yes sudarshan,
you are right, anonymous commented so harshly, actually he or she doesnt deserve to be HR.
employees are like asset to an company, retaining employees is more important than keeping on hiring good candidates.
co operating with present employees is safety against losing good candidates.
From India, Mumbai
47you are right, anonymous commented so harshly, actually he or she doesnt deserve to be HR.
employees are like asset to an company, retaining employees is more important than keeping on hiring good candidates.
co operating with present employees is safety against losing good candidates.
From India, Mumbai
Dear Sunita,
You must have the following qualities :
1. Charming personality,
2. Highly qualified,
3. Lots of work experience and
4. Positivist in outlook and hard working.
Then any employer would be happy to appoint you knowing even if they will have to give you leave after 3 months. Because they are getting a very good employee.
Don't worry and buck up.
Regards,
Naval
From India, Bhubaneswar
You must have the following qualities :
1. Charming personality,
2. Highly qualified,
3. Lots of work experience and
4. Positivist in outlook and hard working.
Then any employer would be happy to appoint you knowing even if they will have to give you leave after 3 months. Because they are getting a very good employee.
Don't worry and buck up.
Regards,
Naval
From India, Bhubaneswar
Statement made by Mr. babanaresh is not at all correct. Maternity Benefit Act nowhere prohibits employment rights of pregnant employee. It only offers right to prescribed maternity leave with wages to pregnant women.
I agree with Ms. Priyanka What a derogatory question this is!! This does not even call for an answer! unless a pregnant candidate has a very very special skill required for the job which is very very rare to find in market.
I feel pregnant candidate should disclose about her pregnancy at the time of interview itself. It is unfair on her part to not to disclose likely long break she will need from job in near future.
Employer also can avoid future embarrassments by posing questions directly or indirectly in employment application form such as Are you pregnant? Are you likely to take long leave in next 10 months? If yes, for what reason? Employer can also include pregnancy test in Pre Employment Medical Checkup.
From India, Pune
I agree with Ms. Priyanka What a derogatory question this is!! This does not even call for an answer! unless a pregnant candidate has a very very special skill required for the job which is very very rare to find in market.
I feel pregnant candidate should disclose about her pregnancy at the time of interview itself. It is unfair on her part to not to disclose likely long break she will need from job in near future.
Employer also can avoid future embarrassments by posing questions directly or indirectly in employment application form such as Are you pregnant? Are you likely to take long leave in next 10 months? If yes, for what reason? Employer can also include pregnancy test in Pre Employment Medical Checkup.
From India, Pune
Hello Priyanka18,
It would have been well if YOU followed what you preached--why post even the comment you made?
Raj Kumar said it right & I wouldn't like to repeat it.
There's a saying: a woman is a woman's worst enemy. Does sound true, going by the totally insensitive comment you made.
And less said about AnonymousA's remarks the better.
Rgds,
TS
From India, Hyderabad
It would have been well if YOU followed what you preached--why post even the comment you made?
Raj Kumar said it right & I wouldn't like to repeat it.
There's a saying: a woman is a woman's worst enemy. Does sound true, going by the totally insensitive comment you made.
And less said about AnonymousA's remarks the better.
Rgds,
TS
From India, Hyderabad
hi, Yes Satish i agree with u...Both Priyanka n Anonymous have been harsh....... y dony they try to understand and think the situation. Regards, Suman
From India, Pune
From India, Pune
Its depent on bye-laws of respective organisation. After all a pregnant lady cannot join a new job because nobody want to give her six months leave after deliverywhile she has newly joined.
From India, Jaipur
From India, Jaipur
Hi sunita,
A pregnant woman cannot be discriminted against getting a job however most employers will not normally select them on the basis that their contribution will be limited by their condition when immediate results are required.
The nature of the work at hand if stressful will naturally disqualify them.
Over and above the company policy on management of maternity leave should provide clear cut guidelines on recruitment of pregnant women
Kelvin
From India, Rajsamand
A pregnant woman cannot be discriminted against getting a job however most employers will not normally select them on the basis that their contribution will be limited by their condition when immediate results are required.
The nature of the work at hand if stressful will naturally disqualify them.
Over and above the company policy on management of maternity leave should provide clear cut guidelines on recruitment of pregnant women
Kelvin
From India, Rajsamand
The Decision of taking the job at 6 months pregnancy depends upon the pregnant lady if organization agrees leave for couple of months. Some organizations follow a strict policy regarding pregnancy but most of the organizations don't frame policies regarding the same. But at the end of the day the risk is on both sides candidate and organization side.
some months before one of our colleague was 7 months pregnant, she used to take frequent breaks and leaves from the work. there was lot of work of her which we used to take because she was not 100% at this time, Not only for organization but also co workers has to bear the price of hiring 6 months pregnant lady.
I would rather suggest that a clear cut negotiation between candidate and management should take place in these kind of situation.
some months before one of our colleague was 7 months pregnant, she used to take frequent breaks and leaves from the work. there was lot of work of her which we used to take because she was not 100% at this time, Not only for organization but also co workers has to bear the price of hiring 6 months pregnant lady.
I would rather suggest that a clear cut negotiation between candidate and management should take place in these kind of situation.
hi sunita,
have confidence on yourself, it all depends on you and the type of work you are looking for, if you are looking for a receptionist job you may not get easily,but if you are looking for the jobs like accounts or any other work, which you can do by your talent in front of the computer,or siting at one place you may get easily
From India, Bangalore
have confidence on yourself, it all depends on you and the type of work you are looking for, if you are looking for a receptionist job you may not get easily,but if you are looking for the jobs like accounts or any other work, which you can do by your talent in front of the computer,or siting at one place you may get easily
From India, Bangalore
Hell0:
After so many good people have expressed themselves, it is indeed difficult to say something new. However, I state very briefly as under:
1) There is no law that prevents/prohibits employment of women in family way so long as the employer and the employee have no issues.
2) Even if out of ESI coverage, Maternity Banefits Act will apply and both parties will be bound by it.
3) The main points of this law are:
a) A woman who proposes to enjoy statutory benefits under the act, has to have worked with the employer for at least 80 days prior to the expected date of her delivery.
b) She is eligible to receive a maximum of 12 weeks of leave with full pay, of which not more than six weeks can be enjoyed before expected date of her delivery and not less than six weeks after the delivery.
c) She is also entitled to Medical Bonus of Rs. 2500/- on delivery.
d) In addition there are stipulation like what consequences will follow for both parties in case of misscarriage, death of the child or the mother during delivery ETC. In fact if the concerned woman has to abstain from work due to ailment arising out pregnancy and/or delivery, then she will be entitled to another one month's leave on full pay!
Let the above stated parameters decide whether the employer wishes to employ a pregnant woman and let her decide if can claim benefits under the act in her special situation and if both wish to enter the Employer-Employee rerlationship.
I recommend that, if we study the The Maternity Benefit Act 1971 with latest amendments, we will gain more insights in the matter and will be able to form studied opinions on the issue!
Cheers
samvedan
August 27, 2010
--------------------------
From India, Pune
After so many good people have expressed themselves, it is indeed difficult to say something new. However, I state very briefly as under:
1) There is no law that prevents/prohibits employment of women in family way so long as the employer and the employee have no issues.
2) Even if out of ESI coverage, Maternity Banefits Act will apply and both parties will be bound by it.
3) The main points of this law are:
a) A woman who proposes to enjoy statutory benefits under the act, has to have worked with the employer for at least 80 days prior to the expected date of her delivery.
b) She is eligible to receive a maximum of 12 weeks of leave with full pay, of which not more than six weeks can be enjoyed before expected date of her delivery and not less than six weeks after the delivery.
c) She is also entitled to Medical Bonus of Rs. 2500/- on delivery.
d) In addition there are stipulation like what consequences will follow for both parties in case of misscarriage, death of the child or the mother during delivery ETC. In fact if the concerned woman has to abstain from work due to ailment arising out pregnancy and/or delivery, then she will be entitled to another one month's leave on full pay!
Let the above stated parameters decide whether the employer wishes to employ a pregnant woman and let her decide if can claim benefits under the act in her special situation and if both wish to enter the Employer-Employee rerlationship.
I recommend that, if we study the The Maternity Benefit Act 1971 with latest amendments, we will gain more insights in the matter and will be able to form studied opinions on the issue!
Cheers
samvedan
August 27, 2010
--------------------------
From India, Pune
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.
[FFO] How to impress Men & Women!!!.zip
Women - SC Guidelines.doc