Dear All,
I welcome this move and surprised to see the disagreements on this positive move from few members of our HR fraternity.
We, the HR people need not be in the side of management to worry about the financial implications of legal enactments but should respect the need of the changes in line with international practices and expected human rights & privileges that can be extended to our working class. None of the social security benefits should have been come, if we think about financial burden to management.
Of course, there are difficulties in handling the absence of six months in an organisation, a skilled woman operator cannot be replaced by another one that too for only for six months, difficult, but we need to give that opportunity may be at higher cost. But other wise the ground reality is, the woman had to quit the job after pregnancy and child birth.
Still in many parts of our country, even in cities married women are denied job, indirect questions are asked to check their family planning and terminated from job reporting her pregnancy.
We have to appreciate this move, find ways to manage the absence of six months and to be respectful to women to pass their pregnancy time without worrying about job security.
Still, I am not sure, if this private bill is passed, what will be the level of compliance on implementation, but we there should be complementary enforcing mechanism to reach this delayed privilege to our sisters.
As Mr.Madhu TK, pointed out there can be an improved qualification period, considering the total service, not the service with one company, but we need to support this move at it is a demonstration of our social commitment and of course a progressive step.