Ripplewalk: Updated Leaves Policy

Ripplewalk: Updated Leaves Policy

Effective Date: 1st Jan 2024
Calendar Year: January 2024 - December 2024
Office Days: Monday to Friday
Office Timings: 8/10 am - 5/7 pm
Scope: All Full-Time Employees (Jaipur & Gurgaon)

Policy Elements

A) Holidays

• As per the Holiday Calendar issued by Ripplewalk Pvt Ltd for the respective calendar year.

B) Leaves

C) Work From Anywhere Provisions

Mandatory Guidelines for Leaves Encashment

Earned Leaves (EL) - 15 days per calendar year

1. Eligibility: Employees completing 6 months of probation are entitled to 15 days of earned leave, credited monthly on a pro-rata basis.
2. Purpose: To offer employees a break to recharge.
3. Notification: Notify managers at least 7 days in advance for up to 2 leaves and 15 days for more than 2 leaves.
4. Rescheduling: Leaves may be rescheduled based on workload.
5. Approval: EL requires prior approval from the immediate superior on HRMS.
6. Limit: No more than 5 consecutive paid leaves in a calendar month (excluding weekends and holidays).

Casual Leaves (CL) - 7 days per calendar year

1. Eligibility: Employees completing 6 months of probation are entitled to 7 days of casual leave, credited monthly on a pro-rata basis.
2. Purpose: For personal reasons (illness, emergencies, etc.).
3. Notification: Notify managers at least 7 days in advance for up to 2 leaves and 15 days for more than 2 leaves.
4. Rescheduling: Rescheduling may be requested based on workload, except in emergencies.
5. Approval: CL requires prior approval from the immediate superior on HRMS.
6. Limit: No more than 5 consecutive paid leaves in a calendar month (excluding weekends and holidays).

Sick Leaves (SL) - 12 days per calendar year

1. Eligibility: All employees are entitled to a maximum of 12 sick leaves, credited monthly on a pro-rata basis.
2. Purpose: For health-related issues.
3. Notification: Notify by 10:00 am on the day of leave to the supervisor and HR Manager.
4. Medical Proof: More than 3 consecutive sick leaves require medical proof and approval from both the immediate manager and HR Manager.
5. Carry Forward: SL can be carried forward to a maximum of 20 days, with a maximum carry forward of 8 days.
6. Lapse: Any SL exceeding 20 days will lapse at the end of the calendar year.

Rhythm Recess Leave - 12 days per calendar year

1. Eligibility: All female employees are entitled to 12 days of menstrual leave.
2. Purpose: Time off during menstruation.
3. Limit: Maximum of 1 day per month, not carried forward.
4. Notification: Notify by 10 am on the day of leave to the supervisor and HR Manager.

Birthday Leave - 1 day per calendar year

1. Eligibility: All employees are entitled to 1 Birthday leave.
2. Purpose: To enjoy a day off on their birthday.
3. Notification: Notify at least 7 days in advance, with prior approval from the immediate supervisor.
4. Lapse: Birthday leaves cannot be carried over and lapse each year.

Paternity Leave (PL) - 7 days per calendar year

1. Eligibility: Male employees are entitled to 7 days of paternity leave.
2. Purpose: Time off for family during childbirth.
3. Eligibility Criteria: At least 1 year at Ripplewalk required.
4. Adoption: Also applicable for adoption, limited to 2 children.
5. Notification: Notify at least 1 day in advance with medical proof.

Maternity Leave (ML) - 26 weeks

1. Eligibility: Female employees are entitled to 26 weeks of maternity leave.
2. Purpose: Time off during childbirth.
3. Eligibility Criteria: At least 1 year at Ripplewalk required.
4. Leave Distribution: Can be availed before and after childbirth.
5. Second Child: 12 weeks for any subsequent childbirth.
6. Adoption: 12 weeks for adopting mothers of infants (0-1 years).
7. Notification: Notify at least 30 days in advance with medical proof.

Work From Anywhere - 96 days

1. Eligibility: Employees can avail 96 days of work from anywhere during the calendar year.
2. Purpose: Provides flexibility for emergencies or personal reasons.
3. Limit: Maximum of 8 days per month, not carried over.
4. Notification: Notify at least a day prior and apply through HRMS.
5. Rescheduling: May be requested based on project requirements.
6. Approval: Requires prior approval from the immediate superior.

Leave Without Pay (LWP)

1. EL and CL are not allowed during the probation, notice period, or performance improvement plan.
2. A maximum of 4 SLs allowed during probation or notice periods; exceeding this results in LWP.
3. Female employees can avail menstrual leaves once every month during probation or notice periods.
4. Failure to take leave approval within 3 days leads to absence being marked as LWP.
5. Leaves applied outside the guidelines will be considered LWP.
6. LWP is sanctioned at the trust's discretion.
7. Employees missing daily attendance will be considered on LWP.
8. Excess leaves beyond entitlement will result in LWP.
9. Failure to submit daily status reports results in LWP.

Unauthorized Absence

1. All unexplained, unapproved absences may lead to strict action, including LWP and/or termination after 5 consecutive days of absence.