![]() In these circumstances you will either be offered suitable alternative work or be suspended on medical grounds on full pay. There are now statutory provisions providing either for suitable alternative work on terms and conditions not substantially less favourable than your normal conditions or suspension on full pay, where on medical grounds it is not safe for you to continue in your normal job. However, you must inform your line manager as soon as possible of these appointments and your line manager may request that you provide an appointment card or note from your GP or Midwife. You are entitled to paid time off to attend antenatal examinations and classes. Ordinary Maternity Leave (OML): The first 26 weeks of maternity leave.Īdditional Maternity Leave (AML): Additional Maternity leave (up to 26 weeks) which can be taken after the period of Ordinary Maternity Leave. This week is used to identify whether or not you are eligible for SMP. Qualifying Week (QW): Is the 15th week before the baby is due. Maternity Certificate (MatB1): Certificate issued by a registered Medical Practitioner or practising Midwife confirming the expected week of childbirth. This is payable by the Department of Work & Pensions.Įxpected week of childbirth (EWC): The week during which the baby is expected to be born. Maternity Allowance (MA): Sum to which you may be entitled if you are exempt from SMP. Occupational Maternity Pay (OMP): Additional sum paid by the University if you meet certain qualifying conditions Statutory Maternity Pay (SMP): Statutory sum paid if you meet certain qualifying conditions All pregnant employees should contact their School/Directorate HR Business Partner or HR Officer for further information about how these provisions affect them. This enables parents to choose to be off work at the same time and/or take it in turns to have periods of leave to look after their child. You can opt to curtail your maternity leave early and to share the remaining leave and pay entitlement with your partner. ![]() ![]() This policy can be read in conjunction with the Shared Parental Leave Policy which provides parents with more flexibility in how to share the care of their child during the first year. In addition, new arrangements for shared parental leave contained in the Children and Families Act 2014 have key provisions applying to parents of children expected on or after 5 April 2015. This section provides guidance on the rights to the maternity benefits of members of staff following the introduction of the Work and Families Act 2006 and associated regulations. The University wishes to support staff throughout their pregnancy and maternity leave. ![]()
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