Hi, Unfortunately, we are ending the services of a female staff - who is 4 months pregnant. Does any one of you have any termination/end-of-service letter for the same? Regards Himanshu Saxena
From India , New Delhi
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From India , New Delhi
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Dear Himanshu Saxena,
You have raised a query about terminating the services of a 4-month pregnant employee. However, you have not mentioned why you wish to do it, the length of the service of the woman employee, etc. If poor performance is the cause of termination, then did you issue her warnings about her poor performance, and if issued, then how did you issue them?
Please provide us with a complete background of the case. Opinions cannot be provided for a one-sentence post.
Thanks,
Dinesh Divekar
From India, Bangalore
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8032You have raised a query about terminating the services of a 4-month pregnant employee. However, you have not mentioned why you wish to do it, the length of the service of the woman employee, etc. If poor performance is the cause of termination, then did you issue her warnings about her poor performance, and if issued, then how did you issue them?
Please provide us with a complete background of the case. Opinions cannot be provided for a one-sentence post.
Thanks,
Dinesh Divekar
From India, Bangalore
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She has asked for her annual leave (not maternity) because of some complications in her maternity. The department/division is unable to grant this request as she has already exhausted all her leave entitlements.
Hence, the division/department has decided to terminate her contract.
From India , New Delhi
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Hence, the division/department has decided to terminate her contract.
From India , New Delhi
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Ask the employee to resign from her position but assure her that you will pay a compassionate amount above and beyond the notice period. Alternatively, offer to relieve her of her job by providing the notice pay as per the terms of her appointment.
From India, Mumbai
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From India, Mumbai
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In my opinion, you cannot terminate a woman when she is pregnant. I presume that she is outside the purview of ESI coverage.
In such a case, in my opinion, the only option you will have is to give her Maternity Leave with pay. You can seek her resignation only after she rejoins employment after completion of her Maternity Leave.
Regards,
MVK
From India, Madras
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In such a case, in my opinion, the only option you will have is to give her Maternity Leave with pay. You can seek her resignation only after she rejoins employment after completion of her Maternity Leave.
Regards,
MVK
From India, Madras
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Ending or termination during a pregnancy can be really troublesome for you as an HR professional. Provisions of the Act, if invoked, will favor the employee. Have you received the intimation, etc., in the prescribed forms as per the MB Act? Please try to treat the case compassionately; after all, a pregnant woman will have no choice but to abide by the medical advice. Talk to her in a manner befitting the circumstances, and see whether you can find an amicable solution mutually agreeable. Coercive steps are the least desired.
From India, Bangalore
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From India, Bangalore
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Maternity Benefit Act very clearly states that you cannot terminate the services of a pregnant woman who has worked for more than 80 days of you in the period till her delivery. So, you are asking for trouble and a lot of legal costs and penalties.
The act also allows her to take unpaid leave if her EL is exhausted before she takes the maternity leave.
You need to let her continue to be employed until she rejoins after delivery.
From India, Mumbai
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The act also allows her to take unpaid leave if her EL is exhausted before she takes the maternity leave.
You need to let her continue to be employed until she rejoins after delivery.
From India, Mumbai
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Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf
Maternity Leave Policy - posting.doc