Altius Annual Leave Policy wef 1st January 2012

OBJECTIVE To provide a composite leave program and also to encourage employees to plan and avail leave in accordance with the statutory obligations of the company ELIGIBILITY Employees earn 18 18 paid leaves and are given an additional 4 Sick Leaves in a year exclusive of weekly offs and official holidays. Annual leave is calculated for a period of Calender year. During probation, you employees are not entitled to avail of annual leave. The leaves earned by the employee during the probation period will be credited to his/her account upon confirmation. Hence NO annual leaves are available during probation. For example, Each employee is entitled to 1.5 leave per month depending upon the number of days worked during the salary period and it shall be calculated as follows: a) For those present between 10- 14 days : 0.5 leave credited b) For those present between 15- 19 days : 1 leave credited c)For those present between 20 and above : 1.5 leave credited The 18 earned Leaves are divided into: 16 Planned Leaves 2 Emergency Leaves AVAILMENT OF LEAVE Annual leave intimation/ application should be given at least 3 working days in advance and should be approved by the supervisor in the prescribed format. Each time leave is taken, the application must be filed, approval obtained and individual leave records updated (HR site). The maximum leave that can be availed at a stretch is 18 working days, subject to Altius Leave Policy Dt 28/09/2011

approval by the supervisor.

ACCUMULATION Maximum carry forward allowed is 8 days of leave in a year. The same is pro-rated for the period between date of confirmation and 31st Decemeber. For all employees all accumulated leaves of the calender year will be carried forward to the next year i.e. maximum limit for carried forward leaves of 8 days. ENCASHMENT Employees can encash their annual leave only at the time of retirement or separation. Annual leave encashment is on the basis of fixed components full value of salary Basic salary is defined as monthly CTC less retrials and performance / incentives (whichever is applicable). This does not include any incentives or process based pay. Leave encashment will be treated as per Income Tax Rules. COMPENSATORY OFF This section applies to all employees required to work on a holiday and/ or weekly offs, as per their roster. Based on the exigencies of work a Supervisor may require the employee to work on a holiday or a weekly off. In lieu of such work on a holiday or a weekly off the employee may be allowed compensatory off for a day. The compensatory off will be allowed with prior permission in the following week or as soon as feasible on business considerations. However, the same have to be availed within the financialCalendar year. Under no circumstances may an employee be allowed to accumulate more than 4 days Compensatory offs in a FinancialCalendar year for availing at a stretch. Employees are not allowed to club compensatory off with annual leave. Altius Leave Policy Dt 28/09/2011

Supervisors of every department shall maintain records of work on holidays and compensatory off of the employee.

MANDATORY PUBLIC PAID HOLIDAYS This section applies to all employees of Altius working on Domestic Processes and / or who work in the Indian Time Zone . who They are entitled to get the mandatory 4 public holidays that will be included as paid leave. This will be * * * * th 26 January st 1 May th 15 August nd 2 October

With regards to employees working for International Processes (UK), will have the following Paid Holidays as against the listed public holidays th * 24 December * 25 th December * 31 st December * 1st January Subject to Changes as per Process and Client requirements All Type of Leaves: Weekly Off (OF) 1. Every roster week an employee is entitled to get one day off this off is termed as Weekly Off. No salary is due to an employee for an OF. The weekly off is decided by the HR while making the roster and it could be any one day of the roster week. Altius Leave Policy Dt 28/09/2011

2. 2. An employee can request for a weekly off before the Wednesday shift end for the following roster week.An OF is counted towards the days worked required for calculating the next appraisal date. Ordinary Leave (OL) 1. An OL is a paid leave available only to confirmed agents. 2. All employees that are confirmed get 1.5 OLs per month (26 days) that they have worked with us. 3. OLs are calculated based on the number of days that the agent came to work in the month. 4. An OL is counted towards the days worked required for calculating the next appraisal date.

Without Pay (WP) 1. A leave without pay is to be applied 3 working days in advance and the approval is subject to HR/Process Head. The maximum number of leaves that can be applied under this head should not exceed 7 days . 2. No salary is due to an employee for a WP. 3. A WP is not counted towards the days worked required for calculating the next appraisal date. Half Day (HD) 1. If an employee is logged on for more than 50% of the required login time, but less than 100 % then he\she is considered to be present only for half day (HD). 2. An employee is entitled to get a HD only if it is approved by the supervisor present in the shift. 3. A half a days salary is due to an employee for a HD. 4. A HD is counted towards the days worked required for calculating the next appraisal date. 5.If an employee works HD and then goes home, he will be paid HD and the balance will be taken off .5 SL/OL/Emergency Leave. Present (PR) 1. When an employee is logged on for the entire shift he/ she is marked present (PR) for the day. The employee is due for a complete days salary for a PR. 2. A PR is counted towards the days worked required for calculating the next appraisal Altius Leave Policy Dt 28/09/2011

date. One and a half shift (P3) 1. When an employee is logged on for more than 12 hours at a stretch he\she is entitled to be marked P3. The employee is due for 1.5 days salary for a P3. 2. A P3 is counted towards the days worked required for calculating the next appraisal date as one day. Double Shift (P2) 1. When an employee is logged on for two shifts at a stretch he\she is entitled to be marked P2. The employee is due for 2 days salary for a P2. 2. A P2 is counted towards the days worked required for calculating the next appraisal date as one day.

Sick Leave (SL) OBJECTIVE

To provide leave to employees to allow them to recover and recuperate from illness. ELIGIBILITY All employees are eligible for 4 days of sick leave in a calendar year. Sick leave is to be availed if you are sick or indisposed. Any agent who logs in for less than half a day and goes home will be marked as a SL and taken out of his kitty of 4 SLs a year allocated to him If an agent logs out at anytime between 50% and 100% but does not complete his login requirement a 100% he will be marked as HD Sick leaves cannot be clubbed with Annual leaves for any other purpose other than medical reasons. Altius Leave Policy Dt 28/09/2011

Excess sick leave availed beyond 4 days in a year will be WP( without pay) and If the annual leave balance is nil, it will be treated as Leave without Pay. ACCUMULATION Sick leave cannot be carried forward to the next calendar year and will lapse if not availed. Sick leave cannot be encashed. In case you avail more than two consecutive sick leave , you would have to submit a doctors certificate to your supervisor & HR. Absenteeism (AB) 1. If an employee remains absent without informing Supervisor/HR or does not turn up to work even when the leave is not approved it is termed as an Absent (AB). 2. Every AB will attract loss of pay for the day.. 3. If an employee has more than 3 AB, and Company does not hear anything about it. That employee status will be put on Hold for additional 7 days after which he / she will be terminated.

An LOC will be sent out to the Mailing Address of the employee on the day(Exceptions will be done subject to HR/Supervisors Approval)

3rd

If an employee takes a leave without any information to Supervisor/Hr, he/she will not be allowed to Log in on the day he/she resumes work. The employee will first have to meet the HR team and give a valid, logical reason as to why there was no communication for the same. Instances of Uninformed absenteeism shall lead to below actions: st 1 Instance Verbal Warning with valid documentation and acknowledgment nd 2 Instance Warning letter issued with valid documentation and acknowledgment Altius Leave Policy Dt 28/09/2011

rd

Instance - Termination.

EXAMINATION LEAVE Leave for examinations shall be called as exam leave for all purposes of reference in the organization. Exam leave is not an entitlement and the employee needs to justify the leave taken in the application to the Supervisor. Exam leave can be taken only on production of proof to appear for the exams i.e. copy of admit card, examination date sheet from the institute etc. Leave will not be granted without adequate proof. The employee shall advise the Supervisor at least 2 weeks in advance before proceeding on leave. The employee shall proceed on leave ONLY after sanction of leave. Exam leave is over & above the entitled annual leave 21 working days. This leave is treated as leave without pay. Hence, an employee has the option of availing his/her annual leave for exams, however, with no leave balance in his/her account, the employee is entitled to this additional exam leave, which is leave without pay.

MATERNITY LEAVE OBJECTIVE To provide female employees with leave for pre and post natal care and maternity benefits in accordance with the statutory obligations of the company. Extract from Maternity Benefits Act, 1961, for reference: Any woman employee, whether employed directly or through any Altius Leave Policy Dt 28/09/2011

agency, who has actually worked in the establishment for a period of at least 80 days in the 12 months immediately preceding the date of her expected delivery, is entitled to receive maternity benefit. Maternity benefit is payable for the period of her actual absence immediately preceding and including the day of her delivery, and for the six weeks immediately following that day. If a woman employee does not avail six weeks leave preceding the date of her delivery, she can avail of that leave following her delivery, provided the total leave period does not exceed 12 weeks. ELIGIBILITY a. Maternity leave is a statutory leave b. Expecting female employees are eligible to avail maternity leave. c. An employee must have worked for a minimum of 90 80 working days with ALTIUS, to be eligible for maternity leave. If you are on probation, you are entitled to avail maternity leave, provided the above condition is fulfilled. ENTITLEMENT a. Maternity leave entitlement is for 12 weeks or 84 days(as per The Maternity Benefit Act, 1961, a woman employee is eligible for 12 weeks or 84 days of leave) b. A female employee can avail 6 weeks leave prior to delivery and 6 weeks after delivery OR 12 weeks post delivery. However these leaves need to be availed continuously (with no other attendance status in between). Leaves taken due to any complication arising during pregnancy and before the 6 week prior to delivery period will not be considered as Maternity leave.

c. Irrespective of marital status and number of live births, expecting female employees Altius Leave Policy Dt 28/09/2011

are eligible to avail maternity leave (Maternity Benefit Act is silent on these facts) d. Full salary is payable during the 3 months of maternity leave. e. In the event of a miscarriage in lieu of maternity leave, the employee will be eligible for a total of 6 weeks of miscarriage leave. The employee would be eligible for an additional Maternity Leave for a period of one month (paid leave) in case of illness arising out of pregnancy, delivery, premature birth of child, medical termination of pregnancy or tubectomy operation. These leaves may not necessarily be continuous, but cumulatively they cannot exceed one month. AML can be availed during any stage of the pregnancy and it can be taken post delivery too, provided it can be proved that its an illness related to delivery & the normal maternity leave of 12 weeks has been exhausted. f. Maternity leave is not adjusted against annual leave balance. ENCASHMENT Maternity leave cannot be encashed. EXTENDED MATERNITY LEAVE a. A female employee can avail extended maternity leave for another 6 months besides the 12 weeks of Maternity leave. EML, however, will be treated as unpaid leave. EML will need to be requested for by the employee and formally sanctioned by the process & HR. b. Employees can take this leave only in the 6 month period immediately following the paid ML. Extended Maternity leaves necessarily need to follow fully utilized Maternity Leaves. There should be no other attendance status for the employee, between these two leaves.

Altius Leave Policy

Dt 28/09/2011

MODALITIES a. You need to submit a written application to both your supervisor and HR head informing them that you will be proceeding on maternity leave at least 3 months before the date of delivery. b. If you are proceeding on leave beyond the stipulated time, you need to get special / exceptional approval EXCEPTIONS Any exceptions to the above policy will have to be recommended by the Function Head and approved by HR Head. This policy supersedes all previous policies with reference to Attendance and work schedule. UNDERTAKING I hereby agree and understand all the above points as outlined in the policy and also agree that if I default on any one or more of the instances or indulge in any act of Unacceptable Behavior, I will be liable to the action taken by the management and will be bound by the final decision taken by the management.

I have read, understood and accept the above policies: Name: - __________________________ Employee Id:-_____________________ Date:-____________________________ Signature:-_________________________ Disclaimer: The details provided in this document are only an outline to ensure an alert environment while an employee is in the Company Premises. This is not a comprehensive document and may undergo changes in future. This document serves as a broad Altius Leave Policy Dt 28/09/2011

guideline and should be not treated as all encompassing and any other events /incidents or issues would be treated on a case to case basis.

Altius Leave Policy

Dt 28/09/2011