sgkiyer Started The Discussion:
Dear Friends, I am enclosing "Maternity Leave Policy" for the benefit of members.. Regards sgkgopalkrishna@gmail.com
Posted 21st May 2008 From India, Delhi
Attached Files
Shared By Cite.Community Member "sgkiyer" For Public Download
File Type: doc Maternity Leave Policy - posting.doc (74.0 KB, 14589 views)
Good effort by Mr. opalakrishna. I have some points to note.

Maternity leave can be availed in full (12 weeks) after the delivery also. Only thing is that she cannot take more than 6 weeks leave before the expected date of delivery.

In Maternity Benefit Act, there is provision for 6 weeks leave for miscarriage.

Goog luck

Madhu.T.K
Posted 22nd May 2008 From India, Kannur
PGL&D 
Hello All, Would anybody know of organizations in India giving more than 12 weeks Maternity Leave? I am looking for some employee friendly policies. Regards,
Posted 7th October 2008 From India, Mumbai
veeraj 
great work. if you can inform about the 'forms' which are legally required by the company to submit/maintain, it would be more BENEFICIAL like 'muster roll 'a' etc.
Posted 3rd November 2008 From India, Delhi
as per the government gazette now the maternity leave is extended to 180 days is it true if it is so kindly let me know where i could get the notification print out thanks
Posted 10th September 2010 From India, Mangaluru
Please see below link to know more about ............................


KVJ RAGHUNATH: THE MATERNITY BENEFIT ACT, 1961



KVJ Raghunath
<link outdated-removed> ( Search On Cite | Search On Google )
9701966688
Posted 10th September 2010 From India, Vijayawada
Jeene 
Dear Madhu Sir, As per the attachment the eligibilty period is 180 days. The link given by Raghunath shows 80 days. Please confirm whether it is 80 days or 180 days ? Thanks & Regards, Jeene
Posted 10th September 2010 From India, Bangalore
In order to be eligible for maternity benefits under the Maternity Benefits Act, the woman employee should have worked at least for 80 days during the 12 months immediately preceding the expected date of delivery. If it is written as 180, it is an error.

Regards,

Madhu.T.K
Posted 12th September 2010 From India, Kannur
For Government employees the Service Rules of the respective state (Rajastan) and not the Maternity Benefit Act will be applicable. Regards, Madhu.T.K
Posted 15th September 2010 From India, Kannur
Dear asnanigee

When you say "Can I Join at new place of Posting...." it implies "working" on that day,at least; because although in practice a new joinee does no work on the day of joining; however she is definitely treated as "ON DUTY".

Hence my suggestion is that you avail of the maternity leave benefit in full, without any worry about our job. You are neither being compelled to join, nor you can be compelled to join, the new place of posting immediately. So why the undue rush to join ? In any case the reporting officer will not accept your joining till you complete your maternity leave tenure.

Your job shall be kept safe at the new place of posting, with the remarks, "On maternity leave".

Warm regards.
Posted 16th September 2010 From India, Delhi
Dear Member,

We have not noticed any change in the period of maternity benefit ( leave) under the Maternity Benefit Act, 1961. 180 maternity leaves may be available to Govt. female employees.
Regards,
R.N.Khola
Skylark Associates, Gurgaon (Haryana)
Labour Law Consultants (m) +91 9810405361
www.skylarkassociates.com/

Posted 16th September 2010 From India, Delhi
As per Section 11

11. Nursing breaks. -- Every woman delivered of a child who returns to duty after such
delivery shall, in addition to the interval for rest allowed to her, be allowed in the course
of her daily work two breaks of the prescribed duration for nursing the child until the
child attains the age of fifteen months.

Please help with the "prescribed duration" for the same.
Posted 11th September 2012 From India, Gurgaon
Pls help, even I have read about the nursing break twice a day till fifteen months. However, a woman don't bring her child to workplace and it is not necessary that she works close to her residence.

So how do we give the break. A resting break is understandable but how does nursing break help?
Posted 12th October 2012 From India, Mumbai
Dear Member,
Prescribed duration is provided by the applicable Rules. According to Rule 7 of Haryana Maternity Benefit Rules, 1967 we are to allow two breaks for nursing the child. Rule 7 may be read as under.
7. Break for nursing child - (1) Each of two breaks mentioned in section 11 shall be of 20 minutes duration.
Provided that in case the crèche or place where children are left by women while on duty is not in the vicinity of the place of work a period up to 15 minutes more may be allowed for the purpose of journey to and from crèche or the place.
R.N.KHOLA
Sr. Associate (LL&IR)
Skylark Associates, Gurgaon (Haryana)
(Labour Law Consultants) (M) 09810405361
Welcome Skylark Associates
*Also Sr. V. P., Labour Law Advisers Association, Gurgaon.

Posted 13th October 2012 From India, Delhi
Hi,


My due date is Dec 7th 2013 and I am planning to take Maternity leave for 6 months from Sept end to March end. Am I eligible for Maternity Leave or can my employer deny it because I am taking leave prior to 6 weeks from my due date. Please advise.I am eigible as per 80 days rule within 1 year of expected due date.
Posted 4th September 2013 From India, Mumbai
Dear Suriya,

Whether you have given these comments on its usefulness after going through The Maternity Benefit Act, 1961 ?

Regards,

R.N.Khola
Sr. Associate
Skylark Associates, Gurgaon (Haryana)
(Labour Law & Legal Consultants)
09810405361

Posted 4th September 2013 From India, Delhi



 
 
 
 







Found This Useful? +Vote Up This Via Google.  

Why Vote? User validation is extremely important for good content to prosper.
Disclaimer: This network and the advice provided in good faith by our members only facilitates as a direction towards the actions necessary. The advice should be validated by proper consultation with a certified professional. The network or the members providing advice cannot be held liable for any consequences, under any circumstances.

About Us - Advertise - Contact Us - RSS   On Google+  
Copyright © 2016 Cite.Communities (CiteHR.Com) User contributions are owned by the contributor.
Privacy Policy | Disclaimer | Terms Of Service
Facebook Page | Follow Us On Twitter | Linkedin Network