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Areas Sub-AreasDefinition

-- 2,9 Objective & lmplication3.0 Policy Development & Review

office Hour' Holidays and Leave means the provisions as the part emproyee benefits issued and rnanaged ori'naintained by Super Star Group.

2.0 Obiective & tmpljcation:This Policy applies to all permanent employees of super star Group other than emproyees appointed on contractexcept to this extent these are expressly made applicable to any of them by the terms of their employment

3.0 Policy Developnrent & ReviewBoard Members/Top Managements of super Star Group will have reserved the right or the sole authority forapprovalof this poricy as weil as review the poricy subject to the necessity.

4.0 Recipient Eligibility:Subject to the recommendation of concern Line Manager along with the approval of HoD (Head of Department),the HR & Admin Department is responsibre to ensure the approvarof the reave.

5.0 Policy Section:5.L Office Hours

- standard worl<ing hours of ssG shall be from 09:30 a.m. to 6:30 p.m. from saturdaytcl Thursday, withprayer and lunch breal<' However, worl<ing hours for regional offices (lf any) and showrooms will bedetermined time to time depending on the requirements of the business.n For ssG corporate, 15 minutes is l<ept as cushion time for arrivar but chronological practice shall notbe allowed' That means if any employee enters the office after 09:45 a.m., s/he will be counted aslate.n Consecutive three days late after 09:45 a.m. will be considered as a disciplinary issue & will beadiusted with 01 annual leave. Moreover, lf any person enter office after 10:00 a.m. three times in amonth' willalso be considererj as a riisciplinary issue & adjusted with 01 annual leave.' All employees will observe working hours strictly, no employee shall leave the premises during thenormalworking hours without prior permission of his/her immediate supervisor and mal<e a eniail toall members of Head office, fairing which resurts disciprining procedure.

!,11*..q9!!!::I t :l-u g pl LL.v5.5 Policy Development & Review6.0 lConclusion

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Office Hours in the month of Ramadan

During the month of Ramadan, SSG offices willfollow working hours from 9:30 a.m. to 4:00 p.m. with30 minutes breal< for prayer.

5,2 Holidays

' A Holiday list for the company is prepared in conformity with the Holiday list published by theMetropolitan Chamber of Commerce and lndustry.

' At the beginning of the year, HR will prepare the list and circulates to alloffices of Super Star Group.' Weel<ly Holiday will be in each Friday . Only 3'd Saturday will be off for Head Office officials only.

Field sales/Distribution & Factories will remain open as usual.5.3 Leave

5.3.1 Annual Leave:

' All permanent employees will be entitled to enjoy Annual Leave of 20 working days in a calendaryear upon completion of 1 (one) year service with the super star Group.

' All employees shall prepare their Leave Roster at the beginning of the year and submit to theirrespective Functional Heads. The Functional Heads will finalize the Leave Roster of his/herDepartment and send a copy to HR.

' For calculating annual leave period, only working days will be considered. There will be no restrictionin terms of prefixing and suffixing weel<ends and adding leaves to national and festival holidays.There shall be no restriction of availing maximum days of annual leave to an employee on any singleoccasion and can be tar<en up to the avairabre leave barance.

5.3.2 Casual Leave

' [very employee shall be entitled to 10 days casual leave with full pay in a calendar year and suchleave shall not be accumulated and carried forward to the succeeding year. Casual leave can be takento meet emergencies or in case of unforeseen events but not more than three (3) consecutive daysat a time.

' lf justification for casual Ieave is found unsatisfactory by the management, days of leave availed willbe deducted from the employee's annuar reave entitrement.

5.3.3 Sick Leave

' All permanent employees shall be entitled to avail 14 (Fourteen) days sick leave in a calendar yearwith full pay and benefits.

' sicl< Ieave for 3 days or more need to be supported by medical documents/certificate prescribed byregistered medical professional (s).

Employee must inform his/her supervisor about the sicl<ness on the day he/she becomes sicl<. lf thesickness continues beyond three days, employees are requirecl to keep their immediatesupervisors/HoD informed of the medical status every weel<. lf the company is not satisfied with thereason stated for illness, the days of absence will be adjusted against Annual Leave entitlement ofthe employee.

Employee must submit Leave Application Form on the day of returning to duties.ln the event of prolonged illness, the Management may allow special leave on recommendation ofregistered medical practitioner with or without pay or such special leave may be adjusted againstaccumulated Privilege leave, if any.

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5.3.4 Quarantine Leave

' Quarantine leave is the leave of absence from duty due to temporarV disability as well as infectiousdiseases (e.g. Chickenpox, Jaunciice& Hepatitis).

r Permanent employees of SSG may be considered with pay for a maximum of one (01) monthsQuarantine leave after all other leaves of a Calendar Year are exhausted. To avail this leave theemployee concerned has to submit a medical certificate from a registered medical practitioner onhis/her return to worl<place.

' lf employee(s) requires further reave beyond the regurar three(03) months euarantine Ieave his/herleave may be extended to a nraximum period of anotherthree (03) months as leave without pay.

' ln case of any Quarantine leave, Managing Director and Director will bear the sole authority to grantrequired leave to employee(s).

5.3.5 Maternity Leave! A permanent female employee shall be entitled to six (6) months maternity leave covering pre and

post delivery period. one month leave without pay can be taken if needed.' Employee shall not be entitled to such maternity benefit unless she has worl<ed under the employer,

for a period of not less than six months immediately preceding the day of her delivery.' A permanent female employee is entitled to avail this leave for 2 times in her entire service period.

However, employee who has more than two children shall not be eligible for maternity benefit.' Any employee suffering from illness arising out of pregnancy, delivery, premature birth of child

(Miscarriage, medicaltermination of pregnancy or tubectomy operatlon) is entitled to 4 weel<s leavewith pay in addition to the maternity benefit.After confirming pregnancy to the proper authority with a valid document provided by the certifiedmedical practitioner, she shall not be dismissed within the time bar of law.lf sufficient grounds are existed for such employee then due course of Iaw should be followed todissolve this issue.

The female employee must proriuce advance notice of pregnancy and application for maternity leave

to office.

Applications for maternity leave should include personal details, a medical certificate detailing theexpected date of delivery or birth, proposed commencernent date and duration of leave and to beforwarded to HR. HR will issue a leave approval letter to the respective employee mentioning herleave period (Appendix).

Maternity leave shall be recotnmended by the HoD and will be approved by HoHR (Appendix).within seven days of delivery of the child, the employee must submit a certificate from her attendingMaternity Hospital/qualified Gynecologist confirming that she has given birth to a child Her post-natal leave will be calculated according to this certificate.lf the female employee dies at the time of delivery or riuring the post,natal period of three (3)months, and if the newly born chilci of her survives, SSG shall pay her due amount of maternitybenefit to the person nominated by her or to her regar representative.

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5.3.6 Paternity Leave

' 'A male employee shall be entitled for 03 worl<ing days paternity leave. Employee shall use this leaveperiod to look after his family and home during the time of his child's birth.

' A maxlmum of two paternity leaves can be availed by an employee during his entire period of servicewith the company.

' Paternity leave is applicable only to those who have completed six months service with SSG.

' No other benefits will be provicJed to the employee(s) in addition to Paternity Leave with full pay.

' This leave may be availed withln the two weel<s before or after the birth of the child.

' Employee's leave application must be accompanied by the birth certificate/ other appropriateevidence of the baby.

5.3.7 Compassionate Leave

' Employee(s) are entitled for 3 working days compassionate leave in case of death of their parents,spouse or children to cope up with the shock.

5.3.8 Hajj Leave

' Employee(s)will be entitled with a leave of 25 calendar days with pay for Hajj purpose provided thatthe employee has completed two years of service with SSG.

' Such leave will be allowed for once in his/her service tenure with the company.' Similar leave may be granted for employees other than Muslims, if the occasion is once in a life time

Holy event significant to the believers.

5.3.9 Study Leave

' A permanent employee may avail study leave to undertal<e higher education approved by theManagement of the SSG.

' A permanent employee of SSG will be entitled to a Study leave of nraximum two (2) years withoutpay and allowances.

' An employee who has completed three (3) years'service with the company will be eligible toapplying for study leave.

' Those who would retire within 5 years of the date on which he/she is likely to return from leave willnot be entitled to it.

' An employee will be entitled to avail Study Leave once in his entire service period with SSG.

' HoD will accommodate the staff after returning from study leave and informed accordingly.' Study leave period shall not be counted of an employees'length of service with SSG and all end

service benefit to be stopped and will resume after returning from study leave.

' Study leave shall be recommended by respective HoD and HoHR and approved by MD (ManagingDirector) or Do(Director operation). Any exception of study leave need to be approved by the Boardof Directors.

5.3.10 Leave without pay

' The Company may grant an employee, at its cliscretion, leave without pay for important personalgrounds where no other leaves are admissible no matter whether there remains any leave balance ornot in the credit of the employee.

' ln case of Leave without pay, no salary anri allowances will be paid.r Leave without Pay period will not exceed three (03) months.

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HoHR can approve upto one (01) months LWop by upon recommendation from HOD' More than one (01) months LWOp to be approved by MD/DO' The period under Leave without Pay will not be counted as a part of service of an employee.

5.3.11 Compensatory Leave

' An employee(s) of ssG other than Contractual and lntern (s) will be entitled to a compensatoryLeave provided she/he has to worl< on a weel<ly holiday or during festival holiday.

' The compensatory reave date wiil be decided by the supervisor of the emproyee(s).5.3.12 Accidental Leave

' A permanent employee(s) of SSG will be eligible for accidental leave as a result of on duty accident(during office hour).

' Maximum leave period on accidental ground would be 3 months with full pay. This leave can besupported by HoD, recommended by HoHR and approved by MD and/orDirectors.' Any discretion upto next 3 months with pay may be approved by MD and Directors.' Accidental leave must be supportecl by medical documents signed by the registered medicalprofessional.

5.3.13 Leave during probation period

' Employee(s) shall not normally entitle for any leave rJuring' Leave may be granted to probationary employees only on

of the ma nagement on case_to_case basis.

' Any leave taken prior to completion of six (6) months will be adjusted against the casual leave atterconfirmation of service.5.3.14 Accumulation of Leave

Any leave other than annual leave shall notmay be accumulated up to maximum 45 days

5.3.15 Leave Encashment

probation period.

medical grounds or at the sole discretion

be allowed to carry forward. Unutilized annual Leaveduring the departure of the employee.

' Annual leave encashment facilities may be allowed to an employee for a maximum of 45 days at thetime of his/her leaving from the company, which will be calcurated on last drawn basic salary of theoutgoing employee No deduction, other than fOr lncome Tax and other statutory deduction shall bemade from the amount payable on account of encashment of leave.5.3.17 Procedure of Leave

Leave is to be applied for in writing to the immediate superior in the prescribed leave form. Noemployee sharr remain absent nerore nis/her reave is approved by the supervisor.The immediate superior will approve/disapprove (stating reasons for such disapprovar) theapplication and send it to his HoD' The HoD willthen forwarJl,,o,r,," HR for record.Employees must submit their Annual Leave application form and get approval from the supervisor 3worl<ing days before the commencement of such leave.when the Annual Leave applied for will be more than three (3) working days, the employee who willbe going on leave must prepare a handover note stating the detail of the person who will be actingas his/her back up' The handover note must be signed by both the persons &endorsed by LineManager and be submitted aJong with the leave application.In exceptional cases to the above, the employee will send the leave application at the earliest tohis/her immediate superior who wiil have the discretion to justify such exception.

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Directoi ffi"*t"- DI%io, -Application for sick leave has to be.submitted to the immediate superior" along with doctor-,srecommendations as well any extension of medical leave has to be recommended by the doctor,failing which, leave so availed will be treated as privilege Leave or Leave without pay.In case approved leave is not availed for sorne reasons, staff will notify HR in writing tiiat hrs/herleave has been canceled. A copy of such communication will be forwarded to the supervisor andleave will be adjusted accordingly.Unauthorized absence from worl< or non-compliance of leave policy shall be dealt with in accordanceto the disciplinary action procedure of the company.During leave period, the employee will be entitled to full salary for approved leave except leavewithout pay.

' All leave applications willbe checked by HRDand ensure compliance of leave policy.5.4 Exceptions of leave policy:

I Contractual employee will enjoy the leave as per the contract between the both parties,

' Exception of this leave policy regarding on approval shall be deemed by the sole discretion of MD,s &Boa rd.

5.5 Policy Development & ReviewThis Policy will be subject to a periodic review in every two years interval and modification if neededmay be carried out by HRD in consultation with the respeCtive unit,s HOB (Head of Business), policyReview Committee if any as appropriate.

6'0 conclusion: The objective of this poticy is to meet the employees' emergency & personal requirement of time,which will satisfy the individuals & refresh them for better productivity. once the policy has been approvedafter that inrlividuals have the right to avail these provisions of reave as per approvaI of respective HoD andcompletion of pre-confirmation activities by HR & Admin department.