My comments on the issue is as follows:
*) As per the Maternity Benefit Act , the Management is under the obligation to give the leave. Over and above that it is upto the magnanimity of the Management, which might take a decision based on the case without precedence for the future and after knowing the value of the employee concerned to the organisation. But caution should be exercised that it should not be quoted as a matter of right in future.
*) Other option open is to find out the possibility of making her work from home or keep the options of flexi-working time open for her
*) If the possibility of giving advance leave against the leave to be earned in future exists in the organisation, the same can be given by taking an undertaking from the employee stating that in case of her leaving the company before the leave is earned amount equivalent to the advance leave would be paid to the organisation by the employee
Premson
From India, Mangaluru
2*) As per the Maternity Benefit Act , the Management is under the obligation to give the leave. Over and above that it is upto the magnanimity of the Management, which might take a decision based on the case without precedence for the future and after knowing the value of the employee concerned to the organisation. But caution should be exercised that it should not be quoted as a matter of right in future.
*) Other option open is to find out the possibility of making her work from home or keep the options of flexi-working time open for her
*) If the possibility of giving advance leave against the leave to be earned in future exists in the organisation, the same can be given by taking an undertaking from the employee stating that in case of her leaving the company before the leave is earned amount equivalent to the advance leave would be paid to the organisation by the employee
Premson
From India, Mangaluru
I agree to what Partha says. A lil empathy is wat she needs...... Is that so difficult....... :?: Normally organizations are known to encourage job rotation only to tide over such situations
From India
From India
Dear Jmratna,
You are not supposed to say a person to discontinue legally.
Case 1:-
Access what is the worth of the employee – if she really a valuable asset of your organization then allow leave to her as “Leave Without Pay” and higher another person on temporary basis.
Case 2:-
If she is not worthy then don’t get emotional ask frankly that company will not allow her for long leave – ask her after her recovery if there will be any vacancy she may apply and join.
Regards
Pankaj Chandan
From India, New delhi
You are not supposed to say a person to discontinue legally.
Case 1:-
Access what is the worth of the employee – if she really a valuable asset of your organization then allow leave to her as “Leave Without Pay” and higher another person on temporary basis.
Case 2:-
If she is not worthy then don’t get emotional ask frankly that company will not allow her for long leave – ask her after her recovery if there will be any vacancy she may apply and join.
Regards
Pankaj Chandan
From India, New delhi
Dear Ratna,
We all had given our inputs on the topic, but end of the day you have to decide with descreation what best you can do in favour of organisation.
"Remember Employees makes Organisation, Organisation doesn't manufacture employees"
Last but not least suggestion : Ask Pregnant employee to send you all relevant medical documents photocopies in support of her complete bed rest advised by doctor. If it is necessary plz allow her to proceed on leave without pay untill she plan her maternity leave.
Regards,.....Shiv
From India, New Delhi
We all had given our inputs on the topic, but end of the day you have to decide with descreation what best you can do in favour of organisation.
"Remember Employees makes Organisation, Organisation doesn't manufacture employees"
Last but not least suggestion : Ask Pregnant employee to send you all relevant medical documents photocopies in support of her complete bed rest advised by doctor. If it is necessary plz allow her to proceed on leave without pay untill she plan her maternity leave.
Regards,.....Shiv
From India, New Delhi
Hi Chum,
Thanks for the appreciation. I think this forum has a great opportunity and we - You, Rahul, Priya, Ash, Peer and not to mention our all other CHR friends, who find guidance through exploring various options & ideas shared through these discussions will definitely contribute to the changing HR Scenario in India.
Also i will take a opportunity to our mentors in the likness of Mr. Mallik & numerous other's (forgive me if i am not mentioning their names here) who had been in this forum guiding many future HR Leaders.
Its not necessary that everybody knows everything.. but for all other thing's we have you & Cite HR !
regards / Jayesh
Thanks for the appreciation. I think this forum has a great opportunity and we - You, Rahul, Priya, Ash, Peer and not to mention our all other CHR friends, who find guidance through exploring various options & ideas shared through these discussions will definitely contribute to the changing HR Scenario in India.
Also i will take a opportunity to our mentors in the likness of Mr. Mallik & numerous other's (forgive me if i am not mentioning their names here) who had been in this forum guiding many future HR Leaders.
Its not necessary that everybody knows everything.. but for all other thing's we have you & Cite HR !
regards / Jayesh
Dear,
The best option is to hire a temp. employee for a period of six month (not on payroll) and tell the person that its a temp. job when our employee is back if you are having anything in hand for the temp employee you can give her a work and in a condition if your employee wont come back till a year you can make the temp employee permanant.
As a female i can suggest this thing only and human resources means to understand human only
I hope Mr Ravi got the point commenting is easy but you shuld comment right .......
We have to understand the situation think abt a woman condition then you can better understand the situation .Pregnancy is god gift
Its is a same case happen in our company we have new FRONT OFFCIE EXECUTIVE at that time she is one month pregnant and we r not aware with the thing and even she have not told us when in 5 month i asked her she told she is 5 month pregnant she told us she will continue upto 8 month and after words require 6 month leave in our leave policy we dnt have any paid maternity leave and when ever she require leave 10 days 15 days we have provided the leave, but the reception is empty so we appoint a new girl and tell the new girl she is only for 6 month she is ready for the job and we appointed when our old receptionist is 8 month pregnant she trained the new girl very well , but now our old receptionist till dated does come we r not facing any problem bec our new receptionist is trained and when she come back she can join us and we keep that temp employee in any other dept .
Problem solved
Dear now recssion is gng on so you will find people easily for short term period everyone need money at all.:):):)
Thanks ,
Sharmila
Manager HR
From India, Delhi
The best option is to hire a temp. employee for a period of six month (not on payroll) and tell the person that its a temp. job when our employee is back if you are having anything in hand for the temp employee you can give her a work and in a condition if your employee wont come back till a year you can make the temp employee permanant.
As a female i can suggest this thing only and human resources means to understand human only
I hope Mr Ravi got the point commenting is easy but you shuld comment right .......
We have to understand the situation think abt a woman condition then you can better understand the situation .Pregnancy is god gift
Its is a same case happen in our company we have new FRONT OFFCIE EXECUTIVE at that time she is one month pregnant and we r not aware with the thing and even she have not told us when in 5 month i asked her she told she is 5 month pregnant she told us she will continue upto 8 month and after words require 6 month leave in our leave policy we dnt have any paid maternity leave and when ever she require leave 10 days 15 days we have provided the leave, but the reception is empty so we appoint a new girl and tell the new girl she is only for 6 month she is ready for the job and we appointed when our old receptionist is 8 month pregnant she trained the new girl very well , but now our old receptionist till dated does come we r not facing any problem bec our new receptionist is trained and when she come back she can join us and we keep that temp employee in any other dept .
Problem solved
Dear now recssion is gng on so you will find people easily for short term period everyone need money at all.:):):)
Thanks ,
Sharmila
Manager HR
From India, Delhi
Dear All,
Termination in case of pregnancy is not illegal.
Now, when lady is not good with health during pregnancy she cannot be forced to work and neither can be terminated.
Another thing is the solution:-
1) Ask her to give the medical report of her check ups.
2) Ask the doctor to whom she consults for the approximate time she'll need?
3) Ask the employee if she would be able to carry out work from home?
4) Look at the requirement of her work and if its critical get a project trainee and get your work done.
If the work is not so critical and requires less of skills and knowledge we can ask some other employee to share the load of her work.
This would save the cost to the company and also help another person to sense the responsibility.
I hope this should make the things clear for us.
Remember: We cannot TERMINATE an employee because of his/her maternity leaves.
From India, Madurai
Termination in case of pregnancy is not illegal.
Now, when lady is not good with health during pregnancy she cannot be forced to work and neither can be terminated.
Another thing is the solution:-
1) Ask her to give the medical report of her check ups.
2) Ask the doctor to whom she consults for the approximate time she'll need?
3) Ask the employee if she would be able to carry out work from home?
4) Look at the requirement of her work and if its critical get a project trainee and get your work done.
If the work is not so critical and requires less of skills and knowledge we can ask some other employee to share the load of her work.
This would save the cost to the company and also help another person to sense the responsibility.
I hope this should make the things clear for us.
Remember: We cannot TERMINATE an employee because of his/her maternity leaves.
From India, Madurai
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Maternity Leave Policy - posting.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf