SLMG Beverages Private Limited- An Authorized Bottler of

ATTENDANCE AND LEAVE POLICY FOR EMPLOYEES

Scope:

All Permanent Employees (Excluding Operatives of Varanasi Plant)

Objective:

  • Define and communicate attendance Recording system
  • Define and communicate Leave entitlements and approval process
  • Proposal:

    Employees are expected to punch their attendance through BioMetric Attendance Punching system as notified across locations. For Upcountry Sales offices and Sales team, BioMetric attendance and Mobile app for punching attendance is being proposed shortly. Till then, all are requested to update their attendance to their managers on a daily basis and take prior approvals of leaves over mails, which will be taken into cognizance for the purpose of Payroll calculations.

    Type of Leaves & Approval Matrix for Employees:

    Applicable to SLMG Employees Earned Leave Casual Leave Sick Leave
    Number of Leaves 16 7 7
    Accumulation Limit NA NA NA
    Approval Process (Manual System) Employees to seek mail approval from Manager citing reason of leave, Manager to approve/reject with a copy to HRBP NA NA
    Approval Process (System) Employees to apply online on Leave Management system, Manager to approve/reject NA NA
    Encashment Rule Only on Employee exit for leftover balance @ Last Drawn Basic NA NA
  • Full quota of 16+7+7 leaves will be allocated in beginning of Calendar year for employees on rolls of the company as of 1st January every year.
  • Leaves will be allocated on pro-rata basis for employees joining during the year.
  • For employee exiting the services of the company during the year, pro-rata deduction of leaves will be done from the full & final settlement.
  • Maternity Leaves & Additional Maternity Related Benefits: As per Maternity Benefits Act or as per ESI Act as applicable.

  • Unapproved leaves will be treated as Unauthorized absence.
  • Intervening Holidays or Weekly offs will not be sandwiched while counting no. of leaves.
  • Special leaves will be reviewed & credited on case to case basis by Functional Director and HR Director.
  • Management reserves the right to modify/amend this policy at any point of time and any decision in this regard shall be binding on all employees.