Hi all,
I am working in a hospital, and the problem we are facing is that our 5-6 nursing staff are going on maternity leave together. Is there any protocol where we can advise our staff to plan their maternity leave so that the hospital does not have to deal with a shortage of manpower?
Regards,
Sunita
From India, Ambala
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5I am working in a hospital, and the problem we are facing is that our 5-6 nursing staff are going on maternity leave together. Is there any protocol where we can advise our staff to plan their maternity leave so that the hospital does not have to deal with a shortage of manpower?
Regards,
Sunita
From India, Ambala
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Hi Sunita Roy,
As per the Maternity Benefit Act, all working women are entitled to avail maternity leave if they have completed 80 days in the 12 months immediately preceding the date of their expected delivery. There is no provision for deferral of this entitlement even if a majority of employees are already on leave.
Here comes the role of the human resources department into light, which has the duty to maintain the employee count based on gender ratio and further delve into specific parameters for selection and filling vacancies. However, the law does not allow biased selection practices, but the company must also find practical means to operate efficiently.
I recommend maintaining a balance in the employee count and taking necessary actions from the beginning, which can be implemented starting now and planned for the future. Offering temporary jobs when a regular employee is on maternity leave is a viable alternative. It is not fair to ask female employees to plan their maternity around work schedules.
From India, New Delhi
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As per the Maternity Benefit Act, all working women are entitled to avail maternity leave if they have completed 80 days in the 12 months immediately preceding the date of their expected delivery. There is no provision for deferral of this entitlement even if a majority of employees are already on leave.
Here comes the role of the human resources department into light, which has the duty to maintain the employee count based on gender ratio and further delve into specific parameters for selection and filling vacancies. However, the law does not allow biased selection practices, but the company must also find practical means to operate efficiently.
I recommend maintaining a balance in the employee count and taking necessary actions from the beginning, which can be implemented starting now and planned for the future. Offering temporary jobs when a regular employee is on maternity leave is a viable alternative. It is not fair to ask female employees to plan their maternity around work schedules.
From India, New Delhi
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