The policy is to determine annual leave entitlement in hours not days for all staff regardless of whether the employee is full-time or part time. By implementing the Career Break Policy NHSGGC aims to create an environment that will allow all employees to utilise their skills, talents and expertise and thereby allow it to both recruit and retain a well motivated and committed workforce. 4. You will receive your pay on your normal pay day. Only one flexible working application can be submitted within a 12 month period. There is a function on eESS to electronically attach the MATB1 form. Keeping in touch (KIT) days are intended to facilitate a smooth return to work for women returning from maternity leave. Employees who agree to work KIT days will not be paid for work done in addition to SMP. Please contact theHR Support and Advice Unitif you wish to clarify the application of this template in conjunction with the policy and guidance associated with career breaks. Further information regarding employees commencing/ leaving during an entitlement leave can be found viaAnnual Leave Overview. The policy also details the ability to return to work during maternity leave for KIT (Keeping in Touch) days if you would like to do so and the obligations on the employer to ensure an appropriate risk assessment is carried out to ensure your health and safety when pregnant and on your return. This is included in the 480 day paid parental leave, per child, that parents share. A maternity leave policy determines how much time mothers get off work before and after the birth of their babies. This is made up of 26 weeks' Ordinary Maternity Leave, followed by 26 weeks' Additional Maternity Leave. Outcome of Flexible Working Appeal Unsuccessful, https://www.gov.uk/maternity-pay-leave/pay, https://www.gov.uk/government/publications/rates-and-allowances-national-insurance-contributions/rates-and-allowances-national-insurance-contributions, Reserve Forces Training and Mobilisation Policy. Doctors and Dentists in training withGGC currently on placement at another board please use the link below tocomplete the paperapplication, this should besubmitted to your placement board: All other trainees who areworkingwithin GGC should apply through eESS (Employee Self Service). 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. We know that it can be challenging to balance having a new baby with your work. They are extremely family oriented and more than willing to support you during that time. There is a function on eESS to electronically attach the adoption certificate. ML1 Maternity Application Form Following the hearing you will be informed, in writing, of the outcome of your appeal within 2 weeks. 5. A career break allows employees an opportunity to leave their employment on a long-term basis mainly to undertake further education or to fulfil domestic commitments. No. Sick leave. contractual maternity leave and pay. The minimum period for a career break is 6 months and the maximum period is five years. All payments are made by the Swedish Social Insurance Agency. A week of parental leave equals the employees contracted hours in the week in which they wish to take it. To qualify for SMP youll need to: The table below shows how much Maternity/Pregnant Parent pay youll get: *Average earnings are based on what youve been paid during the eight weeks ending on the 15th week before your babys due. This option, if selected, must be made prior to the commencement of your maternity leave and this cannot be changed afterwards. Stay up to date with what you want to know. They let you use vacation time if you want longer. This should then be passed to your placement board to process: Maternity Leave is a period of absence from work granted to a mother before and after the birth of her child. Your line manager will alsocomplete a Notification of Change Form for the Payroll Department. A home working risk assessment must be completed for everyone working from home, Same Employment Rights apply to home workers, of your intention to take maternity leave, of the date you wish to start your maternity leave, that you intend to return to work with the same employer or other NHS employer for a minimum period of 3 months after your maternity leave has ended, provide a MATB1 form from your midwife or GP giving theexpected date of childbirth. This is not essential and the planned KIT days can be worked consecutively or not, as agreed between the employee and their manager. Payment during the leave period is based on the average daily wage for the period of actual absence i.e., full paid absence from work. Only if you wish to return earlier than your original return date, in which case you must give 28 days notice of your return. The number of weeks is determined by the number of Saturdays in the month. 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. Employees should complete thisParental Leave Application Formand submit it to their manager. All pregnant employees are entitled to take up to 52 weeks statutory maternity leave (SML) around the birth of their child. In 1946, France passed a law granting women a 14-week maternity leave and compensation for half of their earnings lost while away from work. 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 . If you have been off on certified sick, your maternity leave will commence the day after the birth. You will receive a MATB1 from your midwife or GP once you are at least 20 weeks pregnant. You are entitled to 52 weeks' maternity leave, irrespective of the length of your continuous service. You notify your employer in writing before the end of the 15th week before the expected date of adoption (or if this is not possible, as soon as is reasonably practicable thereafter): All employees will have the right to take 52 weeks of maternity leave. When you take time off to have a baby you might be eligible for: Statutory 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. Unless theres a business reorganisation in which case wed consult with you about what this means for you youll usually be able to come back to the same role and with the same terms and conditions of employment that you had before your Maternity/Pregnant Parent Leave. 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. You can submit an application for a change to the hours you work; a change to the times when you are required to work or a change to the place you are required to work. You should initially discuss your intention to apply for a Career Break with your line manager. f you are off work with a non-pregnancy related illness you will receive any sickness benefits that you are entitled to be paid up to the point of the notified date of maternity leave then SMP will commence. If you are on a planned rotation of appointments with one or more NHS employer as part of an agreed programme of training, you will have the right to return to the same post or to the next planned post irrespective of whether your contract would otherwise have ended if pregnancy and childbirth had not occurred. maternity leave The earliest an employee's ordinary maternity leave can start is 11 weeks before the expected week of childbirth. a whole annual leave year - then they would return to work on 1 April 2020 with double their normal annual leave entitlement and 16 rather than 8 public holidays (still pro rata for part-time staff)*. Most employers can reclaim 92 per cent of an employee's statutory parental pay. 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. The Payroll Department will be able to confirm your entitlements. But the law only applies to certain employees at certain companies (more on that below). Your line manager is also required to update your assignment status on eESS:Career Break. Once a career break has been agreed this should be recorded on eESS via manager self service:Career Break Standard Operating Procedure. Undertake a minimum of two weeks paid employment per year as agreed with their Head of Department. NHS Greater Glasgow and Clyde being an employer committed to the principles of work/life balance, recognises that, as one of a range of options, flexible working arrangements givesemployees some discretion in their starting and finishing times each day. You can find this athttps://www.gov.uk/government/publications/rates-and-allowances-national-insurance-contributions/rates-and-allowances-national-insurance-contributions. For successful applications the employee has no right to revert back to their previous working pattern. And theres no charge for Co-op colleagues. Full details of provisions available for prospective adoptive parentsare detailed below in our guidance and frequently asked questions. for those hours still to be taken as a result of the employee working a public holiday. You can contact the EAP on 0800 069 8854. . The Board Home Working Policy is part of our work/life balance policies. Maternity Leave policy and procedure. Please contact theHR Support and Advice Unit. Youll have antenatal appointments to go to. There is an option to take 120 or 150 days of leave: 120 days . Keep their knowledge updated by reading relevant professional journals and attending professional meetings. Current Version And Effective Date. Flexible working might help - you can find our Flexible Working Policy on the colleague website. Let your manager know as early as you can when your appointments are and try to arrange them at the start or end of the day if possible. Having a baby can mean big changes in your personal life and you may need extra support and guidance in adapting to these. Co-operative Group Limited. During ordinary maternity leave and additional maternity leave, all terms and conditions of the employee's contract, except normal pay will continue. Therefore, if you attend work for a 2 hour training session this will count as 1 KIT day. The Parental Leave Policy is one of theNHSGGC Work-Life Balance Policieswhichallows our staff tospend more quality time with their children. Please note that the following information supersedes the information in the Policy relating to Superannuation on career break, pending review of the Career Break Policy: The NHS scheme provides for members of both the 1995 and 2008 sections (excluding locum practitioners) who are on an authorised break (including a career break), to choose to continue to pay contributions towards membership for a limited period. The legal minimum period of maternity leave is 2 weeks after your baby is born. OMP is calculated using your earnings in the same fixed pay periods described for the SMP calculation. However, as early as possible between a manager being notified of an employees pregnancyand beforethat employee goeson maternity leave,the manager and employeeneed to discuss how best to plan to use this annual leave, pre- and post-maternity leave, including how much might need to be carried forward into a new annual leave year as it is not possible to take annual leave during maternity leave. Available to US-based employeesChange location, You get to receive it as a part time employee, They give you the leave with the law that applies in states. The HR Support and Advice Unit can be contacted on 0141 278 2700 if you have any further questions or need guidance on this policy area. 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. Through the Family and Medical Leave Act (FMLA), the federal government guarantees 12 weeks of unpaid, job-protected leave for the birth of a newborn or adopting a child. When our people are healthy, Wegmans can work toward a common goal and can fully live our values. The right to return to their job under the original contract on no less favourable conditions; The right to request a return to work on flexible working arrangements; of the date you wish to start your adoption leave, that you intend to return to work with the same employer for a minimum period of 3 months after your adoption leave has ended, Support the promotion of breastfeeding amongst our staff and patients, Provide information about breastfeeding to pregnant employees, Allow, where possible, flexibility in hours and regular breaks for employees wishing to breastfeed or express milk. Confirmation of Receipt of Flexible Working Request.docx, 02. New mothers receive four weeks of paid leave before giving birth and 14 weeks of maternity leave afterward. Please contact theHR Support and Advice Unitif you require further advice. 2 The specific provisions of this policy are not contractual, unless expressly stated, and can be amended from time to time. Learn about Wegmans Food Markets Maternity & Paternity Leave, including a description from the employer, and comments and ratings provided anonymously by current and former Wegmans Food Markets employees. . Staff on Term Time Contracts should continue to refer to the HR Support and Advice Unit for help in calculating Annual Leave. By clicking "I Accept" to these Terms, or by accessing or using the Wegmans Sites or by otherwise agreeing to these Terms (each constituting "Your Acceptance"), you affirm that you are of legal age to enter into these Terms, and that you expressly agree to be bound by these Terms, between you and . Before maternity leave Illness prior to Maternity Leave If you're ill and unable to work, you'll be able to take sick leave until the agreed Maternity Leave start date. KIT days are optional. KIT days need to be agreed with your manager first and can be used for anything that would normally be part of your job, including training courses and announcements. Maternity Leave Maternity leave and benefit shall be granted as per the Maternity Benefit Act 1961 to women employees not covered under the ESI Act. Your manager will get in touch with you before youre due to come back to work to talk about the arrangements for your return. We understand that in order to best serve our customers, we need to best serve our employees. Am I entitled to any time off prior to the adoption date? Please see guidance onRecord Keepingbelow for more information. The manager must arrange a meeting within 4 weeks of receipt of an application and respond in writing no later than 2 weeks after the meeting. he KIT days payment will be based on the total number of hours worked in that calendar week. Yes it is a legal requirement that you take a minimum of 2 weeks immediately after the birth however the occupational scheme rules allow you to return to work and take the rest of your leave when your baby comes home by mutual agreement between you and your manager. If you have more than one job at the Co-op, each of your managers will need to complete a separate risk assessment for each role. Please note: Employees who agree to work KIT days will not be paid for work done in addition to SMP. Examples of when they may be used include Training/Development sessions, team meetings, service or policy updates or working a normal shift. You build up holiday as normal while you're on maternity leave. This is made up of 26 weeks "ordinary maternity leave" and 26 weeks "additional maternity leave". An increasing body of research shows that happy employees perform better and are more likely to stay with a company. Please contact theHRSAUfor further information or clarification on their use. Attend a minimum number of training sessions, as agreed with the Head of Department to update and refresh their knowledge and skills. Access your favorite topics in a personalized feed while you're on the go. If you dont, you might not be eligible for Maternity/Pregnant Parent Leave or pay or be able to start and/or end your leave when you want. 3.7. You might want to try and arrange a KIT day with your manager so you can come into work and discuss things with them. Learn about Wegmans Food Markets Maternity & Paternity Leave, including a description from the employer, and comments and ratings provided anonymously by current and former Wegmans Food Markets employees. These. If you do not have an eESS ID due to not having a GGC email or access to GGC network then your manager can complete the maternity leave transaction on your behalf via manager self service. Maternity Leave All confirmed female employees shall be entitled for Maternity leave as per maternity benefit act 2016, with full pay for a period of continuous 26 weeks (excluding national holidays) for each pregnancy up to a maximum of 2 confinements. Maternity leave of 12 weeks is available to mothers adopting a child below the age of three months from the date of adoption. c) If you areunsureif you qualify, the payroll department can advise you on this. You have this right from your first day of starting a job. Version 1.0 04/04/2018 Business Area Owner Business Partnering Department Responsible Employee Relations Policy Contact Amy Smith, Head of Employee Relations / . The benefit for all employees in calculating entitlement in hours is that this ensures equity for all by ensuring that staff who work variable hours/shifts do not receive either more or less leave than colleagues who work a standard pattern. Where possible, time off during working hours should be granted to allow an employee to breastfeed or express milk. Visit https://colleagues.coop.co.uk/pensions or contact the Pensions Department for more information. It is important that the employer and employee have early discussion to plan and make arrangements for KIT days before the employees maternity leave takes place. You can appeal against the decision to refuse your application by submitting a Flexible Working Appeal Application Form to Human Resources within two weeks of receiving written confirmation that your application has not been successful. Adoption/Fostering Board Policyplease note this is currently being reviewed and updated. If your baby is born late this does not affect the payment of SMP. More detailed guidance and frequently asked questions can be found under the guidance tab. HR Support and Advice Unit will then provide the details to Payroll Department. There is an entitlement, regardless of the length of service or the number of hours Fostering can be for varying lengths of time, from very short term tolong term fostering and the Board will adopt a flexible approach to this.Employees should therefore discuss their intention to foster with theirline manager as soon as possible to determine the level of support theyconsider appropriate to their circumstances. The roster note should describe the date and hours worked together with an indication of how many KIT days have been worked (including this latest KIT day) in the current maternity leave absence. If your earnings during that period have been reduced because you were receiving half pay or you were on unpaid maternity leave then OMP / SMP for the second period of leave will reflect these reduced earnings. But if you're classed as a small . Yes, an application to request a reduced working year contract is open to all employees as well as prospective employees, no matter what level in the organisation. 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