Attendance & Punctuality Policy
1. Purpose and Scope
The purpose of this Attendance & Punctuality Policy is to define the expectations,
guidelines, and procedures related to employee attendance, punctuality, and timekeeping at
our organization. This policy applies to all employees, regardless of employment type or
level.
2. Attendance Expectations
2.1. Regular Attendance: Employees are expected to report to work as scheduled and
maintain regular attendance. Consistent attendance is essential to the organization's
success and the achievement of individual and team goals.
2.2. Punctuality: Employees are expected to arrive at work, meetings, and other work-
related commitments on time. Punctuality ensures the smooth functioning of
operations and respects other person’s time.
3. Work Schedules
3.1. Official Work Hours: The organization has established official work hours for each
department or role. Employees must adhere to their designated work hours unless
otherwise authorized.
3.2. Flexibility: Some positions may have flexible work arrangements or alternative work
schedules, which should be approved in advance by Reporting Managers and/or HR.
4. Leave Policy
4.1. Casual Leave: The Employee is entitled for 1 (One) Casual Leave in each month.
Provided that if the Employee doesn’t use that One Casual Leave in the same month,
then it will be carried forward in Succeeding month. All such leaves will be accrued
on a Calendar Year basis (i.e., January-December) & the amount of all unutilized
leaves at the end of the will be paid along with salary at the end of the year.
4.2. Earned Leave:- The Employee is entitled for 1.5 (One & a half) Earned Leave in each
month. Provided that if the Employee doesn’t use that Leave in the same month,
then it will be carried forward in Succeeding month. All such leaves will be accrued
on a Calendar Year basis (i.e., January-December) & the amount of all unutilized
leaves at the end of the will be paid along with salary at the end of the year.
4.3. Short Leave: The Employee will be allowed 1 (One) Short leave i.e., leave for
maximum 4 hrs., in a month other than abovementioned leaves. If an Employee takes
more than 1 Short leave in a month, then the leave will be deducted on hour basis.
These leaves are not accrued.
4.4. Force-Majure Leave: The employee is entitled for leave in case the concerned
Authority declares Government Leave due to natural calamity or for any other
reason. However, the management reserves the right to ask the employee to work
from home, in case the work of the Organization is suffering.
Syna Group of Companies Together, we grow!! Page 1 of 16
65
5. Absences and Leave
Requesting Time Off: Employees must request time off for planned absences, including
vacation, personal days, and medical appointments, in accordance with established
procedures. Such requests should be submitted to the supervisor with at least 7 day’s prior
notice (5 working days), failing which their leaves will be considered unpaid. Only the
reporting manager will be allowed to permit the leave in case the employee has
unintentionally forgot to update about their leave.
5.1. Unplanned Absences/Emergency Leaves: In cases of unplanned or unforeseen
absences due to illness or emergencies, employees must notify their supervisors as
soon as possible, ideally at least one hour before the start of the workday through
email, text message or call. It is obligatory on the part of the employee to complete
the assigned work either by themself or by assigning to their colleague working in
the same department.
5.2. Medical Certificates: Medical certificates may be required for extended or frequent
sick leave, as per HR's discretion.
6. Tardiness and Late Arrival
6.1. Late Arrival: The Employee will be allowed to reach the Organization late for 15
minutes, whatsoever situation is, only twice a month. If the Employee continues
coming late for more than 2 (Two) instances, then there will be deductions in their
Casual Leaves based on the no. of instances of late reporting (0.5 CL Deduction per
instance).
6.2. Record Keeping: Employees' time-in and time-out records will be maintained
electronically or through designated timekeeping systems. Falsification of time
records is a violation of this policy.
6.3. Missed Punch: The Employees can apply for “Missed Punch” in HRMS Software in
case they fail to mark attendance in HRMS Software, within 3 working days of such
incidence. Non-punching due to late arrival is not considered as “Missed Punch”.
7. Consequences of Violations
Violations of this Attendance & Punctuality Policy will be subject to progressive discipline,
including verbal warnings, written warnings, and, if necessary, suspension or termination.
8. Accommodations and Exceptions
8.1. Reasonable Accommodations: The Company will provide reasonable
accommodations to employees with documented disabilities or medical conditions in
accordance with applicable laws.
8.2. Exceptions: Exceptions to this policy may be made on a case-by-case basis with the
approval of HR and the employee's Reporting Manager.
9. Review and Updates
This policy will be reviewed periodically and updated as needed to align with
organizational needs and legal requirements.
Date of last policy update: Authorized by:
6th March, 2024
Syna Group of Companies Together, we grow!! Page 2 of 16
65
