Leave Management Policy

Public Holidays

All employees and interns are eligible to avail paid holidays. The list of Holidays for the Calendar Year will be declared by the end of each year for the next year.

Employees travelling abroad and working at client sites in India will observe holidays as per the Client's Holiday Calendar.

Annual leave entitlement

Annual leave entitlement for an employee is 24 days i.e., 12 days of earned leave and 12 days of casual/sick leave on prorate basis.

Casual/Sick Leave

12 days of casual/sick leave to employees annually. These leaves will be credited to an employee's account on 1^st April each year or at the time of joining on a prorate basis for whole year in advance. Casual/Sick leave will not be carried forward from one year to next year and any leaves not availed will lapse at the end of the calendar year.

a.      CL cannot be combined with any other leave except Paternity Leave.

b.      SL application of more than 2days needs to support by medical certificate/prescription.

c.      At the time of resignation/retirement/termination casual/sick leave will be adjusted on a prorate basis.

Earned Leave

Every full-time employee is entitled to an earned leave of 12 working days for the calendar year.

a.   1 EL's credited to an employee for every month in the organization post their confirmation.

b.   These (EL) are credited at the end of each month thereafter.

c.    An employee joining on or before 15^th of the month will get full month entitlement else will be eligible for 50% entitlement.

Accumulations and carry forward of earned leaves (EL)

Unutilized EL as on 31st March can’t be carried forward from one year to next year.

Earned leaves not availed

To maintain a better work-life balance, you are always encouraged to proactively plan and avail your leaves.

Though, if there is any residual EL over, it will get encashed at the end of the calendar year.

Compensatory holiday

If an employee works on a holiday, then employee is eligible for 1 day of compensatory off provided the Supervisor or Business Head has approved working on a holiday and the compensatory off is ratified by the Business head and communicated to HR. or The employee can get encashed payment for the basic salary for that day.

Remarks-The business head needs to approve this judiciously depending on the business exigencies especially if hours of work are less than 6hours.

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Maximum no. of Comp offs which can be availed in a single instance is maximum 5 working days.

Procedure for availing leaves

All leave requests should be routed through HRMS. Any short leaves (2-3days) need to be applied at least 7days in advance. If leave duration is more than that it is to be applied at least 3weeks in advance. The Reporting Manager shall sanction the requested

leave. To manage the work well, Managers are expected to share Quarterly leave plan for their respective teams with VP Delivery.

Any leave that has not been applied in HRMS or approved by the Reporting Manager shall be treated as a leave without pay.

While applying for leave, the employee has the option to choose whether they are applying for an earned leave or CL/SL leave. Leave will be deducted from an individual's leave balance only after leave has been approved and the individual has availed the leave (i.e., the leave date has passed). Unless approved, employee cannot assume that the requested leave has been granted.

Procedure for emergencies or sickness

If it is not possible to apply for leave in advance, at least information should be given either by phone or e-mail to the Departmental Head / Reporting / Project Manager/ Transport/Administration before the working time on the day of absenteeism.

Leave should be applied within 2 days of resuming service after sickness/emergency on HRMS.

Unauthorized absence

If an employee takes leave for 2 or more days from the date of expiry of leave or otherwise without permission or without Informing the Project Lead/Reporting Manager/HR), will be deemed to be absconding. The company reserves the right to terminate employment in such cases.

Any type of unauthorized absence also includes frequent late arrivals at work, or early leaving from work/late login/early logout that is impacting the work will call for disciplinary action.

Leave Without Pay

If an individual avails more leave than accrued, the excess days will be treated as leave without pay (LWP) and deducted from the monthly payroll.

NST follows a leave cycle from the 26th of the previous month to the 25th of the current month and any leaves which have not been applied or approved before 25th of each month, shall be treated as LWP and deducted from the monthly payroll.

Leave during Notice Period

An employee is not eligible to take any leave during the notice period. The leave application should clearly state a valid and justifiable reason for requesting the leave.

The leaves should be approved by the reporting manager and the reporting manager should get the consent of his VP-Delivery before approving the leaves.

Any unsanctioned leave taken during the notice period will be treated as LWP and the notice period will be extended. This may further invite disciplinary action.

All sanctioned leaves during the notice period will be adjusted against EL balance and the notice period will be extended.

Entitlement for

employees

Paternity is the state of becoming a father and leave of 7 days is granted to full time male employees to provide post-natal health care to their spouse and / or newborn babies. An employee can choose to start their leave, either on the day of delivery or after the date of the child's birth.

Paternity leave should be availed within 30(thirty)days from the date of deliver

Benefit restricted to

Maximum of 2 (Kids)

Procedure

Leave to be applied on HRMS. Request for paternity/adoption/surrogacy leave should be initiated at least 3 weeks before the commencement of leave.

Entitlement for

employees

Full time women employees are entitled for 26 weeks of Maternity Leave (including in-between Saturdays & Sundays and Company Declared Holidays), of which not more than 8 weeks shall precede the date of expected delivery of the child, provided that the employee has worked for at least 80days in the organization in the 12 months immediately preceding the date of expected delivery.

The employer can give Work from home to the female employee during pregnancy.

For miscarriage, or medical termination of pregnancy on doctor's recommendation: 42 days (including in-between Saturdays & Sundays and

Company Declared Holidays)

One cannot avail a maternity leave of more than 8 weeks before childbirth unless the circumstances warrant.

Benefit restricted to

Maximum of 2 (pregnancy)

The enhanced maternity leave will not apply to a mother of two or more children.

In such a case women employee, will be eligible to only paid maternity leave for 12 weeks (of which not more than 6 weeks shall precede the date of her expected deliver ).

Surrogacy/Adoption

Leave

12 weeks of maternity leave is provided to commissioning mothers who use a surrogate to have a child as well as to working women adopting a baby.

Intervening holidays

Included in Leave

Procedure

Leave to be applied on HRMS

Extension of leave

In special cases, extension has to be informed and discussed with HR a month in advance before the expiry of previous leave. So, that decision can be communicated, and leave can be applied timely.

Duration of Internship

Total No. of Paid

Leaves

1 Month

O

2 Months

1

3 Months

2

6 Months

3