Hi members,
If an employee goes on a maternity leave in march , also extends her leave and adjusts it against PLs and later resigns. Now what would be her last day with us for our records as well as experience letter which we will issue to her. Will it be march or july.
regards,
Seema
From India, Mumbai
If an employee goes on a maternity leave in march , also extends her leave and adjusts it against PLs and later resigns. Now what would be her last day with us for our records as well as experience letter which we will issue to her. Will it be march or july.
regards,
Seema
From India, Mumbai
Hi Seema, I think her last working date will be March only. You can add the comment in the experience letter that she went for maternity leave from March to July.
From India, Bangalore
From India, Bangalore
Dear Seema, Greetings! If she resigned before Maternity leave then u can go vth Ms Suma views or else u have to mention till last day of materinty period. Rgds, John N
From India, Madras
57From India, Madras
If she goes for maternity leave and didn't come back or resigned, is it compulsory that we have to pay maternity benefit. How can we pay the maternity salary? Can we pay month wise after her return from her maternity leave or we have to pay in the same period when she applied for maternity leave. Also tell me it is compulsory to pay maternity benefit if she resigned after completing maternity leave.
From India, Bangalore
From India, Bangalore
Dear Suma,
Greetings!
It is compulsory u have to pay maternity benefit if she resigned after completing maternity leave
These are the benefits u have to give to the employee
Cash Benefits
· Leave with average pay for six weeks before the delivery.
· Leave with average pay for six weeks after the delivery.
· A medical bonus of Rs.25 if the employer does not provide free medical care to the woman.
· An additional leave with pay up to one month if the woman shows proof of illness due to the pregnancy, delivery, miscarriage, or premature birth.
· In case of miscarriage, six weeks leave with average pay from the date of miscarriage.
Non Cash Benefits/Privilege
· Light work for ten weeks (six weeks plus one month) before the date of her expected delivery, if she asks for it.
· Two nursing breaks in the course of her daily work until the child is 15 months old.
· No discharge or dismissal while she is on maternity leave.
· No change to her disadvantage in any of the conditions of her employment while on maternity leave.
· Pregnant women discharged or dismissed may still claim maternity benefit from the employer
Rgds,
John N
From India, Madras
Greetings!
It is compulsory u have to pay maternity benefit if she resigned after completing maternity leave
These are the benefits u have to give to the employee
Cash Benefits
· Leave with average pay for six weeks before the delivery.
· Leave with average pay for six weeks after the delivery.
· A medical bonus of Rs.25 if the employer does not provide free medical care to the woman.
· An additional leave with pay up to one month if the woman shows proof of illness due to the pregnancy, delivery, miscarriage, or premature birth.
· In case of miscarriage, six weeks leave with average pay from the date of miscarriage.
Non Cash Benefits/Privilege
· Light work for ten weeks (six weeks plus one month) before the date of her expected delivery, if she asks for it.
· Two nursing breaks in the course of her daily work until the child is 15 months old.
· No discharge or dismissal while she is on maternity leave.
· No change to her disadvantage in any of the conditions of her employment while on maternity leave.
· Pregnant women discharged or dismissed may still claim maternity benefit from the employer
Rgds,
John N
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Maternity Leave Policy - posting.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf