Dear Rashmi,
Congratulations...!!
HR policies for pregnant women vary from company to company. Check with the HR department of your company to find out more about its policy on maternity leave. A good HR policy should ensure that you receive maternity as well as other health benefits, including group medical insurance that covers your whole family.
According to the Maternity Benefits Act 1961, you are entitled to 6 weeks of leave before your due date, and 6 weeks after your child's birth. So you can claim at least 12 weeks or three months of maternity leave. If your company's HR policy is more generous, you might be lucky enough to get even six months off.
It is unlawful for your employer to dismiss you from work because you are pregnant or suffer from any illness during pregnancy. If you feel your employer is not applying the law properly, take legal advice.
Best Wishes for You & Your Child.
Regards,
Anarat Dwivedi
From India, Bangalore
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Congratulations...!!
HR policies for pregnant women vary from company to company. Check with the HR department of your company to find out more about its policy on maternity leave. A good HR policy should ensure that you receive maternity as well as other health benefits, including group medical insurance that covers your whole family.
According to the Maternity Benefits Act 1961, you are entitled to 6 weeks of leave before your due date, and 6 weeks after your child's birth. So you can claim at least 12 weeks or three months of maternity leave. If your company's HR policy is more generous, you might be lucky enough to get even six months off.
It is unlawful for your employer to dismiss you from work because you are pregnant or suffer from any illness during pregnancy. If you feel your employer is not applying the law properly, take legal advice.
Best Wishes for You & Your Child.
Regards,
Anarat Dwivedi
From India, Bangalore
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Dear all, Rashmi has forgotten after posting this thread................... lol......................... :):):):):)
From India
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4From India
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Hi Vimal,
I work for a private limited company as a CAD Designer. I would like to know if private limited companies are required to provide Casual Leave, Sick Leave, and Earned Leave to employees or if it is based on the company's discretion. Please clarify this for me.
Thank you.
From India, Madras
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I work for a private limited company as a CAD Designer. I would like to know if private limited companies are required to provide Casual Leave, Sick Leave, and Earned Leave to employees or if it is based on the company's discretion. Please clarify this for me.
Thank you.
From India, Madras
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Rashmi,
This thread got a little confusing because people misunderstood what you were saying.
The summary is as below:
You had approved leave for 2 months.
You extended it without approval for 1 month.
The employer is within his rights to send you a termination letter.
Personally, I do not think anyone benefits in a labor court case. In this case, you are on a weak wicket.
The best way is to speak to HR and the concerned manager you used to report to (hope you were on good terms with them), explaining to them the matter that led you to extend your leave. You should definitely apologize for the violation of rules and that you did not realize that you needed to do it in a different way (and that you will not repeat this in the future).
If that does not work or if they are not willing to listen, then you should be looking for another job instead of wasting time running after what is gone. It's not easy to remain in employment where the management wants you out.
Hope this helped you chart your path.
Regards,
Saswata
From India, Mumbai
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This thread got a little confusing because people misunderstood what you were saying.
The summary is as below:
You had approved leave for 2 months.
You extended it without approval for 1 month.
The employer is within his rights to send you a termination letter.
Personally, I do not think anyone benefits in a labor court case. In this case, you are on a weak wicket.
The best way is to speak to HR and the concerned manager you used to report to (hope you were on good terms with them), explaining to them the matter that led you to extend your leave. You should definitely apologize for the violation of rules and that you did not realize that you needed to do it in a different way (and that you will not repeat this in the future).
If that does not work or if they are not willing to listen, then you should be looking for another job instead of wasting time running after what is gone. It's not easy to remain in employment where the management wants you out.
Hope this helped you chart your path.
Regards,
Saswata
From India, Mumbai
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Dear Sir,
I received an explanation from the management asking me to physically present myself within 3 days of receiving the notice and explain WHY I SHOULD NOT BE SUSPENDED? I am not sure whether this will lead to termination or not.
Thanks for the concern and the reply.
Regards,
Rashmi
From India, Bangalore
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I received an explanation from the management asking me to physically present myself within 3 days of receiving the notice and explain WHY I SHOULD NOT BE SUSPENDED? I am not sure whether this will lead to termination or not.
Thanks for the concern and the reply.
Regards,
Rashmi
From India, Bangalore
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Dear Saswata,
Thank you very much for the "best advice" so far. I am very grateful for this advice, and I will negotiate with the management on this by apologizing for what happened.
Hats off to your response!
With high regards,
Rashmi
From India, Bangalore
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Thank you very much for the "best advice" so far. I am very grateful for this advice, and I will negotiate with the management on this by apologizing for what happened.
Hats off to your response!
With high regards,
Rashmi
From India, Bangalore
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Dear Rashmi,
I suppose you took three months' leave for the delivery of your daughter's child. In that case, you are not covered under the Maternity Benefits Act.
The other question is whether you requested and were granted leave for the period of your absence from work. If your leave was granted, then termination of services under such circumstances is unfair.
Please furnish complete facts of the matter, and then we can offer you proper advice.
Best Wishes,
Vasant Nair
From India, Mumbai
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I suppose you took three months' leave for the delivery of your daughter's child. In that case, you are not covered under the Maternity Benefits Act.
The other question is whether you requested and were granted leave for the period of your absence from work. If your leave was granted, then termination of services under such circumstances is unfair.
Please furnish complete facts of the matter, and then we can offer you proper advice.
Best Wishes,
Vasant Nair
From India, Mumbai
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Hi Rashmi,
Your question is a little bit confusing. Are you inquiring about taking leave for the delivery of your child, or has your daughter already delivered? In any case, the company does not have the right to terminate you if your leave was approved by the management. You have the right to address this issue with them.
With Regards,
Leela - HR
From India, Hyderabad
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Your question is a little bit confusing. Are you inquiring about taking leave for the delivery of your child, or has your daughter already delivered? In any case, the company does not have the right to terminate you if your leave was approved by the management. You have the right to address this issue with them.
With Regards,
Leela - HR
From India, Hyderabad
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