for the month of separation will
be as follows:
Incase the employee has worked for 15 days in a month, EL accrued will
be 1.
Incase the employee has worked for 16 days or more in a month, EL
accrued will be for the full month.
For existing (active) employees leave encashment will be computed on salary as
on 31st December of the previous year.
For attrited employees leave encashment will be computed on their last drawn
salary.
All calculations for encashment or recovery of EL would be done based on monthly
Basic Salary applicable at the time of such calculation. The Income Tax laws as
applicable will govern leave encashment. Encashment Amount = (Basic
Salary / 22) * No. of EL
Casual and Sick Leave
CSL may be availed by an employee in the event of sickness and/or ailment or in
the event that they are required to be absent from office to attend to personal
work. Misuse of this facility would lead to serious disciplinary action.
CSL entitlement will be as detailed in Annexure 1.1 CSL would accrue in advance
at the rate mentioned in Annexure 1.1
Employees can avail CSL, only if he/she has Leave balance. CSL can be availed
only once a month and cannot extend beyond 3 working days, unless approved
prior to proceeding on leave. CSL can be taken more than once in a month on
medical grounds only. The company reserves the right to send the employee for
medical examination if deemed necessary/ appropriate.
More than 3 continuous days leave (in case of emergency) can be availed only
with the prior approval of the manager. The manager reserves the right to accept/
reject such a leave request.
In case the employee requires prolonged leave on account of illness etc, in excess
to the CSL accrued 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. Any un-availed CSL during the year will not be encashed or carried
forward and will lapse at the end of each calendar year
Half Day Leave
This clause is applicable only to employees in IBU, where employees have a
working week of "five & Half Day.
Employee can avail such a leave only on a scheduled half working day provided
he/she has accrued Leave balance.
Maternity Leave
Female employees who have been in continuous employment with the company
for a period mentioned in Annexure 1.3 are eligible for this leave. This leave is
granted on full pay for up to 12 weeks, approximately 6 weeks before and 6 weeks
after delivery, on signing an undertaking to abstain from temporary or part-time
employment or otherwise while on Maternity Leave. The confinement must be
certified by an approved medical practitioner.
In case of miscarriage, medical termination of pregnancy or Tubectomy operation,
a female employee would be entitled to for a 6 weeks leave with full pay
immediately following the day of her miscarriage. A certificate from a registered
medical practitioner has to be submitted in this case.
Female employees suffering from illness arising out of pregnancy, delivery,
premature birth of child, miscarriage, medical termination of pregnancy or
Tubectomy operation are entitled to an additional period of 1 month leave with full
pay. A certificate from a registered medical practitioner has to be submitted in this
case.
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
supervisors, as prescribed by law before going on the Maternity Leave.
Maternity Leave for Adoption
Female employees legally adopting children, will be allowed up to a maximum of 4
weeks leave (Maximum of 6 weeks for Andhra Pradesh employees). Employees
can choose to commence leave on the actual date of adoption or a week in
advance to facilitate the adoption process.
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).
Employees should communicate any change in the date of leave commencement,
at least 15 days in advance.
Employees cannot carry over this leave beyond one month from the date of
adoption of the child.
Paternity Leave
This leave applies to all male employees who are biological fathers of the child or
the spouse/ partner or have legally adopted the child.
Eligible employees will be able to avail leave for 5 working days at one stretch with
full pay. This leave should commence leave within 120 days from child birth or
date of adoption, as the case may be.
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.
Employees should communicate any change in the date of leave commencement,
at least 15 days in advance.
Un-availed paternity leave will lapse at the end of 120 days from date of child
birth /adoption and cannot be encashed.
National Holidays & Festival Holidays
Company will observe National Holidays as prescribed in Annexure 1.4
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.
If an employee is required to work on any of the defined national/ festival
holidays, Compensation will be given as prescribed in Working Hours, OT and
supplementary Pay Policy.
Leave without pay (LWP)
An employee can avail authorized LWP during emergencies, prolonged illness,
important events etc.
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.
4.16 Sabbatical Leave

a) Sabbatical leave is an unpaid leave designed to give employees the facility of taking
a Sabbatical while continuing to be on IBM GPS - India delivery rolls. This is a
discretionary leave and is not considered a matter of right for the employee.Regular full
time and part-time employees are eligible for this leave. Employees availing of CLC,
CLA 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/ Competency. Sabbatical leave may be granted for the following cases:
Health Reasons for self
Nursing of a close relative or dependent, namely, parents, spouse, children,
siblings, etc during illness;
For further education for professional development
To support education of children
For accompanying spouse or parent transferred/ or on short term assignment to
different location

b) The employee is required to meet the below mentioned criteria to be eligible for
Sabbatical Leave
have worked for at least 18 months in the company
PBC rating should not be less than 2 in the last PBC cycle.
Should not have availed Sabbatical leave within the last one year

c) Minimum sabbatical period is 3 months whilst the maximum is 18 months (including
all extensions)..

d) The employee is required to obtain approvals from his/her people manager and
upline Manager

e) 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

f) Compensation & Benefits plan during Sabbatical - Refer to Annexure 1.5
g) PBC - Employees need to have worked for a period of atleast three consecutive
months in a calendar year, to be eligible for a PBC rating.
h) Proceeding for Sabbatical: All Systems and access of the employee will be cancelled
& all IBM GPS - India delivery property including keys, corporate card, books &
classified documents must be returned to the organization.
i) Any emergency loan/ advance if any should also be returned before the employee
proceeds on sabbatical leave.
j) While on sabbatical, the employee will continue to be governed by the IBM Business
Conduct 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 IBM GPS - India delivery business
activities. Failure to comply with the terms of IBM Business Conduct Guidelines and the
other rules and regulations of the Company may result in IBM GPS - India
delivery forthwith terminating the employment of the employee for cause.
k) Rejoining post Sabbatical:
Employees shall return at the same band and the same salary, IBM GPS - India
delivery will endeavor to identify a position within IBM GPS - India delivery in the
same department in which he/she was before proceeding for sabbatical.
l) For employees, who return from the sabbatical and continues his/ her services will be
granted continuous service credit for the entire period of leave. The leave will begin
accruing when the employee rejoins after sabbatical.
m) If an employee's leave of absence expires during a weekend or IBM GPS - India
delivery holiday, IBM GPS - India delivery 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 re-started on that date.
n) Extension of Sabbatical Leave: An application for extension of Sabbatical leave has to
be submitted by the employee to the supervisor at least 14 days prior to the expiry of
the approved Sabbatical leave already. Any extension will be decided on a case to case
basis and requires the approval of the Upline manager of the employee.
o) Action incase of failure to rejoin on the designated date - Incase the member 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.
Click here to view the Sabbatical Leave User Guide
Special Paid Leave
Location HR 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
Unauthorized Absence
In case of unauthorized absenteeism from duty/no information provided about the
inability to report to work for seven consecutive working days, then it would be
presumed that the employee has voluntarily abandoned the employment.
Availing Leave
Leave to be applied as per the defined leave process. At any point of time, if an
employee is absent for a continuous period of seven days without prior approval of
his/her superior, (including overstay of leave), the company may immediately terminate
the services of the employee without any compensation In lieu of notice pay.
Calculation of the leave availed
Only the actual no. of leaves availed will be considered irrespective of whether any
holiday or weekly offs falls in between the leave, except in the case of LWP and absence
and Sabbatical Leave where weekly offs and Holidays falling during the leave would be
counted as LWP or Absence.
Incase of days where attendance is not marked, it will be considered as LWP. Incase 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 LWP.
If an employee is marked the following or any combination of the following from 1st of
the month to the 20th of the month continuously, then his/her salary would be put on
hold: LWP, Absence, Weekly Off, Holiday, Attendance not marked
Other Clauses
No employee, while on leave shall take up any employment or any vocation for
profit or gain.
If an extension is desired after the employee proceeds on leave, an application
must be made in writing/ electronically and sent to the concerned supervisor by
the employee well in advance for the reply to reach him before the expiry of the
leave already granted. Any absence, beyond sanctioned leave will be treated as
unauthorized absence and action as deemed fit would be initiated against the
employee.
Transfer to different locations
Leaves entitlement of the new Location shall become applicable in case employee is
transferred to another location. EL balance will be transferred & will be credited on a
Pro-rata basis per the entitlement applicable at the new location.
Adjustment of leave against notice period
a) In case an employee has EL balance to his/her credit, then it shall be adjusted
against the notice period not served. Maximum EL Balance which can be adjusted is 30
days. Any leave balance in excess to 30 days will not be considered for the full and final
settlement.
b) In case the notice period is waived off by the company, no adjustment will be made
against the employees leave balance and the amount equivalent to the entire leave
balance (maximum to 30 days) shall be considered for the full and final settlement.
Exceptions & Violations
Any exception to this policy shall be approved by C&B Leader. Any violation to the
policy should be brought to the attention of the C&B Leader.
Responsibility for excution
It is employees 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 & Up-line Managers are responsible for approving the leave in the
system on time.
Reference Documents - Working Hours, Overtime & Supplementary Pay Policy
Policy Review & Change Authorazation
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 hrhelpdesk@in.daksh.com
ANNEXURES:
1.1 Annual EL and CSL Entitlements and Accrual Rate

Location Total
Leave
Entitlement
EL CSL
Entitlement Accrual
Rate
Entitlement Accrual
Rate
Per
Month
PER
MONTH
Haryana 32 18 1.5 14 1.17
U.P. 40 15 1.25 25 2.08
Chandigarh 32 18 1.5 14 1.17
Maharashtra 21 21 1.75 -- --
Karnataka 30 18 1.5 12 1
Andhra
Pradesh
39 15 1.25 24 2
1.2 EL Carry forward, Accumulation & Encashment limits

1.3 Maternity Leaves Eligibility Criteria

West
Bengal
31 14 1.17 17 1.42
Tamil
Nadu
36 12 1 24 2
Location EL Carry
Forward Limit
Maximum
EL
Accumulation
Limit
EL Encashment
Limit (Yearly)
1
st

Year
Following
Year
(Band
3 ~
5)
Others
Haryana 12 24 30 All
leaves
in
excess
of 12
Max
upto 30
days
(only on
separation)
Chandigarh
Karnataka
Maharashtra 12
24
42 All leaves
in
excess
of 12
Max
upto 30
days
(only on
separation)
U.P. 15
30
45 15 Max
upto 30
days
(only on
separation)
West
Bengal
8 16 20 All
leaves
in
excess
of 8
Max
upto 30
days
(only on
separation)
Andhra
Pradesh
7 14 60 Max 8
leaves
Max 8
days
Tamil
Nadu
12 24 30 All
leaves
in
excess
of 12
Max
upto 30
days
(only on
separation)
1.4 National & Festival Holidays

Location Minimum
Continuous
Employment
Period (Eligibility)
Haryana,
Chandigarh,
West Bengal,
Maharashtra,
U.P.
80 Days
Karnataka 80 days in 1 year
preceding to
Expected date of
delivery
Andhra
Pradesh
6 months
Tamil Nadu 80 Days
Location Optional
Festival
Holidays
(Nos.)
National Holidays
Nos. Day
Haryana
& U.P.
5 3 Republic Day,
Independence Day,
Gandhi Jayanti
Chandigarh 3
Maharashtra 8 4 Republic Day,
Independence Day,
Gandhi Jayanti,
Maharashtra Day
Karnataka 5 5 Republic Day,
Independence Day,
Gandhi Jayanti,
Karnataka Day
(Rajyotsava), May
Day
West
Bengal
3 5 Republic Day,
Independence Day,
Gandhi Jayanti,
Labour Day, Netaji
Jayanti
1.5 Compensation Plan during Sabbatical leave

For more information concerning this article, please contact Dharmadhikari, Sanjeev
(dharmadhikari@dc.ibm.com).

Andhra
Pradesh
4 5 Republic Day, May
Day, Independence
day, Gandhi
Jayanthi, 1st
November(AP
Formation day)
Tamil
Nadu
5 4 Republic Day,
Independence Day,
Gandhi Jayanti, May
Day
Item Benefits
Medical &
accident
Insurance
Yes
Protection of
Band & salary
(at time of
sabbatical
commencement)
on return
Yes
Continuity of
Benefits under
retrial schemes
like PF, Gratuity
etc
Yes. However, there will be
no contributions made to
these schemes during the
time the employee is on a
sabbatical
Salary
Increment
No. Salary will be adjusted in
the next SIP unless current
salary is significantly deviant
from the desired positioning
(over 10% from the
reference point)
Frequently Asked Questions
FAQ'S
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Amit Kumar
Sanjeev Dharmadhikari

Daksh Leave Policy (India)

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Published on 01 January 2010

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Leave balance will be reconciled on 31

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