Intended parents 7.1 Adoption Leave and Pay is available to eligible employees who become the legal parents following an application for adoption or parental order. Your pay slip will be sent to your home address from your department. Maternity Leave All confirmed female employees shall be entitled for Maternity leave as per maternity benefit act 2016, with full pay for a period of continuous 26 weeks (excluding national holidays) for each pregnancy up to a maximum of 2 confinements. The following documents can be downloaded as part of the maternity leave process , eESS Maternity Standard Operating Procedure. Where practicable, time off during working hours will be provided to allow you to breastfeed if your baby is cared for nearby, or to express milk. Talk to your manager before you start your Maternity/Pregnant Parent Leave about taking your holidays either before or at the end of your leave and agree dates with them. If you dont qualify, you may not get a payslip during your leave. You can contact the EAP on 0800 069 8854. Hours worked on a KIT day should be recorded as a roster note in SSTS and the detail will be passed automatically to Payroll where a manual calculation of the KIT payment will be performed. Please refer to Section 43 for staff who are either commencing/leaving the organisation as follows: 43. Please contact theHR Support and Advice Unit. If the KIT day is worked between weeks 1 to 26 of maternity leave, the calculation will be based on the greater of : If the KIT day is worked between weeks 27 to 39 of maternity leave, the calculation will be based on the greater of : If the KIT day is worked between weeks 40 to 52 of maternity leave, the calculation will be based on. If youre off sick due to your pregnancy within four weeks of your expected due date, your Maternity/Pregnant Parent Leave will just start automatically, Once youve agreed a start date with your manager, you should complete the ML1 Application for Maternity Leave Form (below) and ask your manager to sign it. Both you and your partner need to be eligible see our Shared Parental Leave Policy for more details. There is a separateReserve Forces Training and Mobilisation Policy. Three months notice of an intention to return to work must be given to the line manager.While no guarantee of a return to a particular post can be given, every effort will be made to place individuals in posts of similar band, hours and responsibility to that held prior to the break, and will take into account the employees experience, achievements and qualifications. Please note that the following information supersedes the information in the Policy relating to Superannuation on career break, pending review of the Career Break Policy: The NHS scheme provides for members of both the 1995 and 2008 sections (excluding locum practitioners) who are on an authorised break (including a career break), to choose to continue to pay contributions towards membership for a limited period. This is made up of 26 weeks' Ordinary Maternity Leave, followed by 26 weeks' Additional Maternity Leave. All pregnant employees have the right to Statutory Maternity Leave (SML) and to resume work afterwards. Maternity Leave and Pay: Policy 2 4 Maternity Leave and Pay 4.1 Entitlement to Maternity Leave Employees who are pregnant have the right to 52 weeks' maternity leave, regardless of length of service or hours of work. Ask the employee the best method of communication to optimize while they're away. You might want to try and arrange a KIT day with your manager so you can come into work and discuss things with them. NHS Greater Glasgow and Clyde being an employer committed to the principles of work/life balance, recognises that, as one of a range of options, flexible working arrangements givesemployees some discretion in their starting and finishing times each day. Please note if you are having a new child by adopting (including Fostering to Adopt/Concurrent Planning) or through a Surrogacy arrangement, your entitlements are set out in our Adoption and Surrogacy Policy or the Paternity, Non-Pregnant Parent and Co-Adopter Policy. This comprises 26 weeks' ordinary maternity leave (OML) immediately followed by up to a further 26 weeks' additional maternity leave (AML) The purpose of the career break policy is to allow employees an opportunity to leave their employment on a long-term basis mainly to undertake further education or to fulfill domestic commitments. . You notify your employer in writing before the end of the 15th week before the expected date of adoption (or if this is not possible, as soon as is reasonably practicable thereafter): All employees will have the right to take 52 weeks of maternity leave. Yes, We aim to support and encourage mothers who wish to breastfeed after they return to work. You will have no right to revert back to the previous working pattern. 1. a)Yes,you will receive 39 weeks statutory maternity pay as long as you have at least 26 weeks continuous service with NHSGGC by the 15thweek before the week your baby is due and your average earnings exceed the Lower Earnings Level for National Insurance purposes (112.00 per week for 2015/16 tax year). Up to four weeks of paid parental leave per child to be taken before that childs 14th birthday; Up to 14 further weeks of unpaid parental leave per child to be taken before that childs 18th birthday. Companies were then ranked based on the number of weeks primary and secondary caregivers received in paid parental leave, as well the extent to which employees had access to childcare resources and discounts, fertility planning, and other benefits. 1.2 Ordinary Maternity Leave and Additional Maternity Leave Ordinary Maternity Leave (OML) - This is the first period of 26 weeks The policy is to determine annual leave entitlement in hours not days for all staff regardless of whether the employee is full-time or part time. Confirmation of Receipt of Flexible Working Request.docx, 02. If your baby arrives early before youve started your Maternity/Pregnant Parent Leave, your leave will begin then. No. An employee working full-time or part-time will be entitled to paid and unpaid maternity leave under the NHS contractual maternity pay scheme if: You have twelve months continuous service with one or more NHS employers at the beginning of the 11th week before the expected week of childbirth, You notify your employer in writing before the end of the 15th week before the expected date of childbirth (or if this is not possible, as soon as is reasonably practicable thereafter). The leave will be unpaid unless the staff member is entitled to Statutory Maternity Pay or Occupational Maternity Pay, as outlined in paragraphs 8-14 below. It gives them a chance to develop their parenting skills and create a childcare plan for when they need to return to work. SMP is paid in complete weeks. 5. The Board Flexible Working Policy details the process for requesting flexible working, and describes three main types: Successful applications will result in a permanent change to that employees terms and conditions of employment (unless otherwise agreed). The member can choose to extend the period for a further 18 months. Therefore, providing you satisfy the qualifying conditions you will receive 6 weeks pay at 90% of your average weekly earnings followed by 33 weeks at the standard rate of SMP. Please note that parental responsibility is a specific legal status,defined within the Children (Scotland) Act 1995, and in general only applies to the birth or adoptive parent/s. All employees are entitled to public holidays from their start date that would fall on a normal working day, for example: employee starts on 12thDecember, they will be entitled to take all Christmas and New Year public holidays if they would normally have been a working day. Employees are entitled to up to 12 months of unpaid parental leave. 6.1 Every pregnant employee has the right to 52 weeks of Maternity Leave. Once a career break has been agreed this should be recorded on eESS via manager self service:Career Break Standard Operating Procedure. MATERNITY LEAVE POLICY . 9. Context. The unpaid element can be taken up to the childs 18th birthday. Where possible, time off during working hours should be granted to allow an employee to breastfeed or express milk. These companies offered 20 weeks of maternity leave on average, covering around 18 of them as fully paid. If you are sharing responsibility for the upbringing of your new baby, you may be able to end your Maternity/Pregnant Parent Leave early and you and/or your partner can take Shared Parental Leave instead. Maternity Leave 1) All employees are entitled to take up to 52 weeks Statutory Maternity Leave regardless of their length of service. Want to #LoveWhatYouDo at Wegmans? From 1 April 2013, members who choose to continue to pay contributions to the scheme can do so for a period of six months. The FMLA applies to both men and women and is also available for those that adopt a child. The Board supports all employees who wish to adopt a child/children with a period of leave to assistthe family in adjustingto their new circumstances. If youre a member of a Co-op pension scheme then youll continue to be a member during your Leave. For further details on Maternity Leave and Maternity Pay, see Appendix A. You can see the results in the chart below. Adoption Leave is a period of absence from work granted to a primary carer before and after the placement of an adopted child into their care. Fostering can be for varying lengths of time, from very short term tolong term fostering and the Board will adopt a flexible approach to this.Employees should therefore discuss their intention to foster with theirline manager as soon as possible to determine the level of support theyconsider appropriate to their circumstances. I believe 10years+ is 90% of 10 weeks average pay. This meeting will need to take place at least four weeks before you plan to return to discuss working arrangements, which will allow you to continue to breastfeed. In order for staff to be paid correctly, it is crucial that line managers ensure that SSTS is updated to accurately reflect any parental leave being taken (or inform Payroll directly where SSTS is not available). One you have completed the maternity leave transaction you must provide your manager with your original MATB1 form before the end of the 15th week before the expected date of childbirth. You have this right from your first day of starting a job. Returning to work after Maternity/ Pregnant Parent Leave. Maternity and Pregnant Parent Policy Here at the Co-op we know that having new child is an important and exciting time and we want to support you during this time. There are two exceptions: if the employee is absent due to sickness wholly or partly because of pregnancy or childbirth within four weeks of their expected week of childbirth, maternity leave will start On a KIT day youll get paid your full contractual rate of pay for the hours you work. All managers should ensure that SSTS is updated correctly and payroll is informed, where SSTS is not available.The HR Support and Advice Unit can be contacted on 0141 278 2700 if you have any further questions or need advice on this policy area. Please note: Employees who agree to work KIT days will not be paid for work done in addition to SMP. It would be helpful if you could try to arrange these outside your normal working hours if you can. You will be treated initially as if you do not intend to return to work and will be paid 6 weeks at 90% of average earnings followed by 33 weeks at the standard rate of SMP. You do not have to use the full 52 weeks maternity leave but you must take a minimum of two weeks maternity leave following the birth. Many companies offer 4 weeks or 8 weeks because these are convenient durations. You may not work by law during the two weeks immediately following the birth of your child. Policy purpose and scope. If you do not have an eESS ID due to not having a GGC email or access to GGC network then your manager can complete the maternity leave transaction on your behalf via manager self service. Its good to stay in touch with your colleagues and your manager during your Maternity/Pregnant Parent Leave. The maternity leave can begin at anytime from at least four weeks before the birth of the baby. Maternity leave is amazing, however the father would have to take time but Im pretty sure they get paid for your leave, this is a disability percentage of pay program & is for a limited time, Standard 6 weeks, 8 for c-section. Yes it is a legal requirement that you take a minimum of 2 weeks immediately after the birth however the occupational scheme rules allow you to return to work and take the rest of your leave when your baby comes home by mutual agreement between you and your manager. The statutory rules provide for payment at a rate no less than the weekly value of SMP for work done on a KIT day, so if you work 10 hours on a KIT day with a contractual payment of 145.00 you will not receive the 145.00 in addition to the weekly rate of SMP (139.58 from 6 April 2015) however since that exceeds the SMP rate you will be paid 145.00 instead of SMP. Part 3. Attend any seminars or meetings to which they are invited by the Board. Maternity leave is an important time for mothers to bond and care for their newborns. Women are entitled to 10 weeks full rate equivalent maternity leave followed by 480 days parental leave, 90 days of which is ringfenced for each parent. Benefits apply to all team members at both hotel level and corporate offices. leave. A new survey of more than 1,200 companies shows that it pays to invest in benefits for working parents. paid time off for antenatal care. This allows you to share your remaining leave with your babys other parent during your babys first year. b). These payments will be made on an ongoing basis and, if you are paid monthly, will be blocked into a number of weeks each month depending on the number of Saturdays in that month. If you are monthly paid, some months will have four weeks SMP and others will have five. Outcome of Flexible Working Request Meeting Unsuccessful.docx, 04. Staff who leave the employing organisation will receive their full annual leave entitlement per Table 2 foreach day they have worked in the current leave year,less any annual leave taken plus any outstanding public holiday hours, i.e. Fast forward to the present, expecting mothers get 16 weeks offsix weeks before birth and 10 weeks after. Yes, but you must provide evidence of appointments and give your Manager reasonable notice of your leave. For example, an employee who currently works full-time (37.5 hours) and an employee who currently works part-time (18.75 hours), both take 18.75 hours away from work on parental leave: the full-time employee has used 0.5 weeks of their parental leave entitlement (18.75 divided by 37.5) whereas the part-time employee has used one whole week (18.75 divided by 18.75). The policy details the eligibility criteria for the occupational scheme and the application process. National pay awards and annual increments which fall due after this assessment will result in a reassessment of OMP based on values derived from the increased salary. [Some employers will pay additional amounts, often called 'enhanced maternity pay', in their discretion.] it may enable a person with disabilities to do ajob they otherwise would not be able to do) reducing energy consumption and pollution from unnecessary carjourneys attracting and retaining staff providing a working environment which allows work to be carried out effectively and efficiently. Where posts are not considered to be suitable for a reduced working year contract, a full explanation will be given by the line manager. at full or half pay), or, 12 months continuous service with one or more NHS employers; and. Most commonly the reduced working year is utilised as a term time arrangement where the duties of the post are carried out during school terms. The above would be similar if an employee left employment through the annual leave year. Line managers should ensure that a copy of the career break confirmation letter is sent to Payroll and that the employees assignment status is updated on eESS. After the initial meeting your manager will inform you of their decision in writing within 2 weeks.If the request is accepted, your line manager will confirm this in writing, specifying the new working pattern andthe date from which it will take effect. Then either you or your manager need to call HR Services on 0330 606 1001 to let them know about your pregnancy, so agree with your manager who will do this, Youll get a MATB1 form from your doctor or midwife sometime after the 21st week of your pregnancy please check that its been signed no earlier than 20 weeks before your due date. Employees are expected to fulfil the following requirements while on a career break: Please refer to the full Career Break Policy for details on general terms and conditions of a Career Break and for information on SPPA contributions, lease cars, organisational change and sick and maternity leave. So long as you have at least 12 months service with the NHS then you are eligible to apply for a career break. You are required to take a minimum of 2 weeks' compulsory maternity leave starting on the day on which childbirth occurs. Maternity Leave for Part-time and Contract Workers Part-time maternity leave varies depending on a few factors. When you take time off to have a baby you might be eligible for: Statutory Maternity Leave. Speaking with Business Insider, Danone North America's CEO, Shane Grant, said the move wasn't just "the right thing to do" but also "the smart thing to do for business," adding that the company expects to see "real returns.". It is also advisable for staff to keep their own record of their parental leave uptake, how much they have used and when, as they may already do in relation to annual leave as it is their responsibility to notify any new managers of their parental leave record. an employee adopts a child under 16 years of age. The pregnant employee can bifurcate the leave as post and pre-delivery. In exceptional circumstances, line managers may need to postpone parental leave if the needs of the service prevent them from granting some or all or the employees first choice of dates. There is an option to take 120 or 150 days of leave: 120 days . Further, long leave for a week or more will need to be approved a couple of weeks in advance. You can have up to 10 Keeping in Touch (KIT) days during your Maternity/Pregnant Parent Leave, which let you work without losing your entitlement to CMP or SMP. You will receive a MATB1 from your midwife or GP once you are at least 20 weeks pregnant. If your contract is due to end after the 11thweek before the EDC and you have 12 months continuous service your contract will be extended to allow you to receive 52 weeks leave including occupational and statutory maternity pay and 13 weeks of unpaid maternity leave. valid and objective service/operational reasons and the line manager must, confirm these reasons in writing to the employee outlining their right of appeal. NHSGGC aims to support mothers who wish to breastfeed after their return to work. You/ your manager will be able to view your maternity leave dates via eESS self service functions. All rights reserved. However, for simplicity, and in line with legislation, the term maternity will still be used in our forms and systems, including payroll, so please note that where used, this term includes all pregnant parents. Please note:Doctors and Dentists in training are required to complete a paper based application. We are fully committed to helping working parents balance the needs of work and family life and to providing support to new mothers during the first year . Should you require further advice please contact theHR Support and Advice Unit. But only 18% said they have a separate, paid maternity leave policy (compared to 14% in 2003). A maximum of up to one working week will be available to attend court sessions, interviews and any other meeting as required for legally approved adoption agencies in the UK , along with proof of your appointment. The simplest rule is that the manager and the team is informed before taking any leave, unless there is an emergency. No. Provision of support for mothers who wish to breastfeed after they return to work. This policy details how NHSGGC will do this including promoting breastfeeding amongst our workforce and patients; providing information on breastfeeding to pregnant employees; allowing, where possible, flexibility in hours including regular breaks for employees who wish to breastfeed or express milk and where possible and as necessary, make available suitable rest areas and dedicated space to store milk for use by breastfeeding employees. Fathers and non-birth parents are also able to take six weeks of paid leave. The aim of this policy is to inform employees of their maternity rights and entitlements and to outline The Pensions Regulator's maternity leave and pay procedures. Arrange to meet with your line manager at least 4 weeks before you are due to return to work to discuss arrangements which will allow you to continue to breastfeed. Parental Leave is designed to support them do this in a flexible way and is only available for that purpose. Somewhere comfortable and private to sit and a dedicated storage place to store expressed milk and sterilised equipment. If you start your maternity leave on Sunday 6thSeptember 2015. you will receive: 3 weeks mat leave6thSeptember to 26thSeptember. The policy will enable employees to keep up to date during their career break and help them return to work at the end of the break. However, HMRC regulations state employeesmustreceive at least 90% of their salary for the first 6 weeks of their maternity leave; therefore, equal payments cannot be applied to this period. Beyond thankful I have that security! Examples of when they may be used include Training/Development sessions, team meetings, service or policy updates or working a normal shift. Here at the Co-op we know that having new child is an important and exciting time and we want to support you during this time. National pay awards, usually effective from 1stApril, which fall due after the assessment period will result in the reassessment of SMP based on values derived from the increased salary. Attend a minimum number of training sessions, as agreed with the Head of Department to update and refresh their knowledge and skills. NHSGGC understands that employees need to balance the demands of work requirements with domestic responsibilities. You need to give this to your manager as soon as possible, Youll then need to agree with your manager when your Maternity/Pregnant Parent Leave is going to start and end. A maternity leave policy covers employee eligibility and maternity leave duration, along with benefits and other details associated with your policy. The Maternity (Amendment) Bill 2017 has extended the earlier 12 weeks' leave to 26 weeks. If you are not entitled to Statutory Maternity Pay (SMP), you will also be given a Form SMP1,which you should use to claim Maternity Allowance from Job Centre Plus. If your contract is due to end prior to the 11thweek before the EDC you will not receive any occupational maternity pay from NHSGGC however you may still be entitled to SMP or maternity allowance. Paternity leave is only accessible to employees (not, for example, people who are self-employed or contractors) and is paid at a rate of either 149 (about $195) a week or 90% of the employee's. Theres more information about how CMP is calculated in the Colleague Maternity/Pregnant Parent Guide. Some employees can work up to 10 paid days (20. Parental responsibility for a child under 14 (for paid parental leave) or under 18 (for unpaid parental leave). A hearing will be held to discuss the appeal within two week of the appeal form being received by Human Resources. Female employees were only allowed 12 weeks of maternity leave under the Maternity Benefit Act of 1961. [Our business does, and you can find more details about this set out below in the maternity leave section of this policy.] Even then, there are certain rules on how and when to avail a leave. Arrangements can be made with the Payroll Department to repay the sum owed in reasonableinstalmentsto avoid unnecessaryhardship. If you are eligible for occupational maternity pay but do not qualify for SMP : 8 weeks full pay less **Maternity Allowance, 18 weeks half pay provided half pay plus **Maternity Allowance does not exceed full pay, **Maternity Allowance is not paid by NHSGGC but by Dept of Work & Pensions. ERIEZ Headquarters | 2200 Asbury Road | Erie, PA 16506 814.835.6000 | 800.345.4946 Maternity Leave the mother have the right to terminate unpaid additional In the special case of an unexpected early arrival, the colleague is entitled to the full maternity leave entitlement beginning on the date of the birth, or the first day of maternity leave (if she is already on leave) whichever is the earlier. Once confirmed your manager will then record further details on eESS manager self service which will authorise the dates requested and allow the transaction to proceed to HR Support and Advice Unit who will confirm your pay entitlements. Flexible Working Appeal Hearing Invite.docx, 06. Our policy offers our people: four weeks family leave pay (FLP), equivalent to four weeks gross pay If you do not have 12 months continuous service you may still be entitled to Statutory Maternity Pay if you have 26 weeks continuous employment at the qualifying week. KIT days need to be agreed with your manager first and can be used for anything that would normally be part of your job, including training courses and announcements. Salary will be replaced by statutory maternity pay if the employee is eligible for it. We recognise that some of our colleagues may not identify with the term maternity, so we have added the term pregnant parent into this policy to ensure inclusivity for our LGBTQ+ parents. Outcome of Flexible Working Appeal Successful.docx, 07. Form SMP1 Statutory Maternity Pay Exclusion Form). An employee may work for up to a maximum of 10 KIT days without bringing her maternity leave to an end. You should initially discuss your intention to apply for a Career Break with your line manager. June 01, 2018. You can take a maternity leave when adopting or taking in a child from foster care. It allows employees to remain on a permanent contract and gives them unpaid leave during school holidays. You are entitled to 52 weeks' maternity leave, irrespective of the length of your continuous service. e.g. Your line manager will confirm the reasons in writing to you following the initial meeting and will also provide details of the formal appeal procedure. If you wish to continue breastfeeding your child when you return to work you should arrange to meet your line manager to discuss the provisions required. Any work done on any KIT day under your contract of employment will count as a whole (one) KIT day. According to the Maternity Benefit Act female workers are entitled to a maximum of 12 weeks (84 days) of maternity leave. The daily rate of maternity leave pay is a sum equivalent to four-fifths of the average daily wages earned by an employee in the 12-month period preceding the first day of the maternity leave. The Annual Leave Policy applies to all employees of NHS Greater Glasgow and Clyde employed on Agenda for Change terms and conditions. (PDF, 993KB). The statutory rules provide for payment at a rate no less than the weekly value of SMP for work done on a KIT day, so if you work 10 hours on a KIT day with a contractual payment of 145.00 you will not receive the 145.00 in addition to the weekly rate of SMP (139.58 from 6 April 2015) however since that exceeds the SMP rate you will be paid 145.00 instead of SMP. However, these principles would apply regardless of whether a reduced working year contract is explicitly linked to school terms or not. Argentina Australia We understand that in order to best serve our customers, we need to best serve our employees. . For the first year, an employee will be entitled to public holidays as and when they fall regardless of how much they are entitled to. a whole annual leave year thenthey would return to work on 1 April 2020 with double their normal annual leave entitlement and 16 rather than 8 public holidays (still pro rata for part-time staff)*. February 2017. NB. This timeframe can be waivered at the Managers discretion. Introduction. Further information regarding employees commencing/ leaving during an entitlement leave can be found viaAnnual Leave Overview. Only one flexible working application can be submitted within a 12 month period. It's something more leaders are paying attention to. During any unpaid period of your Maternity/Pregnant Parent Leave all pension contributions will stop. If you are not eligible for occupational maternity pay but you do qualify for SMP : 6 weeks @ 90% of average weekly earnings. The form is available on the colleague website, HR Services will then send you an ML3 form, which confirms your Maternity/Pregnant Parent Pay entitlement (see below for more information about Maternity/Pregnant Parent Pay) and also when your 52 weeks Maternity/Pregnant Parent Leave entitlement will end. 1. Applicationsshould be submitted directly to the relevant line manager with no less than three weeks notice and first time applications must be accompanied by a copy of the childs birth certificate or adoption documentation. If youve got more than one Co-op job, well calculate your entitlement to CMP and SMP based on your earliest start date with Co-op, and well use your combined earnings across all of your roles with the Co-op to calculate your pay. To find the 15th week before the EWC, find the Sunday before the due date (unless your baby is due on a Sunday, in which case use the due date), and count back 15 weeks.
