INDIA LOCALPOLICY PUBLISHED:

Transcription

1 POLICY TITLE: Leaves (Paid and Unpaid Time Off) INDIA LOCALPOLICY POLICY NO. GLOBAL POLICY OUTLINE: This policy will apply to all POLICY EFFECTIVE DATE: GSS Go Live employees in Pfizer India across all sites and divisions APPROVED BY: Alex Rajan OWNED BY: MANAGED BY: PUBLISHED: Khursheed Marfatia Poonam Kakodkar Yes No If yes, to whom: (Check all that apply) Employee Manager HR POLICY TITLE: Leaves (Paid and Unpaid Time Off) EMPLOYEE GROUP POLICY APPLIES TO: This policy applies to all employees in India. OBJECTIVE AND INTENT: Pfizer recognizes that employees need time off to rest and rejuvenate, help balance the demands of work with their personal responsibilities as well as time off to attend other personal matters such as personal or family illness. Therefore, the Company provides eligible employees both paid and unpaid time off to help meet their needs. This policy is designed to provide definitions for the types of leaves available along with any required conditions. The policy complies with Indian legislative and statutory requirements in addition to meeting the needs of the business. GUIDELINES: An employee must request time off in accordance with local requirements and should provide advance notice, to the extent possible, to his or her manager of the need to take time off as well as the anticipated return date, as applicable. Requests for discretionary time off such as annual leave should be approved by the employee s manager; the manager may deny this request to support business needs. An employee may be required to provide proof of absence in certain situations. During paid time off, generally, an employee s salary will continue during this period. The following Leave types and rules are defined within the policy appendix: 1. Annual Leave 2. Casual Leave 3. Sick Leave 4. Maternity Leave 5. Special Leave ROLES AND RESPONSIBILITIES: Employees are responsible for complying with the terms of the Leaves (Paid and Unpaid Time Off) Policy and are responsible for the accurate completion of any required forms. If an employee provides false or misleading information or makes any misrepresentations, he or she, may be subject to appropriate action. During paid and unpaid time off, managers should not expect employees to work or participate in work-related activities or functions. The office responsible for maintaining the Leaves (Paid and Unpaid Time Off) Policy is the Global Benefits, Human Resources. Pfizer reserves the right to amend, suspend or terminate this policy at any time and for any reason with or without notice in accordance with applicable law. KEY TERMS AND DEFINITIONS: Page 1 of 28

2 RELATED FORMS OR OTHER DOCUMENTATION: Application Form for Leave & Leave Travel Assistance RELATED PROCESSES: INTERDEPENDENCIES: Benefits, Payroll, Time and Attendance, Company Property REVISION HISTORY: APPENDIX: Appendix I: Pfizer India Leave Policy Appendix II: Wyeth Leave Rules, Field Mgmt colleagues Appendix III: Wyeth Leave Rules, Mgmt colleagues Appendix IV: Wyeth Leave Rules, Legacy Cyanamid unionized colleagues Appendix V: Wyeth Leave Rules, Other Unionized colleagues Appendix VI: Wyeth Leave Policy for Management Associates Page 2 of 28

3 Page 3 of 28 APPENDIX I: PFIZER INDIA LEAVE POLICY OBJECTIVE To establish a procedure for the application, approval and recording of different types of leave. SCOPE This policy would be applicable to all permanent colleagues in the Management and Field category at all locations of the Company. This policy covers the following types of leave: Casual Leave Privilege Leave Sick Leave Accident Leave Maternity Leave Leave without Pay PROCEDURES 1. Approving Authority: The approving authority for leave shall be as under. a. Immediate supervisor for Management colleagues and Regional Business Manager in case of field colleagues for Casual Leave / Sick Leave. b. Departmental Manager / Sales Manager for Privilege Leave, Maternity Leave and Sick Leave in excess of three days at a time. c. Departmental Manager/Sales Manager jointly with the appropriate HR Manager, for Accident Leave. d. Any special case requiring exceptional treatment or queries relating to interpretation of leave rules and procedures should be clarified and approved by the HR Division. 2. Applying for Leave a. Request for leave should be made manually in the Form provided in Annexure I or electronically through the Leave Application Module in the intranet. b. Prior approval of the approving authority should be taken for casual leave, privilege leave and maternity leave. Request for privilege leave especially should be submitted sufficiently in advance. If prior approval is not obtained due to exigent circumstances, approval must be sought by the colleague within two days of his/her proceeding on long leave. c. If the requested leave is not granted, the approving authority will return/reject the Leave Application giving reasons. 3. Recording of Leave a. Record: Appropriate records will be maintained at each location for recording colleague-wise entitlement and utilisation of leave. Leave records required as per prevailing employment laws should be maintained at the respective locations. b. Eligibility Check: In case of field colleagues, the REAs will verify that the leave approved is in conformity with the established rules and record the leave allowed in the Leave Register.

4 Page 4 of 28 c. Rejection of Application: If the leave is not in conformity with the established leave rules, the REA should return the application to the colleague. d. Documentation: The Leave applications and records should be maintained at the concerned locations. e. Deduction: For leave granted without pay, the statement showing such leave should be forwarded to the Payroll Department at Head Office so as to reach there before the 10th day of the following month. TYPES OF LEAVE AND ENTITLEMENT 1. CASUAL LEAVE a. Entitlement: Permanent colleagues (including those on probation in service on 1st January of each year shall be entitled to Casual Leave (with salary / wages). Colleagues who join service after 1st January shall be permitted to Casual Leave in proportion to their service in that Calendar year. Details of entitlement are provided in Annexure -II. b. Accumulation: Unavailed Casual Leave cannot be carried forward to the next year. In other words, unavailed Casual Leave will lapse on 31st December each year. c. Prior Approval: For availing Casual Leave, prior approval of the immediate superior in the prescribed form is necessary. If prior approval is not obtained, the colleague should explain to the satisfaction of the superior why he could not apply for leave earlier. d. Refusal of Application: Casual Leave can be refused if the exigencies of work so require. e. Rules for availment: Casual Leave can be availed in conjunction with weekly off days as also the holidays observed by the concerned locations with prior approval of approving authority (refer para C- 1 (a)). Any such off day or holiday intervening the period of Casual Leave shall however be counted as a day of leave.(i.e. if both the preceding and following day of the holiday is claimed as Casual Leave, even the holiday would be considered as leave). Casual Leave, however, will not be permitted in conjunction with any other type of leave. Casual Leave will not be permitted for more than three days. Casual Leave for half a day will be granted only in case of exigency. 2. PRIVILEGE LEAVE a Entitlement: i. Colleagues shall be entitled to Privilege Leave on completion of one year of continuous service. ii. A calendar year will be the basis for calculation, recording and accumulation of Privilege Leave. iii. A colleague will be given first credit of Privilege Leave on completion of one year's service and thereafter on January 1 of each year with proportionate credit for the intervening service period. Details of entitlement are provided in Annexure -II. b Accumulation: Limits for accumulation of privilege leave are provided in Annexure - II. No carry forward of privilege leave beyond the accumulation limit will be permitted. c Encashment: i. An individual may encash unavailed PL once in a year. Encashment rules are provided in Annexure - II. ii. Basic salary would be considered for encashment of PL and the amount will be paid along with salary either in the same month in which he proceeds on leave or in the following month. iii. A minimum of 10 days PL encashment is permissible. iv. Request for PL encashment can be made on the LTA Claim Form/Leave module as in Annexure II. d Application and Approval/ Refusal

5 e i. Application for Privilege Leave should be submitted in the prescribed form atleast two weeks prior to the commencement of the leave. ii. Request for extension of the leave must be made atleast a week prior to the expiry of the leave already sanctioned. The approving authority (refer C-1(b)) may at his discretion waive the requirement if in his opinion, the exigencies of the situation so require. iii. Application for Privilege Leave may be refused if exigencies of work so require. iv. However, should such refusal result in the lapse of Privilege Leave, carry over of such lapsed leave for availing at a later date may be permitted in every exceptional cases on the recommendation of the concerned Departmental Manager and Division Head. The HR Department shall notify the concerned colleague (through the respective EC member / Departmental Manager) in writing, regarding such carry over of Privilege Leave. Rules for Availment i. Privilege Leave shall not be granted more than three times in a calendar year or for duration of less than three working days at a time. ii. No advance Privilege Leave shall be granted. In other words, privilege leave entitlement of the next year cannot be claimed in the current year. Cases requiring exceptional consideration for grant of advance Privilege Leave should be dealt with by the Departmental Manager in consultation with the HR Manager of the location concerned. LTA: A minimum of 5 calendar days PL may be availed to claim LTA. The colleague should submit on his/her return, the LTA Declaration Form as in Annexure III, to claim income tax exemption. 3. SICK LEAVE a. Entitlement: Permanent colleagues (including those on probation) in service on 1st January of a year shall be eligible for full entitlement of sick leave with salary / wages. Colleagues who join service after 1st January will be permitted sick leave proportionate to their service in that year. Entitlement details are provided in Annexure-II. b. Accumulation: Limits for accumulation are provided in Annexure-II. c. Application and Approval: i. Sick Leave shall be granted for reasons of sickness or other physical disability. ii. Colleagues will be required to submit a medical certificate if Sick Leave is for more than two days. The approving authority may, at his absolute discretion, ask for a Medical Certificate even for one day's absence from work on grounds of sickness. iii. The approving authority (refer C-1 (a) and (b)) will have the discretion to refer any case of sickness to the Company Doctor for advice, if he feels need for such a reference. iv. Colleagues remaining absent for reason of sickness should intimate (in writing where possible) his immediate superior, as soon as possible about the expected duration of his absence. The formal leave application in the prescribed form along with the Medical Certificate supporting the absence due to sickness should be submitted as soon as possible and in any case within 3 days from the date of resuming duty. v. Request for extension of Sick Leave, together with required Medical Certificate, should reach the approving authority prior to the expiry of the earlier approved leave. vi. If the approving authority has any doubt of the colleague's sickness the matter should be reported to the HR Department for advice. Should it be considered necessary, the colleague should allow himself to be examined by a Company Doctor. Page 5 of 28

6 Page 6 of 28 vii. Any abuse of the leave provisions amounts to misconduct and the colleague will be liable for disciplinary actions. d. Other Rules of Availment: i. A colleague may be required to produce a certificate of fitness when resuming duty after a period of sickness. ii. Any weekly off days or holidays intervening a period of Sick Leave shall be counted as a day of leave. 4. ACCIDENT LEAVE a. Entitlement: i. Accident Leave with salary / wages shall be granted to a colleague in the event of his not being able to attend to work due to an accident while on duty. Such accident leave would be granted at the discretion of the management on case to case basis. ii. This leave is permissible to colleagues to the extent necessary for treatment or convalescence resulting from an accident whilst on duty as certified by appropriate medical authority. b. Application and Approval: i. The colleague, who has met with an accident, should (if he is in a position to do so) notify the accident immediately to the Departmental Manager through his immediate superior. The application for leave should be submitted within 48 hours or within such reasonable time as may be justified. The established Company procedures for intimation of the accident should be complied with. ii. The quantum of leave to be approved will be determined by the approving authority (refer C-1(c) ) at its discretion on the merits and circumstances of each case. iii. In case of Factory colleagues, Accident Leave shall be granted only if the accident is required to be notified as specified by the Factories Act iv. The colleague should on being so advised, present himself for medical examination by a Company designated Doctor. In cases where the colleague is not in a position to present himself for such medical examination due to unavoidable reasons, the Doctor will, if so advised by the Company visit the colleague at his residence or the hospital where he is admitted/undergoing treatment. The Certificate of the Company designated Doctor shall be conclusive for determining need and duration of the leave. c. Other Rules for Accident Leave i. The colleague, at the time of resuming work, should produce a medical Certificate of fitness from the Doctor who attended on him and may be subjected to medical examination by the Company Doctor before being allowed to resume duties. 5. MATERNITY LEAVE a. Entitlement: i. Permanent female colleagues will be permitted Maternity Leave limited to two confinements with full salary / wages in keeping with the national policy on small families. Details of entitlements are provided in Annexure-II. b. Application and Approval i. An application for maternity leave should be submitted atleast 14 days prior to the commencement of the leave.

7 ii. The approving authority (refer C-1(b) ) may permit use of accumulated Privilege Leave in continuation with Maternity Leave, but Sick Leave shall not be so permitted except for an illness or sickness certified by a Registered Medical Practitioner and would be subject to the conditions applicable to that leave. 6. LEAVE WITHOUT PAY a. Entitlement: Leave without Pay is not a service condition of the colleague. A colleague staying away from work without leave is ordinarily to be treated as an absentee. Such cases could be regularised in exceptional circumstances of sickness or family / personal emergency by grant of Leave without Pay. b. Approval: The discretion for granting this leave is to be exercised with utmost care as per the limits of authority established herein : i. Division Head - Up to 1 month ii. Head Office HR - For absence greater than 1 month 7. ABSENCE WITHOUT NOTICE In case a colleague is absent without intimating his/he manager continuously for more than 15 days, the company will make an enquiry at the contact details provided by colleague to the HR department. Instructions will be given immediately to stop payment of salary, in case the colleague is not traceable. HR will initiate appropriate actions thereafter. Page 7 of 28

8 ANNEXURE I LEAVE APPLICATION FORM LEAVE APPLICATION This application together with Leave Card should be submitted to the immediate supervisor. Attach Medical Certificate for sick leave. Name. Employee ID... Department... Location.. Employee Leave Period From.. To... Type of Leave: Casual Privilege Sick Other (Specify) Supervisor Reason for Leave Leave Status: Approved Rejected Reason for rejection. Signature & Date Signature & Date Page 8 of 28

9 ANNEXURE II LEAVE RULES Type of Leave Entitlement Accumulation Encashment Casual Leave 8 days per annum No No Privilege Leave 30 calendar days per annum (Incl. Saturdays & Sundays) Upto 180 days Once in a year upto maximum of 50% of the balance PL to his credit provided he has a minimum balance of 40 days PL and he actually avails PL of at least 10 days in the year. Privilege Leave (For colleagues who have joined on or after April 1, calendar days per annum (Incl. Saturdays & Sundays) Upto 90 days Once in a year upto maximum of 50% of the balance PL to his credit provided he has a minimum balance of 40 days PL and he actually avails PL of at least 10 days in the year. Sick Leave 15 days per annum Upto 75 days No Maternity Leave (Limited to two confinements) Leave for a period not exceeding 84 calendar days. No No Page 9 of 28

10 APPENDIX II: WYETH LEAVE RULES, FIELD MGMT COLLEAGUES Leave Rules for Regional Sales Managers, Field Managers & Business Executives 1. PRIVILEGE LEAVE : A Management Staff wishing to avail Privilege leave should apply for the same at least 10 days in advance before intending to proceed on Privilege leave. 1.2 A management staff is entitled to Privilege leave only after completing one year s service with the company. 1.3 Entitlement of Privilege Leave would be as under : Calendar days per year during the first five years of service Calendar days per year above five years of service Those management staff, currently getting 30 days Privilege leave per year and who have not yet completed five year of service, will continue to get 30 days Privilege leave till they complete 5 years of service, as a personal benefit In case of unauthorized absence, Privilege Leave will reduced proportionately. 1.4 All management staff should indicate, at the beginning of every calendar year, to their immediate superior as well as the Human Resources Department, as to when they plan to take Privilege leave during the next calendar year in order to prepare the leave schedule in advance. This is necessary to plan the employees department working schedule for the year. 1.5 Management Staff on Probation are not entitled to any Privilege leave. They will be entitled to Privilege leave only after completing one year of service. However, their leave entitlement will be calculated from their date of joining the Company and for the first year, it will be calculated on a prorata basis from the date of joining to the end of the calendar year. 1.6 Ordinarily, Privilege leave will not be granted on more than three occasions in a year. Privilege leave should be applied for a minimum of three days at a time. Page 10 of 28

11 1.7 Authorised and declared Paid Holidays and Weekly Offs falling in between the sanctioned Privilege leave period WILL BE TREATED as leave. However, Paid Holidays and Weekly Offs preceeding or succeeding the Privilege leave period will NOT BE TREATED as leave. 1.8 Privilege leave will be granted only to the extent accrued to an employee s credit as on January 1st of the Calendar year. 1.9 Privilege leave can be accumulated upto a maximum of 180 days. Any Privilege leave in excess of 180 days will automatically lapse Accumulated Privilege leave can be encashed at the time of separation from the Company When an employee on Privilege leave falls sick and needs extension of leave on medical grounds, his/her Privilege leave account will be debited to the full extent to which the leave has already been granted before any Sick leave is granted When a management staff has reached the maximum permissible accumulation limit of Privilege leave and if Privilege leave applied for by such management staff is not sanctioned in writing by the management due to exigencies of work, the management will permit carrying over beyond the permissible accumulation limit, in which case, the excess leave should be taken at the earliest mutually convenient time Any extension on previously sanctioned Privilege leave will not be sanctioned except when the management is satisfied as to genuineness of the ground for such extension. Such extensions, if any, should be applied for in writing in advance before the expiry of the originally sanctioned leave. 2. SICK LEAVE : 2.1 Any management staff who becomes indisposed and is unable to report for work, is required to inform the office at the earliest possible opportunity and apply for Sick leave at immediately on resumption of duties, unless the employee is suffering form severe sickness and needs long treatment. In such cases, the employee concerned should intimate the office at the earliest possible opportunity and apply for sick leave as soon he/she is able to do so. 2.2 Entitlement of Sick Leave would be as under : Calendar days per year during the first five years of service Calendar days per year above five years of service. 2.3 Management Staff on Probation are not entitled to any Sick leave. They will be entitled to Sick leave only after their first six months of service. However, their leave entitlement will be calculated from their date of joining the Company and for the first year, it will be calculated on a pro-rata basis from the date of joining to the end of the calendar year. 2.4 Sick leave for more than 2 days must be accompanied by a medical certificate from a registered medical practitioner. Sick leave taken by prefixing or suffixing it to any Weekly Off or Paid Holiday must also be accompanied by a medical certificate. 2.5 The Company may, in its absolute discretion, direct an employee suffering from sickness to undergo medical examination by a doctor nominated by the Company. Page 11 of 28

12 2.6 In case of long sickness, the management may allow prefixing or suffixing of Sick leave to Privilege Leave only, to the permissible extent of Sick leave. However, Sick leave cannot be suffixed or prefixed to Casual Leave. 2.7 Sick leave can be accumulated upto a maximum of 150 days. Any Sick leave in excess of 150 days will automatically lapse. 2.8 Accumulated Sick leave cannot be encashed. 2.9 Half day Sick leave can be availed. 3. CASUAL LEAVE : 3.1 Unless the circumstances are of an unforeseen and emergent nature, which cannot be foreseen in advance, the leave must be applied in advance. In case a management staff is unable to apply for casual leave in advance, he/she should inform the office at the earliest possible opportunity and leave application should be submitted immediately. 3.2 Leave is granted at the rate of 7 Calendar days per year. 3.3 Management Staff on Probation are not entitled to any causal leave. They will be entitled to Casual leave only after their first six months of service. However, their leave entitlement will be calculated from their date of joining the Company and for the first year, it will be calculated on a pro-rata basis from the date of joining to the end of the calendar year. 3.4 Casual leave cannot be availed of for more than 2 days at a time. 3.5 Casual leave cannot be accumulated. Any excess casual leave at the end of a calendar year will automatically lapse. 3.6 Casual Leave cannot be suffixed or prefixed to any other type of leave. 3.7 Casual Leave can be prefixed or suffixed or both to a weekly Off or a paid holiday. For example, if Tuesday is a paid holiday, while Monday is a working day, a management staff who remains absent on Monday after, will be allowed to apply for Casual Leave for Monday. However, management staff are not allowed to apply for Casual Leave on both sides of a Weekly Off or a paid holiday, e.g. if a management staff remains absent on both Saturday and Monday, he/she will not be allowed to apply for Casual Leave for both the days. 3.8 A management staff will be allowed to apply for half day Casual Leave as and when required. 3.9 Casual Leave cannot be encashed. Page 12 of 28

13 APPENDIX III: WYETH LEAVE RULES, MGMT COLLEAGUES LEAVE RULES FOR MANAGEMENT STAFF AT ALL LOCATIONS All management Staff are entitled to the following types of leave each year: 1. CASUAL LEAVE 2. SICK LEAVE 3. PPRIVILEGE LEAVE 1. CASUAL LEAVE Definition: Casual leave is intended to meet circumstances of an unforeseen and emergent nature of short duration, e.g. sudden sickness, death etc., for which provisions cannot be made in advance, by exact rules. Unless the circumstances are of an unforeseen and emergent nature, which cannot be foreseen in advance, the leave must be applied in advance. In case a management staff is unable to apply for casual leave in advance, he/she should inform the office at the earliest possible opportunity and leave application should be submitted immediately. Entitlement: 7 Calendar days per year. Procedure For Applying for Casual Leave: Casual leave can be applied for by filling the leave application form, available with the Human Resources Department, and getting the same sanctioned by the employee s immediate superior, after confirming the balance leave to the employee s credit. The sent to the concerned Human Resources Department to updation of records. Conditions: I. Management Staff on probation are not entitled to any casual leave. They will beentitled to casual leave only after their first Six months of services. However,their leave entitlement will be calculated from their date of joining the Company and for the first year, it will be calculated on a pro-rata basis from the date of joining to the end of the calendar year. II. Casual leave cannot be availed of for more than 2 days at a time. III. Casual leave cannot be accumulated. Any excess casual leave at the end of a calendar year will automatically lapse. IV. Casual leave cannot be suffixed of prefixed to any other type of leave. V. Casual leave can be prefixed or suffixed of both to a weekly off or a paid holiday. For example, if Tuesday is paid holiday, while Monday is working day, a Management staff who remain absent on Monday after two Weekly Offs, Saturday and Sunday, will be allowed to apply for Casual Leave for Monday. However, management staffs are not allowed to apply for Casual Leave on both sides of a Weekly Off or a paid Page 13 of 28

14 holiday, e.g. if a management staff remain absent on both Friday and Monday, he/she will not be allowed to apply for Casual Leave For both the days. VI. A management staff will be allowed to apply for half day Casual Leave as and when required. VII. Casual Leave cannot be encashed 3. SICK LEAVE. Definition: Sick Leave is intended for recuperation from bonafide sickness. A Management Staff may apply for Sick Leave when he/she is physically indisposed and is not in a position to report for work. Any management staff who becomes indisposed and is unable to report for work, is required to inform the office at the earliest possible opportunity and apply for sick leave at immediately on resumption of duties, unless the employee is suffering from severe sickness and needs long treatment. In such cases, the employee concerned should intimate the office at the earliest possible opportunity and apply for sick leave as soon he/she is able to do so. Entitlement: 10 Calendar days per year during the first five-year of service. 12 Calendar days per year above five years of service. Procedure For Applying for Sick Leave: Sick leave can be applied for by filling the leave application form, available with the Human Resources Department, and getting the same sanctioned by the employee simmediate superior, after confirming the balance leave to the employee s credit. The sanctioned leave application form should be sent to the concerned Human Resources Department to updation of records. Conditions: I. Management Staff on probation are not entitled to any Sick Leave. They will be entitled to Sick Leave only after their first six months of service. However, their leave entitlement will be calculated from their date of joining the company and for the first year, it will be calculated on a pro-rata basis from the date of joining to the end of the calendar year. II. Sick Leave for more than 2 days must be accompanied by a medical Certificate from a registered medical practitioner. Sick leave taken by Prefixing or suffixing it to any Weekly Off or Paid Holiday must also be accompanied by a medical certificate. III. The company may, in its absolute discretion, direct an employee suffering from sickness to undergo medical examination by a doctor nominated by the Company. IV. In case of long sickness, the management may allow prefixing or suffixing of sick leave to Privilege Leave only, to the permissible extent of sick leave. However, sick leave cannot be suffixed or prefixed to Casual Leave. Page 14 of 28

15 V. Sick leave can be accumulated upto a maximum of 150 days. Any sick leave in excess of 150 days will automatically lapse. VI. Accumulated Sick leave cannot be encashed. VII. Half day sick leave can be availed. 3. PRIVILEGE LEAVE. Definition: Privilege leave or earned leave is the leave earned by the management staff on the basis of his service put in with the Company. Privilege leave is intended for rest and relaxation and for visiting one s hometown, after working for one year. A management staff wishing to avail Privilege leave should apply for the same at the least 10 days in advance before intending to proceed on Privilege leave. A management staff is entitled to Privilege leave only after completing one year s service with the company. Entitlement: 21 Calendar days per year during the first five-year of service. 30 Calendar days per year above five years of service. Those management staff, currently getting 30 days Privilege leave per year and who have not yet completed five year of service, will continue to get 30 days Privilege leave till they complete 5 years of services, as a personal benefit. Procedure for Applying for Privilege leave: All management staff should indicate, at the beginning of every calendar year, to their immediate superior as well as the Human Resources Department, as to when they plan to take Privilege leave during the next calendar year in order to prepare the leave schedule in advance. This is necessary to plan the employee s department working schedule for the year. Privilege leave can be applied for by filling the leave application form, available with the Human Resources Department, at least 10 days in advance before proceeding on leave and getting the same sanctioned by the employee s immediate superior, after confirming the balance leave to the employee s credit. The sanctioned leave application form should be sent to the concerned Human Resources Department to updation of records. Leave Travel Assistant form, in case the concerned management staff intends to take his/her LTA during the Leave period, should also be forwarded to the Human Resources Department, after getting authorization from the immediate superior. Page 15 of 28

16 However, the sanctioning of Privilege leave, even if applied for in advance, will be at the sole discretion of the management and will depend on the exigencies of work. Conditions I. Management Staff on Probation are not entitled to any Privilege leave. They will be entitled to Privilege leave only after completing one year of service. However, their leave entitlement will be calculated from their date of joining the Company and for the first year, it will be calculated on a pro-rata basis from the date of joining to the end of the calendar year. II. Ordinarily, Privilege leave will not be granted on more than three occasions in a year. Privilege leave should be applied for minimum of three days at a time. III. Authorized and declared Paid Holidays and Weekly Offs falling in between the sanctioned Privilege leave period WILL BE TREATED as leave. However, Paid Holidays and Weekly Offs preceding or succeeding the Privilege leave period will NOT BE TREATED as leave. IV. Privilege leave will be granted only to the extent accrued to an employee s credit as on January 1 st of the Calendar year. V. Privilege leave can be accumulated upto a maximum of 180 days. Any privilege leave in excess if 180 days will automatically lapse. VI. Accumulated Privilege leave can be encashed at the time of separation from the company. VII. When an employee on Privilege leave falls sick and needs extension of leave on medical grounds, his/her Privilege leave account will be debited to the full extent to which the leave has already been granted before any Sick leave is granted. VIII. When a management staff has reached the maximum permissible accumulation limit of Privilege leave and if Privilege leave applied for by such management staff is not sanctioned in writing by the management due to exigencies of work, the management will permit carrying over beyond the permissible accumulation limit, in which case, the excess leave should be taken at the earliest mutually convenient time. IX. Any extension on previously sanctioned Privilege leave will not be sanctioned Privilege leave will not be sanctioned except when the management is satisfied as to genuineness of the ground for such extension. Such extensions, if any, should be applied for in writing in advance before the expiry of the originally sanctioned leave. X. A Management staff who wishes to take Leave Travel Assistance while proceeding on privilege leave should apply for minimum of 5 days Privilege leave for doing so. XI. Leave Travel Assistance can be claimed after one year s service. XII. Leave Travel Assistance can be accumulate for a maximum period of two years. Any LTA beyond two year s quantum will automatically lapse. Page 16 of 28

17 XIII. Each year, the concerned Human Resources Department, will intimate each department the leave position of management employees. Page 17 of 28

18 APPENDIX IV: WYETH LEAVE RULES, LEGACY CYANAMID UNIONIZED COLLEAGUES Leave Rules effective January 1, 2008 applicable to Professional Service Representatives / Sr. Professional Service Representatives of erstwhile Cyanamid CASUAL LEAVE days in a calendar year 2. Casual Leave not availed of during a calendar year shall not be carried forward and will therefore lapse 3. Any amount of Casual Leave can be availed at a time 4. Casual Leave can be combined with any other leave SICK LEAVE 1. Entitlement : 1/18th of the period of service on half wages e.g if the period of service is 3 years i.e 36 months then the employee is entitled for 1/ 18 of 36 months = 2 months Sick Leave on half pay. 2. At the option of employee half wages can be converted into full wages at half the amount of leave entitled 3. Medical certificate from authorized medical attendant is necessary. If on tour, certificate from registered medical practitioner practicing at the place where the employee falls ill would do. 4. Sick Leave can be taken in continuation of Privilege Leave 5. Even when Privilege Leave is due Sick Leave can be granted 1.1 Privilege Leave 1. Entitlement : 28 days per year 2. Maximum limit upto which Privilege Leave can be accumulated is 180 days 3. Privilege Leave can be availed for a period of 90 days at a time 4. When employee is suffering from illness such as tuberculosis, cancer leprosy, heart disease or mental illness or any such disability, he can avail Privilege Leave for more than 90 days at a time. 5. When employee resigns / retires he is entitled for cash compensation for Privilege Leave for a period upto 120 days. However, if the employee had applied for Privilege Leave immediately before he resigns / retires and the leave was refused, he is entitled for cash compensation for the entire period of Privilege Leave, so refused. However, the total cash compensation can be paid cannot exceed upto 180 days. Page 18 of 28

19 6. When an employee dies while in service, his legal heirs are entitled to cash compensation for the entire Privilege Leave due but not availed of. 7. When an employee is terminated (not being terminated as punishment) he is entitled for cash compensation for the entire Privilege Leave due but not availed of. 8. Cash compensation payable is equal to the amount of wages for the period of leave. Quarantine Leave (QL) This leave is granted when an Employee cannot attend to his duties due to an infectious disease in his household and his attending the duties would be hazardous to the health of other people. The leave can be granted for a period upto 30 days on the recommendation of an authorized medical attendant or Public Health Officer Extra Ordinary Leave (EX-L) This leave may be granted in special circumstances without wages at the discretion of the management The special circumstances are when 1. No other leave is admissible 2. Employee makes a request in writing for granting this leave Leave Not Due (LND) An employee who has no leave to his credit, may be granted leave at the discretion of the management in anticipation of his leave being earned subsequently. Study Leave (STL) 1. Study leave is granted to an employee to enable him to undertake a course of study 2. This leave may be granted with or without pay at the discretion of the management Number of Holidays in a year Entitlement : 16 days holidays in a year If an employee is required to work on a holiday he / she is entitled for wages as if he / she was on duty. Page 19 of 28

20 Application for Leave Etc. 1. An Employee is required to make an application when he / she desires to avail leave. 2. Application for Casual Leave, Medical Leave and Quarantine Leave need not be made in advance and can be made after availment of leave for the purpose of regularization. 3. Application for PL, however is required to be made 30 days in advance, except in urgent or unforeseen circumstances. 4. If leave is refused or postponed, an intimation to the said effect with reasons to be given to the employee. 5. Holidays, other than weekly offs cannot be prefixed or suffixed to any leave without prior sanction. 6. A holiday, including weekly off, intervening during leave except Causal Leave granted, shall form part of the leave. 7. The management can recall an employee on leave (PL) if it considers necessary to do so and in that event, the employee shall be entitled to traveling allowance for the journey undertaken to join duty if the employee is spending his leave at a place outside his Headquarter. The traveling allowance will be in accordance with the rules of the company governing traveling allowance. 8. In case a Representative takes leave suddenly due to exigencies on scheduled dates of joint work with FM / RSM, then the Representatives of that team will co-operate with the concerned Manager for joint work on short notice. 9. If a field worker absents himself during joint working, he shall give sufficient advance intimation and justifiable reason for such absence, except in case emergent situation and sudden sickness for which the field worker will inform the concerned manager and the Company at the earliest, giving full information about the same. Page 20 of 28

21 APPENDIX V: WYETH LEAVE RULES, OTHER UNIONIZED COLLEAGUES Leave Rules effective January 1, 2008 applicable to Professional Service Representatives / Sr. Professional Service Representatives of erstwhile John Wyeth and those joined after merger of Wyeth and Cyanamid Casual Leave days in a calendar year 2. Casual Leave not availed of during a calendar year shall not be carried forward and will therefore lapse 3. Any amount of Casual Leave can be availed at a time 4. Casual Leave can be combined with any other leave Sick Leave 1. Entitlement : 1/18th of the period of service on half wages e.g if the period of service is 3 years i.e 36 months then the Sales Promotion Employee is entitled for 1/ 18 of 36 months = 2 months Sick Leave on half pay. 2. At the option of employee half wages can be converted into full wages at half the amount of leave entitled 3. Medical certificate from authorized medical attendant is necessary. If on tour, certificate from registered medical practitioner practicing at the place where the employee falls ill would do. 4. Sick Leave can be taken in continuation of Privilege Leave 5. Even when Privilege Leave is due Sick Leave can be granted Privilege Leave 1. Entitlement : 30 days per year 2. Maximum limit upto which Privilege Leave can be accumulated is 180 days 3. Privilege Leave can be availed for a period of 90 days at a time 4. When employee is suffering from illness such as tuberculosis, cancer leprosy, heart disease or mental illness or any such disability, he can avail Privilege Leave for more than 90 days at a time. 5. When employee resigns / retires he is entitled for cash compensation for Privilege Leave for a period upto 180 days. 6. When an employee dies while in service, his legal heirs are entitled to cash compensation for the entire Privilege Leave due but not availed of. 7. When an employee is terminated (not being terminated as punishment) he is entitled for cash compensation for the entire Privilege Leave due but not availed of. 8. Cash compensation payable is equal to the amount of wages for the period of leave. Page 21 of 28

22 Quarantine Leave (QL) This leave is granted when an Employee cannot attend to his duties due to an infectious disease in his household and his attending the duties would be hazardous to the health of other people. The leave can be granted for a period upto 30 days on the recommendation of an authorized medical attendant or Public Health Officer Extra Ordinary Leave (EX-L) This leave may be granted in special circumstances without wages at the discretion of the management The special circumstances are when 3. No other leave is admissible 4. Employee makes a request in writing for granting this leave Leave Not Due (LND) An Employee who has no leave to his credit, may be granted leave at the discretion of the management in anticipation of his leave being earned subsequently. Study Leave (STL) 1. Study leave is granted to an Employee to enable him to undertake a course of study 2. This leave may be granted with or without pay at the discretion of the management Number of Holidays in a year Entitlement : 15 days holidays in a year If an employee is required to work on a holiday he / she is entitled for wages as if he / she was on duty. Application for Leave Etc. 1. An Employee is required to make an application when he desires to avail leave. 2. Application for Casual Leave, Medical Leave and Quarantine Leave need not be made in advance and can be made after availment of leave for the purpose of regularization. 3. Application for PL, however is required to be made 30 days in advance, except in urgent or unforeseen circumstances. 4. If leave is refused or postponed, an intimation to the said effect with reasons to be given to the employee. 5. Holidays, other than weekly offs cannot be prefixed or suffixed to any leave without prior sanction. 6. A holiday, including weekly off, intervening during leave except Causal Leave granted, shall form part of the leave. Page 22 of 28

23 7. The management can recall an Employee on leave (PL) if it considers necessary to do so and in that event, the employee shall be entitled to traveling allowance for the journey undertaken to join duty if the employee is spending his leave at a place outside his Headquarter. The traveling allowance will be in accordance with the rules of the company governing traveling allowance. 8. In case a Representative takes leave suddenly due to exigencies on scheduled dates of joint work with FM / RSM, then the Representatives of that team will co-operate with the concerned Manager for joint work on short notice. If a field worker absents himself during joint working, he shall give sufficient advance intimation and justifiable reason for such absence, except in case emergent situation and sudden sickness for which the field worker will inform the concerned manager and the Company at the earliest, giving full information about the same. Page 23 of 28

24 APPENDIX VI: WYETH LEAVE POLICY FOR MANAGEMENT ASSOCIATES Leave Rules For Management Associates At Goa Plant 1. APPLICABILITY: These Leave rules will be applicable to all the Management Associates at Goa Plant. 2. LEAVE ENTITLEMENT: The Management Associates are entitled for following types of Leave each calendar year. 1. Casual leave 2. Sick leave 3. Privilege or Earned leave 4. Maternity leave (For married females) 3. GENERAL RULES: 3.1 Leave of any kind granted to an employee will depend upon the exigencies of work, at the convenience of the company, subject to any relevant statutory provisions. The Management shall have discretion to refuse, revoke or curtail the leave as per the exigencies of work. 3.2 Leave of all type will be computed with reference to the calendar year, i.e 1 st January to 31 st December. 3.3 In the first year of service, the leave will be computed on prorata basis from the date of joining to 31 st December. 3.4 The Employee shall apply for leave in the leave card or any other form prescribed for the purpose or as modified from time to time. 3.5 Leave of all kind will be sanctioned by the appropriate authority, as notified by the Management, after the leave has been recommended by the concerned immediate superior of the employee. 3.6 Employee will not be permitted to change the type of leave applied for and sanctioned. 3.7 An employee while on leave will not be permitted to take up employment or hold up any office of profit or gain elsewhere, without the prior permission of the Management. 3.8 An employee proceeding on any kind of leave for more than three days will inform the leave sanctioning authority of his contact address during the leave period and hand over the clear charge of his work to such a person as may be required. 3.9 While calculating proportionate leave on prorata basis, a fraction of leave of half a day and above will be considered as one full day and less than half a day shall be ignored If an employee after proceeding on leave desires an extension thereof, he/she shall make an application in writing by registered post or personally submit the application to the leave sanctioning authority, giving satisfactory explanation to the Management before the expiry of leave, initially granted. A written reply with regard to grant/refusing the actual period of extension of leave shall be sent to the employee to the address supplied by him. If he fails to supply a forwarding address, the reply will be sent the address available on the records of the company. If no communication is received by the employee before the expiry of the leave initially granted in reply to his application for extension of leave, he should presume that extension of leave has not been granted If the extension of leave is sought on medical grounds, he will submit his application duly supported with medical certificate from ESI Panel Doctor / Registered Medical Practitioner as applicable, indicating the nature of sickness and probable period for which the leave is desired. Page 24 of 28

25 3.12 An employee remaining absent beyond the period of leave originally granted or subsequently extended shall lose his lien on the appointment and will be deemed to have abandoned his employment with the company unless he returns within 10 days of the expiry of the sanctioned leave and explains to the satisfaction of the authority granting leave, the reasons for his inability to resume his duties immediately on expiry of his leave. 4. RULES GOVERNING PRIVILEGE LEAVE: 4.1. Privilege leave is granted to an employee for rest and recuperation, subject to the exigencies of work. 4.2 All permanent Employees, confirmed in the service of the company will be entitled to Privilege Leave of 18 days per calendar year during his/her first 5 years of service which will be enhanced to 21 days on completion of 5 years service, on prorate basis. 4.3 An employee on probation will not be entitled to avail any privilege leave during the period of probation. However, on confirmation the Privilege Leave shall accrue to him, calculated from his date of joining on probation. 4.4 Privilege Leave will not be granted for less than 3 days at any time. Leave should be applied at least 10 days in advance in normal case. 4.5 Privilege Leave can be availed on not more than 3 occasions in a calendar year in normal case. 4.6 Privilege Leave can be accumulated for a maximum of 63 days. Privilege Leave accumulated in excess of the permissible limit will automatically lapse. Privilege Leave cannot be combined with any leave. 4.7 In case of emergency, the Management at its discretion may allow Privilege Leave in continuation of sick leave where sick leave is insufficient to cover the period of illness of an employee provided the illness is of more than 2 days. 4.8 An employee falling ill during Privilege Leave may inform the company in writing accordingly if sick leave is to be availed of instead of Privilege Leave. Such application must be accompanied by a Medical Certificate from a Registered Medical Practitioner or ESI Panel Doctor in case of those covered by ESI Act. 4.9 If any Privilege Leave is applied properly and it is refused due to the exigencies of company s work, that portion of leave, which is in excess of the limit of accumulation, will be permitted to be retained in the leave balance of the Employee Weekly off days and/or paid holidays falling at the beginning or at the end of the Privilege Leave period will not be counted as apart of the leave. Weekly off days and/or paid holidays falling during the Privilege Leave period will be counted as part of leave An employee proceeding on Privilege Leave will inform the leave sanctioning authority of his contact address during leave period and hand over the charge of his work to such a person, as may be required In case of emergency, an employee may be recalled to join his duties during Privilege Leave and for this purpose the management shall issue express telegram to the concerned employee, as and when necessary If an Employee on Privilege Leave desires extension of the leave, he should send an application in writing so as to reach the Company at least 7 days before the expiry of the Privilege Leave. Extension of Leave can only be availed of if permitted in writing. If the leave originally granted was less than 5 days, an advance intimation of 2 days will be necessary. Page 25 of 28