Please contact theHR Support and Advice Unitif you wish further information or clarification on annual leave entitlement and use of the calculator. All applications for flexible working must be made on the Flexible Working Application Form. All rights reserved. However, if you choose to do this you will forfeit SMP at the lower rate for each week worked. Line Managers should also keep a record of all Parental Leave that has been authorised and transfer that information to any subsequent manager if the employee moves to a new role within NHSGGC. Your holiday entitlement will continue to accrue while youre on Maternity/Pregnant Parent Leave. The payment rules for KIT days worked, up to a total of 10 days. Small employers' relief . And with our awesome company perks that have made us one of Fortune's "100 Best Companies to Work For" for 22 years straight, we know what we're doing. *Doctors and dentists have different annual leave years and entitlements than in the example above please seeMedical and Dental Policies NHSGGC however the principle of not losing any entitlement on account of maternity leave applies equally to all staff. a). This can be calculated using theannual leave calculator. Under the federal Family & Medical Leave Act (FMLA), employers with 50 or more employees must provide unpaid maternity leave. 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. The company is hardly alone in moving to expand benefits for parents. The following document can be downloaded as part of the adoption leave process , eESS Adoption 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. Non-acceptance of an application for flexible working can only be for. 5. Use the link below to locate and complete the application. 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. Time off for antenatal care 4.1. Agree with your manager the best way of keeping in touch. The WGEA found the average length of paid primary carer's leave is 10.8 weeks, with just over a third of employers who provide this leave offering between seven and 12 weeks, about a quarter each . You can take a maternity leave when adopting or taking in a child from foster care. Female employees were only allowed 12 weeks of maternity leave under the Maternity Benefit Act of 1961. Employee rights are not usually affected when they take maternity, paternity, adoption, parental, parental bereavement, or Shared Parental Leave. 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. *Medical Staff are covered by separate terms and conditions and should refer to Medical Staffing for advice. No, the repayment provisions will not apply if your contract would have ended had your pregnancy and childbirth not occurred. In recent years, Starbucks, Walmart, and Amazon have also expanded their parental leave benefits to include hourly workers. 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. Maternity leave can be taken before or after birth within 60 days of delivery. They can also request up to an additional 12 months of leave. 2 The specific provisions of this policy are not contractual, unless expressly stated, and can be amended from time to time. 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. . 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. This week is called the Expected Week of Confinement or EWC. 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. 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. There is a 2-week period known as Compulsory Maternity Leave which a new mother is required to take by law immediately after the birth of a child and which is included in the Ordinary Maternity Leave period. If you qualify for CMP and SMP this will be paid for the first 39 weeks of your Maternity/Pregnant Parent Leave, through our normal pay run. 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. 1. This policy also sets out the additional provisions and entitlements for employees whose baby is born prematurely and needs neonatal care. Colleague Maternity and Pregnant Parent Guide - May 2022 You should tell your manager as soon as possible but no later than 15 weeks before the EWC. All pregnant employees are entitled to take up to 52 weeks statutory maternity leave (SML) around the birth of their child. A3.5 The payment for Occupational and Statutory Maternity Pay run concurrently and the amount you will be paid depends on your entitlement to each. Pay can include holiday pay, bonuses, overtime, sick pay and any previous periods of SMP but not Maternity Allowance. You need to tell both of your managers about your pregnancy, but the maternity/pregnant parent process will usually be handled by your primary manager the one for the role youve got the most contracted hours. [Some employers will pay additional amounts, often called 'enhanced maternity pay', in their discretion.] 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. South African dads are entitled to 10 working days of paid paternity leave after a child's birth. Your line manager will hold an initial meeting with you to discuss the application within 4 weeks of the date received. 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. You will be able to view the details of your maternity dates via eESS employee self service. Terms and Conditions. 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. 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. You have to take at least two weeks leave after your babys born, but after that its up to you how much Maternity/ Pregnant Parent Leave you take. If you return to work too close to the end of the holiday year to take all your holidays, speak to your manager about carrying forward any remaining days. 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. 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 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. No. 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. Visit https://colleagues.coop.co.uk/pensions or contact the Pensions Department for more information. The policy details how a reduced working year contract would work in practice and the options for calculating pay. The Maternity/Pregnancy Parent Leave Process contains a step-by-step guide to Maternity/ /Pregnant Parent Leave so everyone is clear about the steps that need to be followed when a colleague is pregnant. Only one flexible working application can be submitted within a 12 month period. 33 weeks @ SMP only (139.58 effective from 6 April 2015) or 90% of average weekly earnings, whichever is less). There are some important things that you need to know and do to help us make all the arrangements for your Maternity/Pregnant Parent Leave and pay so talk to your manager if you have any questions or concerns or you can speak to HR Services on 0330 606 1001. 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. If you work an 11thday, your maternity leave will come to an end. 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. Introduction. valid and objective service/operational reasons and the line manager must, confirm these reasons in writing to the employee outlining their right of appeal. Yes, Your line manager should keep in contact with you throughout the period ofyour confinement and maternity leave, providing information and support whererequired and a link to the workplace. Confirmation of Receipt of Flexible Working Appeal.docx, 05. 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. Any sickness benefit or SSP is paid up to the 4thweek before the expected date of confinement. No. All female employees are entitled to maternity leave after a certain time of service specified by the law. Option 2 makes payments to staff on the basis of what they actually work and deductions for periods of unpaid leave. If you subsequently decide to come back to work, and work for a minimum of three months, you will be paid the difference between what you have been paid under the leaver entitlement and the amount which would have been paid to you if you had declared your intention to return at the outset. Further information regarding employees commencing/ leaving during an entitlement leave can be found viaAnnual Leave Overview. Where possible and necessary make appropriate rest areas and storage facilities available for breastfeeding mothers. b)No,not if you are employed for less than 26 weeks prior to the 15thweek or your average earnings are less than the current Lower Earnings Level for National Insurance purposes. If the KIT day calculation is less than the value of MA then no payment will be made. The current entitlement is to 26 weeks' maternity leave together with 16 weeks additional unpaid maternity leave. 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. NHSGGC aims to support mothers who wish to breastfeed after their return to work. Context. These include pay rises, holiday, and return to work practices. Read about benefits for parents, adoption benefits and parental leave. June 01, 2018. This allows you to share your remaining leave with your babys other parent during your babys first year. During the maternity leave period, an employee remains bound by her implied obligation of good faith and any terms and conditions relating to her obligation to give notice of termination, disclosure of confidential information, acceptance of gifts or other benefits, and participation in any other business. Female employees are entitled to 26 weeks of leave when she is pregnant. 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. The notice of appeal must be dated and clearly set out the grounds of appeal. Should you require further advice please contact theHR Support and Advice Unit. 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. contractual maternity leave and pay. Yes, all employees on Maternity Leave will accrue both annual leave and public holiday hours. The member can choose to extend the period for a further 18 months. Stay up to date with what you want to know. Form SMP1 Statutory Maternity Pay Exclusion Form). The FMLA stipulates 12 weeks, but you can choose any number of weeks of paid leave when drafting a paternity leave policy. If an employee is employed for less than 12 months, the calculation shall be based on the shorter period. 8 weeks of leave can be opted before the delivery and remaining post-childbirth. The Maternity (Amendment) Bill 2017 has extended the earlier 12 weeks' leave to 26 weeks. leave. Current Version And Effective Date. 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. Glassdoor is your resource for information about the Maternity & Paternity Leave benefits at Wegmans Food Markets. The minimum period for a career break is 6 months and the maximum period is five years. 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. Policy purpose and scope. 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. Maternity leave policy is a policy established by an employer to ensure that a female employee who is a soon-to-be or new mother will receive fair treatment. Theyll review things with you throughout your pregnancy and also when you come back to work. You should take this to the Department of Work and Pensions who in turn will advise you if you qualify for Maternity Allowance. Maternity Leave for Part-time and Contract Workers Part-time maternity leave varies depending on a few factors. The Annual Leave Policy applies to all employees of NHS Greater Glasgow and Clyde employed on Agenda for Change terms and conditions. 52 weeks after the start of the maternity leave however, this may be extended by local agreement in exceptional circumstances. 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. Your paperwork will then be processed by HR and Payroll. While youre getting CMP or SMP your pension contributions will be based on the actual pay you receive each period, but the Co-ops contributions will be based on your normal full pay. The unpaid element can be taken up to the childs 18th birthday. An employee working full-time or part-time will be entitled to paid and unpaid adoption leave under the NHS contractual 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 adoption. The qualifying criteria for both OMP and SMP are the same whether you are returning to work or not. Employees should complete thisParental Leave Application Formand submit it to their manager. Tell your manager as early as you can that youre pregnant. If your baby is born prematurely or before the notified expected week of confinement all entitlements for maternity leave and pay are the same as if your baby were born full term. Your manager will get in touch with you before youre due to come back to work to talk about the arrangements for your return. You may not work by law during the two weeks immediately following the birth of your child. It allows employees to remain on a permanent contract and gives them unpaid leave during school holidays. Should you have any questions in relation to this policy please contact theHR Support and Advice Unit. One of the most common examples is term time working. MATERNITY LEAVE POLICY . 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. 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). Policy elements Maternity Leave is a temporary absence from an employee's position and applies to expectant or new mothers who require time off for pregnancy, childbirth and child care.

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