1. Purpose and Scope
Paternity leave policy sets out the rules and procedure governing the paternity benefits for male employees of the ACCOUNT_JOB_COMPANY ("Company"). The policy applies to all the male full-time employees (“Employee”) who have become a new father following the birth or adoption of a child.
This policy must be read in conjunction with the Company’s Parental Leave policy to ensure the Employees have a complete understanding of the benefits available to them and their family.
(a) The Employee qualifies for paternity leave if the Employee has completed at least NUMBER_MONTHS months of continuous employment with the Company; and
(b) The Employee is entitled to paternity leave if:
Employee shall continue to accrue the same benefits including accrual of sick and vacation leave during the paternity leave period.
(a) The Employee wishing to avail the paternity leave must submit a written notice at least 7 weeks before the due date of the birth of the child or within 10 days before the adoption of the child.
(b) The written notice must include the following:
(c) The notice must be supported by a medical certificate stating the expected date of delivery or the relevant adoption related documents.
(d) In the event of premature delivery of the child, the Employee shall give prompt notification to the Company to be able to begin his paternity leave.
(e) Employee may request to change the start date of the paternity leave by notifying the immediate supervisor in writing at least 30 days in advance.
Employees may use any accrued paid time off, vacation and sick leave, parental leave as applicable to supplement the paternity leave period subject to the approval of the Employee's immediate supervisor.
Upon termination of employment, the Employee will not be entitled to any payments for any unused Parental Leave.
The Employee will be entitled to return to the same job following paternity leave.
If you have any questions or need further guidance, please contact your human resource representative at ACCOUNT_EMAIL.
(a) The policy was last updated on 22 December 2024.
(b) This policy does not form part of the Employee's contract of employment and the Company reserves the right to amend this policy at any time.
(c) The Company's HR department will be the sole authority to interpret the content of this policy.
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