Colleague Maternity and Pregnant Parent Guide - May 2022 You can take them at any point during your Maternity/Pregnant Parent Leave, apart from during the first two weeks after your babys born. For example, ifa nurse took maternity leave from 1 April 2019 to 31 March 2020 i.e. A reduced working year can take a number of forms. In order to apply for Adoption Leave you must complete an adoption leave transaction through eESS employee self service. This is a formal agreement whereby the duties and responsibilities of a post are carried out (either full-time or part-time) during school terms. Leave Policy, Emergency & Compassionate Leave Policy, Flexible Working Policy and Holiday Policy You may also need some or all of the these - Maternity & Adoption Leave FAQs, As a pregnant parent, you can take up to 52 weeks Leave it doesnt matter how long youve worked here or how many hours you work. [Our business does, and you can find more details about this set out below in the maternity leave section of this policy.] As soon as you can after finding out that youre pregnant and no later than the end of the 15th week before your babys due you must tell your manager. #BeWegmansHappy #WegmansJobs http://glassdoor.com/slink.htm?key=vMAd5. From 1 April 2013, members who choose to continue to pay contributions to the scheme can do so for a period of six months. This applies to surrogate birth parents too. 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 . 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. Staff on Term Time Contracts should continue to refer to the HR Support and Advice Unit for help in calculating Annual Leave. There is a function on eESS to electronically attach the adoption certificate. Flexible Working Appeal Hearing Invite.docx, 06. NB. Please contact theHR Support and Advice Unitif you wish clarification on the application of this policy. If you have more than one job at the Co-op, each of your managers will need to complete a separate risk assessment for each role. Maintaining professional membership or state registration. the Maternity Leave period will be automatically triggered if the member of staff is absent from work wholly or partly because of pregnancy after the beginning of the 4th week before the EWC. Our Special Leave Policy explains how time off from work is managed, for situations such as to deal with domestic emergencies, the serious illness or death of a partner, family member or relative, close friend or colleague or for short term carers leave. This can be calculatedby dividing the number of hours of parental leave being taken by the number of hours the employee is contracted to work in the week in which it is taken. 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. For very short term fostering it would be more appropriate to consider time off under the Special Leave Policy. No. work on Leave Policies and Research). These include pay rises, holiday, and return to work practices. Your contract will be terminated under the provisions of ending a fixed term contract at the end of your Maternity Leave. 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 see guidance onRecord Keepingbelow for more information. Employeescontinue to accrue all their annual leave and public holidays as normal throughout the entirety oftheir maternity leave, it does not need to be recalculated. 13 weeks @ SMP only (139.58 effective from 6 April 2015 or 90% of average weekly earnings which ever is less). On the occasion you notified your manager of your intention not to return to work with the same or different NHS employer, in accordance with the most recentNHS Circular: PCS(AFC)2019/7 if an employee fails to return within 15 months of the beginning of their maternity leave they will be liable to refund the whole of their maternity pay, less any Statutory Maternity Pay received. Policy purpose and scope. Please see attachedcircular. Sick leaves are crucial to allow employees to get the rest they need without worrying about losing pay. They might ask to see your appointment card or email/text confirmation to confirm things. All other states offer 12 weeks of FMLA leave, but currently do not provide any additional benefits to parents. As a result we may need to change your working pattern temporarily in order to support you and this should be discussed with your line manager prior to your return. You can find this athttps://www.gov.uk/government/publications/rates-and-allowances-national-insurance-contributions/rates-and-allowances-national-insurance-contributions. Outcome of Flexible Working Appeal Unsuccessful, https://www.gov.uk/maternity-pay-leave/pay, https://www.gov.uk/government/publications/rates-and-allowances-national-insurance-contributions/rates-and-allowances-national-insurance-contributions, Reserve Forces Training and Mobilisation Policy. Please note: The Maternity Leave Policy is currently under review, therefore please refer to the guidance notes for the most update changes. Tell your manager as early as you can that youre pregnant. It's something more leaders are paying attention to. If you have any questions in relation to this policy please contact theHR Support and Advice Unit. 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)*. Your manager will get in touch with you before youre due to come back to work to talk about the arrangements for your return. Form SMP1 Statutory Maternity Pay Exclusion Form). Entitlement to annual leave accrues from the date of commencement in post and entitlement in the first year is dependent on the number of days worked between the date of joining and before the end of the annual leave year. he KIT days payment will be based on the total number of hours worked in that calendar week. An employee may work for up to a maximum of 10 KIT days without bringing her maternity leave to an end. The Family and Medical Leave Act (FMLA) is a law that requires most companies to allow their employees up to 12 weeks of unpaid family leave time after the birth of their child. Some employees can work up to 10 paid days (20. valid and objective service/operational reasons and the line manager must, confirm these reasons in writing to the employee outlining their right of appeal. An acceptance of a request for flexible working will result in a permanent change to your terms and conditions of employment (unless otherwise agreed). Advise their manager of any changes in circumstances, such as home address. Commuting 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. Working from home and working at home have specific definitions in the policy and operate in different ways. Maternity Leave Maternity leave and benefit shall be granted as per the Maternity Benefit Act 1961 to women employees not covered under the ESI Act. If you want to come back earlier and dont give us this notice, we might need to delay your return for up to eight weeks, but it wont be past your original agreed return date, If you have more than one job with the Co-op, the start and end dates of your Maternity/Pregnant Parent Leave need to be the same for each of your roles. 1.1 This policy sets out the entitlements and support available to pregnant employees and to those on, and returning from, maternity leave (ML). Fast forward to the present, expecting mothers get 16 weeks offsix weeks before birth and 10 weeks after. the Maternity Leave period cannot start before the 11th week before the EWC the latest date Maternity Leave can start is the date of childbirth. Any changes to your contract which take effect after the OMP earnings have been assessed will impact the OMP which you will receive. 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. Maternity leave is a period of time during which a woman takes a break from work after the birth of a child. The unpaid element can be taken up to the childs 18th birthday. Many companies offer 4 weeks or 8 weeks because these are convenient durations. This option, if selected, must be made prior to the commencement of your maternity leave and this cannot be changed afterwards. 3.7. 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 Female civil servants are entitled to maternity leave for a period of 180 days for their first two live born children. One of the most common examples is term time working. Sick leave is time off given by the company to allow employees to recover from an illness and take care of their health. Scope 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. SML is a minimum level of entitlement of up to 52 weeks leave and is broken into: Ordinary Maternity Leave (OML) - the first 26-week period of maternity leave entitlement. The minimum period for a career break is 6 months and the maximum period is five years. The policy is not intended to support people in taking up alternative paid employment. Employees should be provided with information and support regarding return to work arrangements. The 10 companies that ranked the highest in terms of employee sentiment as well as benefits include Cisco, Hilton, Comcast NBC Universal, PwC, Deloitte, Wegmans, and American Express. You build up holiday as normal while you're on maternity leave. You may not work by law during the two weeks immediately following the birth of your child. 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. The purpose of this policy is to promote flexible working practices and to define one of these, the reduced working years. In some cases this reassessment will positively impact the level of OMP whereas in others the recalculation will produce a lesser value of OMP than the original calculation. Overview. This means that, while sums payable by way of salary will cease, all other benefits will remain in place. Then, the report compared answers from employees at the 100 companies that had the best benefits to responses from the remaining 1,100 companies. Your line manager is also required to update your assignment status on eESS:Career Break. Any sickness benefit or SSP is paid up to the 4thweek before the expected date of confinement. Following the hearing you will be informed, in writing, of the outcome of your appeal within 2 weeks. Postponement should only take place after a discussion with the employee, with valid objective operational reasons provided, and the line manager is responsible for ensuring the employee can take the leave within six months of when they had requested to take it unless the employee chooses to withdraw the request instead. 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. 2. The following documents can be downloaded as part of the maternity leave process , eESS Maternity Standard Operating Procedure. If you can't take your holiday because you're on maternity leave, your employer should let you carry over up to 5.6 weeks of unused days (28 days if you work 5 days a week) into your next holiday year. 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. 1.2 Ordinary Maternity Leave and Additional Maternity Leave Ordinary Maternity Leave (OML) - This is the first period of 26 weeks Special rules apply if your rotation to another employer takes place between the 14thand 11thweek before your baby is due which may see your entitlement to OMP being paid by your new employer and SMP being paid by your current employer. 7. This is the legal minimum pay that women are entitled to receive from their employers while on maternity leave. You should tell your manager as soon as possible but no later than 15 weeks before the EWC. February 2017. 33 weeks @ SMP only (139.58 effective from 6 April 2015) or 90% of average weekly earnings, whichever is less). Please contact theHR Support and Advice Unit. Well try to keep you updated about any important changes or other things you need to know while youre away from work. 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. maternity leave The earliest an employee's ordinary maternity leave can start is 11 weeks before the expected week of childbirth. 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. Beyond thankful I have that security! Revised version presenting the situation in the 28 Member States as known to us on 18 March . 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. f you are off work with a non-pregnancy related illness you will receive any sickness benefits that you are entitled to be paid up to the point of the notified date of maternity leave then SMP will commence. Where possible, time off during working hours should be granted to allow an employee to breastfeed or express milk. Time off for antenatal care 4.1. NOW WATCH: Apple, Google, 23andMe, and others are fighting COVID-19, from wearables to faster CT scans to contact tracing, Visit Business Insider's homepage for more stories. ML1 Maternity Application Form 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. KIT days facilitate the process of an employee and their manager keeping in touch during the maternity leave period and support the smooth return to work for the employee returning from maternity leave. Its good to stay in touch with your colleagues and your manager during your Maternity/Pregnant Parent Leave. If your baby is born before the 11thweek of EDC and you have worked during that week, your maternity leave will start on your 1stday of absence. 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. 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. Payment will be made in the first pay bill run after input of the SSTS roster note. *Medical Staff are covered by separate terms and conditions and should refer to Medical Staffing for advice. 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. If your baby is born late this does not affect the payment of SMP. All female employees are entitled to maternity leave after a certain time of service specified by the law. The Public Holiday element of the annual leave calculator should only be used for Part Time employees (to calculate their pro rata entitlement). Just so youre aware, if you leave the Co-op while youre still getting CMP it will stop on the date you leave, unless you leave because of redundancy. Any work done on any KIT day under your contract of employment will count as a whole (one) KIT day. be earning at least 123 a week on average*. This comprises 26 weeks' ordinary maternity leave (OML) immediately followed by up to a further 26 weeks' additional maternity leave (AML) a). Our policy offers our people: four weeks family leave pay (FLP), equivalent to four weeks gross pay 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. Maternity Leave All pregnant employees, regardless of length of service or hours worked: are entitled to up to 52 weeks' maternity leave. This is made up of 26 weeks of ordinary maternity leave and 26 weeks of additional maternity leave. Employees should complete thisParental Leave Application Formand submit it to their manager. Even though the number of organizations that provide paid time off remains small, it's noteworthy that more of them are offering paid paternity leave these days. Sick leave. Maternity Leave If you are having a baby, as an employee you are entitled to 52 weeks maternity leave. There are two options available for payment of employees who work reduced working year contracts. Youll have antenatal appointments to go to. Policy review date: 28/02/2020. The Payroll Department will be able to confirm your entitlements. The aim of this policy is to provide a uniform and equitable approach to the calculation of annual leave and bank holiday entitlements which take into account the entitlements and arrangements defined under Agenda for Change. For example, if a nurse took maternity leave from 1 April 2019 to 31 March 2020 - i.e. 12. returning to work after maternity leave 8 13. return to work during ordinary or additional maternity leave 9 15. returning to work part-time 9 16. staff on short-term contracts 9 17. annual leave and maternity leave 10 18. sickness absence 10 19. calculation of weekly earnings 10 20. pension arrangements 10 21. miscellaneous provisions 12 This week is called the Expected Week of Confinement or EWC. In order to apply for maternity leave you must complete a maternity leave transaction through eESS employee self service. The pregnant employee can bifurcate the leave as post and pre-delivery. Co-operative Group Limited. They can also request up to an additional 12 months of leave. Further, long leave for a week or more will need to be approved a couple of weeks in advance. Most employers can reclaim 92 per cent of an employee's statutory parental pay. The completed form should then be submitted to your line manager which will then be acknowledged in writing. If you are not eligible for occupational maternity pay but you do qualify for SMP : 6 weeks @ 90% of average weekly earnings. The revised SMP will be payable from the start of the maternity leave or from the effective date of the pay award (usually 1stApril), whichever is later. Maternity Leave policy and procedure. If you want to breast/chest feed when youre back in work well do what we can to support you, so talk to your manager about what you need. When you take time off to have a baby you might be eligible for: Statutory Maternity Leave. Its really important that you follow the steps below for giving us information about your pregnancy. 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. 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. 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. Once a career break has been agreed this should be recorded on eESS via manager self service:Career Break Standard Operating Procedure. If you dont qualify for SMP, you may be able to claim Maternity Allowance from the Government. For more information please see the further guidance below and if you still have anyquestions please feel free to contact theHR Support and Advice Unit. In 2015, Sweden introduced a third paid month of parental leave for fathers in an effort to increase gender equality and improve the overall health of the mother and child. We know that it can be challenging to balance having a new baby with your work. Under the Maternity Protection (Amendment) Act 2004 at least 2 weeks have to be taken before the end of the week of your baby's expected birth and at least 4 weeks after. If your baby arrives early before youve started your Maternity/Pregnant Parent Leave, your leave will begin then. Just so youre aware, even if you dont work a full day, this will still count as one of your 10 KIT days. Having a baby can mean big changes in your personal life and you may need extra support and guidance in adapting to these. The FMLA stipulates 12 weeks, but you can choose any number of weeks of paid leave when drafting a paternity leave policy. If not, then youll get paid time off to attend. HR Services will send you an SMP1 form and you can contact your local Jobcentre Plus to find out if youre eligible. If you get any other contractual non-salary benefits, such as a car or medical insurance, these will continue throughout your Maternity/Pregnant Parent Leave. The maternity leave will end on that date, whether or not the mother returns to work, unless the mother . Agree with your manager the best way of keeping in touch. Maternity leave of 12 weeks is available to mothers adopting a child below the age of three months from the date of adoption. a whole annual leave year - then they 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)*. 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. According to the Maternity Benefit Act female workers are entitled to a maximum of 12 weeks (84 days) of maternity leave. The member can choose to extend the period for a further 18 months. 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. 2 The specific provisions of this policy are not contractual, unless expressly stated, and can be amended from time to time. For longer term fostering, the manager should consider providing time off under the arrangements for Adoption Leave/Pay (outlined below), Parental Leave or Career Breaks. e.g. This will allow you to enter the dates for your maternity leave which will be submitted to the appropriate manager to approve the initial request which then progresses to HR Support and Advice Unit. 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 adoption leave transaction on your behalf via manager self service. Please note that the paid leave must be taken before the childs 14th birthday or it is lost. This is important to make sure we pay you correctly too. 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. Your entitlement to both Statutory and Occupational Maternity Pay are calculated on the payments received during the 8 week period prior to the Qualifying Week.
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