From Anonymous
We are 5 year old private company. As per law, we have allowed one of the female employee (Manager) for pregnancy leave of 26 weeks. She was drawing around 5 Lacs CTC. After completing 26 weeks leaves, she worked for 20 days and resigned the company. Can company have control or provision to minimise the such cases?
1st August 2017 From India, Ahmedabad

Dear friend,
Expecting control or provision to minimize such cases only possible in the following way :
1) Have only male employees to the post irrespective of interviewing female employees, in particular avoid female employees under the marriage age or spinster
2) Get confirmation from the female employees that they will not resign after issue is over or after availing all benefits given to them
3) Never consider maternity leave to the female employees ask them to resign and give the employment a fresh look as a an new employee
4) Stop benefits to the female employees during the pregnancy period and release them on joining and confirming their continuance in the work place..

Above all, the best advice is female employee is not only an employee she is going to be a mother and she is the essence of life, these things happen in every organisation and it is not a burden it is a real respect we are providing to them looking for rules and regulations and all other things certainly monetarily look good in reality the organisation is not putting all out efforts for development...

Best of Luck ...Crooked and Cunningness will never give Peace ....
1st August 2017 From India, Arcot
Dear Mr.Gopinath Sir,

Not considering the Maternity leave and asking for resignation is against law and if the employee lodges complaint then the management will be in trouble.

Even we ask them to confirm their continuation after availing maternity leave they will accept and go off after availing such benefits, serve the required notice period and leave where we can do less

The maternity benefit act clearly speaks about the payment of benefits part hence postponing the payment of benefits is also comes under non-compliance

It is not only one organization, there are "N" number of organizations are facing such critical issues hence we also needs to live with it.

Please suggest me if any where I need to correct.

Thanks
Kameswarao
7th August 2017 From India, Hyderabad
Dear Friend Shri Kameswarao,

Kindly go through line by line ... you have the answer in it....
8th August 2017 From India, Arcot
Dear friend,

Your post is about retention of woman employee on completion of her maternity leave. Somehow Mr Gopinath Varahamurthi perceived it as being misogynist and he gave his ironical reply. Anyway let us come to the original issue.

Women from all types of companies go on maternity leave. Many times deliveries get complicated and resuming the duties on completion of leave becomes difficult. Therefore, women resign. The second reason is that no proper person is there to care of the newly born baby. Many women are reluctant to keep their baby in creche. Hence they resign, take career break for 2-3 years and resume after the break.

Nevertheless, if you look at women from top-notch MNCs or branded companies, these do not take break. There are two reasons for this. One is the strength of the brand. The brand image of these companies is so strong that it overrides the post-maternity issues. The second one is the remuneration that they get is also very high. Separation from the company gives them big financial loss.

If you are 5-year old private limited company then you fail short two major expectations i.e. strong brand image as well as remuneration. Payment of Rs 5 lakh is not that great.

There is nothing wrong if your company has faced this issue. This is common among SMEs. Therefore, your leadership and all of you need to strive to become a branded company to mitigate the woes employee turnover.

Thanks,

Dinesh Divekar
8th August 2017 From India, Bangalore
 

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