Dear All,
Please guide me in following case.
I work as a HR in one software company privately held and located in Pune. One of our female employee is asking for complete bed rest as suggested by her Doctor due to pregnancy. She(employee) is working with us since last 2 years and engaged on one of our long running project.
Now, she has been advised for bed rest, hence we need to arrange alternative for her, however what action should be taken in such case. We do not want to loose her neither she has expressed anything about resignation.
Can we send her on leave without pay for 5 to 6 months? She is expecting her baby by April 2014.
Please advise..
Thanks
Milind Halbe
From India, Pune
2Please guide me in following case.
I work as a HR in one software company privately held and located in Pune. One of our female employee is asking for complete bed rest as suggested by her Doctor due to pregnancy. She(employee) is working with us since last 2 years and engaged on one of our long running project.
Now, she has been advised for bed rest, hence we need to arrange alternative for her, however what action should be taken in such case. We do not want to loose her neither she has expressed anything about resignation.
Can we send her on leave without pay for 5 to 6 months? She is expecting her baby by April 2014.
Please advise..
Thanks
Milind Halbe
From India, Pune
hi
milind
waht u suggested is correct . if u wan to remove her also u cna do at this time .. so as per act u give the leave and after that u issue a letter that he will be on LoP till she resume her duty.
regds
From India, Hyderabad
milind
waht u suggested is correct . if u wan to remove her also u cna do at this time .. so as per act u give the leave and after that u issue a letter that he will be on LoP till she resume her duty.
regds
From India, Hyderabad
Let her avail the PL/EL if there is any balance with her, she is also liable for Leave as per Maternity Benefit Act which may come in the month of February 2014. Please extend her full support at this juncture, till her delivery or her resignation. Do not force her to put her papers at this moment. You can temporarily hire a candidate for her replacement.
From India, Ahmadabad
From India, Ahmadabad
Hi Milind,
As per Saji's suggestions you could go ahead but again check on the leave policy which has been designed by you for your organization. If the one suggested by Saji and your are in same line then please go ahead and hire a new employee for that position not to replace entirely but for time being and once she is back you could make the new hire to report to her as well.
All above said suggestions are purely depend on three things so kindly refer the below before you proceed further
1) Refer Maternity Benefit Act
2) Is she is a great performer and you dont want to let that skill go away then consider all the options
3) Before you take any decision have a word with Management and get the approval via document/email and proceed further.
From India, Tiruchchirappalli
As per Saji's suggestions you could go ahead but again check on the leave policy which has been designed by you for your organization. If the one suggested by Saji and your are in same line then please go ahead and hire a new employee for that position not to replace entirely but for time being and once she is back you could make the new hire to report to her as well.
All above said suggestions are purely depend on three things so kindly refer the below before you proceed further
1) Refer Maternity Benefit Act
2) Is she is a great performer and you dont want to let that skill go away then consider all the options
3) Before you take any decision have a word with Management and get the approval via document/email and proceed further.
From India, Tiruchchirappalli
Dear,
I agree with the suggestions made by Mr Sundram. Before getting to his suggestions, I also thought to suggest on same lines. I would like to stress upon that our young HR personnel that please please please go through relevant Acts and Rules. Most of your questions will be answered. But our friends resort to easy route. I am not against it, but often ready made / tailored solutions might not prove to benefit you much. You will not remember what you have done in past and might seek help. This does not speaks good of our fraternity. I am sorry if some one feels hurt. My intention is not to hurt any one but to inculcate a habit of reading to benefit himself and also others.
Hope you and all will accept my humble suggestions with open heart.
AK Jain
From India, Jabalpur
I agree with the suggestions made by Mr Sundram. Before getting to his suggestions, I also thought to suggest on same lines. I would like to stress upon that our young HR personnel that please please please go through relevant Acts and Rules. Most of your questions will be answered. But our friends resort to easy route. I am not against it, but often ready made / tailored solutions might not prove to benefit you much. You will not remember what you have done in past and might seek help. This does not speaks good of our fraternity. I am sorry if some one feels hurt. My intention is not to hurt any one but to inculcate a habit of reading to benefit himself and also others.
Hope you and all will accept my humble suggestions with open heart.
AK Jain
From India, Jabalpur
Dear Milind Halbe,
Please go through the Maternity Benefit Act 1961 and very recently the number of days of leave as admissible is also revised. Accordingly she is eligible for the paid leave.To fill the gap alternative arrangements can be made. As an HR manager,be pragmatic, when we employ ladies, we should be ready for contingent factors, and we have to accommodate such factors,rather than approaching in a materialistic way. Try to convince the management and do not think of forcing her to resign.The lady has every right to get the benefit under the act.
From India, Bangalore
Please go through the Maternity Benefit Act 1961 and very recently the number of days of leave as admissible is also revised. Accordingly she is eligible for the paid leave.To fill the gap alternative arrangements can be made. As an HR manager,be pragmatic, when we employ ladies, we should be ready for contingent factors, and we have to accommodate such factors,rather than approaching in a materialistic way. Try to convince the management and do not think of forcing her to resign.The lady has every right to get the benefit under the act.
From India, Bangalore
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Maternity Leave Policy - posting.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf