Dear all,
Thanks for your positive reactions! If this bill is passed, industries would suffer heavy losses, and there could be discrimination against men or fathers of children. This bill is still pending.
Dear friend,
I don't understand what you see as positive and negative in this. As an employee, I welcome it, but as an employer/manager, not so much. Right? Perhaps this bill may be allowed to pass.
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I have corrected the spelling, grammar, and punctuation errors in the text while ensuring proper paragraph formatting.
From India, Bangalore
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1273Thanks for your positive reactions! If this bill is passed, industries would suffer heavy losses, and there could be discrimination against men or fathers of children. This bill is still pending.
Dear friend,
I don't understand what you see as positive and negative in this. As an employee, I welcome it, but as an employer/manager, not so much. Right? Perhaps this bill may be allowed to pass.
---
I have corrected the spelling, grammar, and punctuation errors in the text while ensuring proper paragraph formatting.
From India, Bangalore
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This is meant for private sector since in government sector the change has already been enforced as per the guidelnes of the last pay commission reports. Madhu.T.K
From India, Kannur
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From India, Kannur
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I agee to you. The additional 3 months should be made rather optional and let company decide
From India, Mumbai
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From India, Mumbai
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Dear All,
I appreciate the views expressed that if the proposed bill is passed, it will entail a burden on industries. However, no one has given views on the Financial Memorandum attached to the proposed bill. I had pointed out that the financial implication of Rs. 500 crore shown in the bill is not correct. Please comment on this aspect.
Regards
From India, New Delhi
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I appreciate the views expressed that if the proposed bill is passed, it will entail a burden on industries. However, no one has given views on the Financial Memorandum attached to the proposed bill. I had pointed out that the financial implication of Rs. 500 crore shown in the bill is not correct. Please comment on this aspect.
Regards
From India, New Delhi
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The implication is the estimated cost to the central government (direct employees only) for the additional leave days. It is not an estimate of the amount private companies will spend, including PSU and state government employees.
From India, Mumbai
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From India, Mumbai
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Dear All,
All employers/managers are concerned about financial losses, but no one is thinking about female employees' health and concentration, which deteriorates due to returning to work after just 2.5 months after giving birth.
One female employee in my organization was considering quitting her job after maternity leave since a mother cannot leave her baby at just 2.5 months old when 6 months of breastfeeding is necessary. However, if maternity leave is extended to 24 weeks, women can happily return to work without needing to request an extension of leave, flexibility in timings, or resigning from their job since the baby would be ready for supplementary feeding.
Many private organizations provide 6 months of leave to their female employees because they understand the importance and necessity of it. So, why can't all employers be more employee-friendly?
This change would have a very positive impact on employees, and female employees would return to work happily.
Thank you.
From India, Mumbai
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All employers/managers are concerned about financial losses, but no one is thinking about female employees' health and concentration, which deteriorates due to returning to work after just 2.5 months after giving birth.
One female employee in my organization was considering quitting her job after maternity leave since a mother cannot leave her baby at just 2.5 months old when 6 months of breastfeeding is necessary. However, if maternity leave is extended to 24 weeks, women can happily return to work without needing to request an extension of leave, flexibility in timings, or resigning from their job since the baby would be ready for supplementary feeding.
Many private organizations provide 6 months of leave to their female employees because they understand the importance and necessity of it. So, why can't all employers be more employee-friendly?
This change would have a very positive impact on employees, and female employees would return to work happily.
Thank you.
From India, Mumbai
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Dear All,
I welcome this move and am surprised to see the disagreements on this positive move from a few members of our HR fraternity.
We, the HR professionals, need not be on the side of management to worry about the financial implications of legal enactments. Still, we should respect the need for changes in line with international practices and the expected human rights and privileges that can be extended to our working class. None of the social security benefits should have come if we only think about the financial burden on management.
Of course, there are difficulties in handling the absence of six months in an organization. A skilled woman operator cannot be easily replaced, especially for only six months, but we need to provide that opportunity, even if it comes at a higher cost. Otherwise, the ground reality is that women often have to quit their jobs after pregnancy and childbirth.
Still, in many parts of our country, even in cities, married women are denied jobs. Indirect questions are asked to check their family planning, and they are terminated from their jobs upon reporting their pregnancy.
We must appreciate this move and find ways to manage the absence of six months, allowing women to pass their pregnancy time without worrying about job security.
I am not sure what the level of compliance on implementation will be if this private bill is passed. However, there should be a complementary enforcing mechanism to ensure that this delayed privilege reaches our sisters.
As Mr. Madhu TK pointed out, there can be an improved qualification period, considering the total service rather than just the service with one company. We need to support this move as it demonstrates our social commitment and, of course, is a progressive step.
From India, Coimbatore
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I welcome this move and am surprised to see the disagreements on this positive move from a few members of our HR fraternity.
We, the HR professionals, need not be on the side of management to worry about the financial implications of legal enactments. Still, we should respect the need for changes in line with international practices and the expected human rights and privileges that can be extended to our working class. None of the social security benefits should have come if we only think about the financial burden on management.
Of course, there are difficulties in handling the absence of six months in an organization. A skilled woman operator cannot be easily replaced, especially for only six months, but we need to provide that opportunity, even if it comes at a higher cost. Otherwise, the ground reality is that women often have to quit their jobs after pregnancy and childbirth.
Still, in many parts of our country, even in cities, married women are denied jobs. Indirect questions are asked to check their family planning, and they are terminated from their jobs upon reporting their pregnancy.
We must appreciate this move and find ways to manage the absence of six months, allowing women to pass their pregnancy time without worrying about job security.
I am not sure what the level of compliance on implementation will be if this private bill is passed. However, there should be a complementary enforcing mechanism to ensure that this delayed privilege reaches our sisters.
As Mr. Madhu TK pointed out, there can be an improved qualification period, considering the total service rather than just the service with one company. We need to support this move as it demonstrates our social commitment and, of course, is a progressive step.
From India, Coimbatore
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Maternity Benefit (Amendment) Bill 2016.pdf