Hi Readers,
I am working in an IT company and wanted to inquire about the maternity leave policy for an employee whose performance is not up to the manager's expectations since her joining. I have the following doubts that need to be cleared:
1. Are the 90 days considered as Leave Without Pay (LWP) or paid leaves?
2. If we pay her, should we consider the basic pay?
3. The company is not covered under ESI, and there is no medical insurance, etc.
4. Are Casual Leave (CL), Sick Leave (SL), and Earned Leave (EL) a part of maternity leave?
Please suggest.
Regards,
Vandana Sharma
From India, Calcutta
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13I am working in an IT company and wanted to inquire about the maternity leave policy for an employee whose performance is not up to the manager's expectations since her joining. I have the following doubts that need to be cleared:
1. Are the 90 days considered as Leave Without Pay (LWP) or paid leaves?
2. If we pay her, should we consider the basic pay?
3. The company is not covered under ESI, and there is no medical insurance, etc.
4. Are Casual Leave (CL), Sick Leave (SL), and Earned Leave (EL) a part of maternity leave?
Please suggest.
Regards,
Vandana Sharma
From India, Calcutta
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Hello Vandana Sharma,
You are a very old member of CiteHR. Please search the old threads as this topic has been discussed many times before using the 'research' feature at the top of this page.
However, please note that performance has nothing to do with Maternity Leaves. You mentioned '...since joining...'. When did she join? This will have a bearing on her eligibility for ML.
Even if we consider your note about her performance to be correct, it's a bit impractical to fire her now. Any such action could be construed as a signal that the Company is not willing to grant her maternity leave.
Regards,
TS
From India, Hyderabad
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You are a very old member of CiteHR. Please search the old threads as this topic has been discussed many times before using the 'research' feature at the top of this page.
However, please note that performance has nothing to do with Maternity Leaves. You mentioned '...since joining...'. When did she join? This will have a bearing on her eligibility for ML.
Even if we consider your note about her performance to be correct, it's a bit impractical to fire her now. Any such action could be construed as a signal that the Company is not willing to grant her maternity leave.
Regards,
TS
From India, Hyderabad
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Dear Vandana,
The objective of the Maternity Act is to protect the dignity of motherhood, so that a woman can take special care of the health of the newborn and herself. Maternity benefits are a compliance requirement, not a choice. Even if the performance of the lady is not up to expectations, she is entitled to avail maternity benefits. Since your company is not covered under ESI, you have to provide her with the entitlements.
The casual leave (CL), sick leave (SL), and earned leave (EL) should not be part of the maternity leave entitlements. For more details, you can search online or purchase the related Act book from an authorized distributor (Jaina Book Agency, Gupta Book Agency, etc.). You will find more information there.
From India, Delhi
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The objective of the Maternity Act is to protect the dignity of motherhood, so that a woman can take special care of the health of the newborn and herself. Maternity benefits are a compliance requirement, not a choice. Even if the performance of the lady is not up to expectations, she is entitled to avail maternity benefits. Since your company is not covered under ESI, you have to provide her with the entitlements.
The casual leave (CL), sick leave (SL), and earned leave (EL) should not be part of the maternity leave entitlements. For more details, you can search online or purchase the related Act book from an authorized distributor (Jaina Book Agency, Gupta Book Agency, etc.). You will find more information there.
From India, Delhi
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For those employees not covered under ESI, including those in IT companies, the maternity benefit is regulated by the provisions of the Maternity Benefit Act, 1961.
At the national level, the Act applies to establishments having ten or more employees. Some states have removed this limit of 10 employees.
To be eligible for the benefit, a woman should work under the employer for more than 80 days in the period of 12 months prior to the expected date of confinement. If so, the employee is entitled to 84 days of benefit, i.e., leave with salary. This is 42 days before and 42 days after confinement. In addition, she is eligible for the benefit for 30 more days if she suffers from any diseases arising out of pregnancy, childbirth, etc.
Casual leave, sick leave, etc., are in addition to maternity benefits.
Varghese Mathew
08547239493
From India, Thiruvananthapuram
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At the national level, the Act applies to establishments having ten or more employees. Some states have removed this limit of 10 employees.
To be eligible for the benefit, a woman should work under the employer for more than 80 days in the period of 12 months prior to the expected date of confinement. If so, the employee is entitled to 84 days of benefit, i.e., leave with salary. This is 42 days before and 42 days after confinement. In addition, she is eligible for the benefit for 30 more days if she suffers from any diseases arising out of pregnancy, childbirth, etc.
Casual leave, sick leave, etc., are in addition to maternity benefits.
Varghese Mathew
08547239493
From India, Thiruvananthapuram
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Hi Vandhana, Please take a Form-B signed by the employee who wish to avail maternity leave. Normally the gross salary is considered for the payment. Ref Sec 3(n) of the MB Act -1961.
From India, New Delhi
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From India, New Delhi
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Creche under Maternity Benefit Act.pdf
MATERNITY BENEFIT ACT 2009.doc