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The Leave Policy document is of great importance as it outlines the rules and procedures for maternity leave entitlements for female employees of the Account Job Company. The policy ensures that pregnant employees have the opportunity to take time off from work before and after childbirth or adoption. It is essential for employees to have a complete understanding of the benefits available to them and their family, which can be achieved by reading this policy in conjunction with the company's paternity leave and parental leave policy.
The document begins with a clear purpose and scope section, which explains the objective of the policy and its applicability to all full-time female employees of the company. It emphasizes that the policy cannot be accumulated or used in installments, ensuring clarity on the entitlements.
The eligibility and entitlements section specifies the criteria for employees to be eligible for maternity leave and the maximum duration of leave they are entitled to. It highlights the importance of completing a certain number of months of continuous employment before the intended start date of the maternity leave.
The document also addresses the provision of paid leave during the maternity period, ensuring that employees receive full pay for a specified period. It further explains the option for additional maternity leave, which can be taken after the maternity leave period, subject to approval by the immediate supervisor. The rules and procedure for parental leave are also mentioned.
Ante-natal appointments are given due importance, allowing employees to take reasonable paid time-off to attend pregnancy-related medical appointments. The procedure to schedule maternity leave is clearly outlined, including the requirement of written notice to the immediate supervisor, submission of medical certificates, and the possibility of changing the start date of the leave.
The document also covers the importance of keeping in touch during maternity leave, allowing for reasonable contact between the employee and the immediate supervisor. It explains the concept of 'keeping in touch' days, where the employee can work up to a maximum of 10 days during their maternity leave period and be paid accordingly.
Termination of pregnancy and termination of employment are addressed separately, ensuring that employees are aware of their entitlements and the non-encashable nature of maternity leave in case of termination.
The document concludes with contact details for further guidance and clarifies that the policy is subject to amendments by the company's HR department.
In summary, the Leave Policy document provides a comprehensive and detailed guide to maternity leave entitlements, eligibility criteria, procedures, and additional options available to employees. It ensures that employees have a clear understanding of their rights and responsibilities during the maternity period.
1. Determine eligibility: Check if you have completed the required number of months of continuous employment before the intended start date of your maternity leave.
2. Calculate entitlement: Calculate the maximum duration of maternity leave you are entitled to, which begins either a certain number of weeks before the expected date of delivery or the expected date of placement of a child in your household.
3. Understand paid leave: Familiarize yourself with the provision of fully paid maternity leave for a specified period.
4. Explore additional options: Consider applying for parental leave at the end of the maternity leave period, subject to approval by your immediate supervisor. You may also explore the possibility of taking annual leave or unpaid leave to extend the maternity leave period.
5. Attend ante-natal appointments: Take advantage of the opportunity to take reasonable paid time-off for pregnancy-related medical appointments, ensuring you submit evidence of such appointments to your immediate supervisor.
6. Follow the procedure to schedule maternity leave: Give written notice to your immediate supervisor about your intention to take maternity leave, including the expected date of delivery or placement of the child in your household, as well as the start and end dates of the leave. Support your notice with a medical certificate or relevant adoption-related documents. If needed, request a change in the start date of the leave at least 30 days in advance. In the case of premature delivery, promptly notify the company to begin your maternity leave.
7. Establish communication during maternity leave: Discuss with your immediate supervisor an arrangement for keeping in touch during your maternity leave, allowing for reasonable contact and updates on any changes or workplace developments. If agreed upon, you may work up to a maximum of 10 days during your maternity leave period, known as 'keeping in touch' days, for which you will be paid the normal salary rate.
8. Understand termination of pregnancy: In the event of medical termination of pregnancy, be aware of the entitlement to a specific number of weeks of maternity leave and the requirement to submit a medical certificate for approval.
9. Be aware of termination of employment: Understand that maternity leave is not encashable in any circumstance if your employment is terminated.
10. Seek further guidance: If you have any questions or need additional assistance, contact your human resource representative at the provided email address.
11. Stay updated: Keep in mind that the policy may be subject to amendments, so stay informed about any changes by referring to the latest version of the policy and consulting with the company's HR department.