Process:

1. Privilege Leave – time off for Personal or non-emergency reasons, 

a. Confirmed Employees: 

PL for 5 days or more should be applied at least 2 weeks before and subsequently approved by the manager. 

PL for 2 to 4 days should be applied at least 1 week before subsequently approved by the manager. 

PL for 1 day should be applied at least 3 days before approved by the manager. 

If the above conditions are not met the leaves shall not be allowed and if an employee is absent from work during the set period it would subsequently be considered as Loss of pay . 

b. Probation/ Employees whose probation is extended: 

Backdated PL applications are allowed. However, the leave will be granted based on the approval of the manager. 

No leave encashment if the employee leaves voluntarily/involuntarily. 

A notification via SMS/gchat or email to be sent to your manager and HRBP for approval on the leave. Post resuming the work to apply for leave on HROne 

2. Casual Leave – time off intended for unforeseen and spontaneous absences,

a. Employees are required to apply for CL in advance on HROne, unless circumstances prevent prior notice.

b. A notification via SMS/gchat or email to be sent to your manager and HRBP for approval on the leave. Post resuming the work to apply for leave on HROne

c. CL cannot be availed for more than 2 days continuously.

d. Half Day CL can be taken as needed.

3. Sick Leave – time off for Medical or health related leave

a. In case of sudden illness or emergency, a message via SMS/gchat or email notification must be sent to the immediate supervisor and HRBP. 

b. If more than one Sick Leave day is availed, the employee must submit a medical certificate. Failure to provide this certificate will result in the leave being considered as ‘Leave Without Pay/Loss of Pay’. 

c. The Sick Leave application must be submitted promptly upon resuming work, via HROne. 

d. Half Day SL can be availed, also can be clubbed with CL/PL post approval. 

4. Birthday leave – time off to celebrating birthday 

a. The DOB mentioned in the proof of identity (legal document) will be considered for Birthday leave. 

b. Employees are required to request Birthday leave 1 week in advance on HROne. c. Post approval of the manager, employee to take half a day during either the first or second half. 

5. Marriage Leave – time off to celebrate and attend to their wedding ceremony 

a. Marriage leave can be availed only once during the service of an employee. 

b. Employees are required to submit a written request or email, along with the marriage invitation, to the HRBP along with immediate supervisor and Department Head at least 1 month before the leave date. 

c. Employees can avail 5 working days of continuous leave – it could be two days prior to marriage or upto the date of marriage, extendable with Privileged Leave (PL) 

6. Paternity Leave – time off to support spouse and bond with newborn 

a. Paternity leave can be availed only up to the second child 

b. Employees are required to send an email and submit the expected date of childbirth at least 2 weeks prior to the start of paternity leave. The start of leaves can be adjusted based on the actual date of birth. 

c. Paternity Leave can start from the actual date of birth of a child to 1 month from birth of child. 

7. Condolence Leave – time off to grieve and attend to matters related to the loss of a loved one. 

a. Employees can avail the leave case of the demise of an immediate family member effective from the date of demise.

b. Immediate family members include – Parents, siblings, spouse, children, immediate in-laws – parents in law and siblings in law. 

c. Leaves can be applied for or submitted via HROne, before or after the absence period.The leave to be granted within 2 working days 

8. Maternity Leave – mandatory time off for predetermined holidays set by the organization. 

a. Uplers Solutions Private Limited is to comply with all other provisions of the Code of Social Security, 2020 

b. Application: 

i. Employees are expected to email their leave request to the department head and post approval to apply for leave on the HROne – 15 days prior to their date of leaving. In cases of sudden or premature delivery, the respective HRBP to be kept posted. 

ii. Medical documents should be sent 30 days prior via email prior to going on maternity leave to their Manager with the respective HRBP in the loop. 

c. Appraisal: 

i. For Any employee of Uplers Solutions Private Limited that goes on Maternity leave, the appraisal for them to be done in the mid-year (October), if the resumption after maternity is between April and September and the Annual Appraisal (April) if the resumption after maternity is between October and March. 

d. Compensation: 

i. Maternity leaves are paid leaves as per the standard monthly cycle of payroll. 

ii. Employee wouldn’t be eligible for quarterly incentives and Internet Allowance for the tenure they are on leave. Employees are permitted to retain their assets. 

iii. In case maternity leave starts/ends in between the quarter, the employee would only be eligible for incentive on the basis of performance for the full working days of the specific quarter. 

iv. A medical bonus of INR.3500/- as per the Maternity Benefit & INR.5000/- as per ESI Act from ESIC, if no pre-natal confinement and post-natal care are provided by the employer/ ESIC free of charge. 

v. The bonus shall be credited post the employee returns to work from the Maternity leave.

vi. Medical expense for any delivery isn’t covered by medical insurance provided by Uplers. 

e. For Maternity Leaves Sandwich leaves are applicable. Sandwich leave is counted when holidays or weekends fall between two leave days, making the intermediate days also considered as leave. This means any leaves or holidays during the Maternity Leave tenure will also be considered leaves, and Maternity Leave balance would be also deducted for those days. 

9. Compensatory off (CO) – leave compensated against attending office on off days (Week off/ public holidays). 

i. Compensatory Off (CO) is granted only upon explicit and prior written request from the reporting manager. 

ii. The reporting manager to keep the respective HRBP informed while crediting/approving the CO request. 

iii. Employees to punch in and punch out in HROne on the weekend/holiday that they worked. HROne to generate CO automatically after 3 days to the respective employees HROne inbox. The same to be sent to the respective manager for approval. 

iv. Post approval of the manager CO to reflect in the HROne portal. 

v. CO applications must be submitted well in advance, similar to Privilege Leave (PL) requests.