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The document outlines pay period dates and cut-off periods for employees. It states that paydays are the 13th and 28th of each month, with the cut-off periods being the 23rd to 6th and the 7th to 22nd respectively. It also notes that government deductions occur on the second pay period and that PhilHealth benefits require 9 months of consecutive contributions which may include time with a former employer. Pay is credited on paydates or the following business day if the paydate falls on a non-working day.
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8 the maternity benefit_act_
The Maternity Benefit Act, 1961 applies to establishments with 10 or more employees. It provides that a woman must work for 80 days in the 12 months before her expected delivery date to be eligible for maternity benefits. Eligible women are entitled to 12 weeks of paid maternity leave, of which not more than six weeks can be before the expected delivery date. Maternity benefits are paid at the woman's average daily wage rate and include allowances but not bonuses or overtime. Employers cannot employ a woman for six weeks after delivery, miscarriage, or abortion. The Act also provides for nursing breaks, medical bonuses, leave for tubectomy, and prohibits dismissal for pregnancy-related absence.
Maternity act 1961
The Maternity Benefit Act of 1961 aims to regulate female employment and provide maternity benefits and protections. Key provisions include:
- Providing up to 26 weeks of paid maternity leave (increased from 12 weeks), with 8 weeks before and 18 weeks after delivery
- Extending benefits to adoptive/commissioning mothers and allowing work from home options
- Requiring employers with 50+ employees to provide on-site creches
- Informing women employees of their maternity rights and benefits in writing upon hiring
The Act aims to safeguard women's employment and dignity during pregnancy by providing paid time off and job security for new mothers. Recent amendments have increased leave duration and added protections.
Corporate Daycare - Maternity Benefits (Amendments) Bill -2016
Corporate Daycare - Maternity Benefits (Amendments) Bill -2016
Corporate Daycare - Maternity Benefits (Amendments) Bill -2016
Act and Bill Maternity Benefits Act 1961
• Regulates the employment of women during the period of child birth, and provide maternity benefits • Applicable to factories, mines, plantations, shops and other establishments Maternity Benefits (Amendments) Bill 2016
• Introduced in and approved by Rajya Sabha in August 2016
• Seeks to bring about changes with respect to the duration and applicability of maternity leave, and other facilities
Paternity leave
This document summarizes Republic Act No. 8187, which establishes paternity leave benefits for married male employees in the Philippines. It defines key terms and outlines the conditions for entitlement. Married male employees are entitled to 7 days of paid leave for the first 4 deliveries of their lawful spouse, to support their wife during recovery and nursing. Employers in both the private and public sectors are obligated to grant these benefits. Violations of the Act can result in fines or imprisonment.
7. maternity benefit act, 1948 gp2
The Maternity Benefit Act of 1948 aims to regulate women's employment during pregnancy and provide maternity benefits. It provides for 84 days of paid maternity leave, a medical bonus of Rs. 1,000, and additional benefits like nursing breaks and protection from dismissal. To be eligible, a woman must have worked for at least 80 days in the previous 12 months. The document outlines the conditions for claiming benefits, specific benefits provided under the Act like paid leave and medical bonus, and penalties for non-compliance.
Maternity benefit act,1961
The Maternity Benefit Act of 1961 aims to regulate women's employment around childbirth and provide maternity benefits. Key provisions include 26 weeks of paid maternity leave (8 weeks before delivery), cash benefits like medical bonus, and non-cash benefits like nursing breaks and protection from firing. The Act applies to establishments with 10 or more employees and requires duties from both employees and employers around leave notification and record keeping. The 2021 amendments expanded leave and benefits and introduced provisions for working from home and adoption.
The maternity benefits act, 1961
The Maternity Benefits Act of 1961 aims to provide healthy maintenance for pregnant women employees and their children. It applies to factories, mines, plantations, shops, and establishments with 10 or more employees. To be eligible for benefits, a woman must have worked for at least 80 days in the 12 months preceding delivery. Benefits include 84 days of paid maternity leave, a medical bonus of Rs. 1,000, an additional month of paid leave, and 6 weeks of paid leave in case of a miscarriage. Amendments in 2017 increased paid maternity leave to 26 weeks and provided for 12 weeks of paid adoption leave. Employers with over 50 employees must also provide creche facilities.
Bosses we love
The Maternity Benefit Act establishes requirements for maternity leave and benefits for women working in establishments with 10 or more employees. It provides that eligible women are entitled to 12 weeks of paid maternity leave, including 6 weeks after delivery. Maternity benefits must be paid at the woman's average daily wage based on her wage in the three months prior to her absence. The Act also prohibits employment of a woman in the six weeks following delivery, miscarriage or termination of pregnancy. It includes additional provisions regarding nursing breaks, medical bonuses, and job protection for pregnant women.
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8 the maternity benefit_act_
The Maternity Benefit Act, 1961 applies to establishments with 10 or more employees. It provides that a woman must work for 80 days in the 12 months before her expected delivery date to be eligible for maternity benefits. Eligible women are entitled to 12 weeks of paid maternity leave, of which not more than six weeks can be before the expected delivery date. Maternity benefits are paid at the woman's average daily wage rate and include allowances but not bonuses or overtime. Employers cannot employ a woman for six weeks after delivery, miscarriage, or abortion. The Act also provides for nursing breaks, medical bonuses, leave for tubectomy, and prohibits dismissal for pregnancy-related absence.
Maternity act 1961
The Maternity Benefit Act of 1961 aims to regulate female employment and provide maternity benefits and protections. Key provisions include:
- Providing up to 26 weeks of paid maternity leave (increased from 12 weeks), with 8 weeks before and 18 weeks after delivery
- Extending benefits to adoptive/commissioning mothers and allowing work from home options
- Requiring employers with 50+ employees to provide on-site creches
- Informing women employees of their maternity rights and benefits in writing upon hiring
The Act aims to safeguard women's employment and dignity during pregnancy by providing paid time off and job security for new mothers. Recent amendments have increased leave duration and added protections.
Corporate Daycare - Maternity Benefits (Amendments) Bill -2016
Corporate Daycare - Maternity Benefits (Amendments) Bill -2016
Corporate Daycare - Maternity Benefits (Amendments) Bill -2016
Act and Bill Maternity Benefits Act 1961
• Regulates the employment of women during the period of child birth, and provide maternity benefits • Applicable to factories, mines, plantations, shops and other establishments Maternity Benefits (Amendments) Bill 2016
• Introduced in and approved by Rajya Sabha in August 2016
• Seeks to bring about changes with respect to the duration and applicability of maternity leave, and other facilities
Paternity leave
This document summarizes Republic Act No. 8187, which establishes paternity leave benefits for married male employees in the Philippines. It defines key terms and outlines the conditions for entitlement. Married male employees are entitled to 7 days of paid leave for the first 4 deliveries of their lawful spouse, to support their wife during recovery and nursing. Employers in both the private and public sectors are obligated to grant these benefits. Violations of the Act can result in fines or imprisonment.
7. maternity benefit act, 1948 gp2
The Maternity Benefit Act of 1948 aims to regulate women's employment during pregnancy and provide maternity benefits. It provides for 84 days of paid maternity leave, a medical bonus of Rs. 1,000, and additional benefits like nursing breaks and protection from dismissal. To be eligible, a woman must have worked for at least 80 days in the previous 12 months. The document outlines the conditions for claiming benefits, specific benefits provided under the Act like paid leave and medical bonus, and penalties for non-compliance.
Maternity benefit act,1961
The Maternity Benefit Act of 1961 aims to regulate women's employment around childbirth and provide maternity benefits. Key provisions include 26 weeks of paid maternity leave (8 weeks before delivery), cash benefits like medical bonus, and non-cash benefits like nursing breaks and protection from firing. The Act applies to establishments with 10 or more employees and requires duties from both employees and employers around leave notification and record keeping. The 2021 amendments expanded leave and benefits and introduced provisions for working from home and adoption.
The maternity benefits act, 1961
The Maternity Benefits Act of 1961 aims to provide healthy maintenance for pregnant women employees and their children. It applies to factories, mines, plantations, shops, and establishments with 10 or more employees. To be eligible for benefits, a woman must have worked for at least 80 days in the 12 months preceding delivery. Benefits include 84 days of paid maternity leave, a medical bonus of Rs. 1,000, an additional month of paid leave, and 6 weeks of paid leave in case of a miscarriage. Amendments in 2017 increased paid maternity leave to 26 weeks and provided for 12 weeks of paid adoption leave. Employers with over 50 employees must also provide creche facilities.
Bosses we love
The Maternity Benefit Act establishes requirements for maternity leave and benefits for women working in establishments with 10 or more employees. It provides that eligible women are entitled to 12 weeks of paid maternity leave, including 6 weeks after delivery. Maternity benefits must be paid at the woman's average daily wage based on her wage in the three months prior to her absence. The Act also prohibits employment of a woman in the six weeks following delivery, miscarriage or termination of pregnancy. It includes additional provisions regarding nursing breaks, medical bonuses, and job protection for pregnant women.
Maternity Benefit
Maternity Benefit as per Bangladesh labor Law'2006,calculation of maternity Benefit,entitle for maternity benefit
Chapter 4 maternity benefit
The document outlines maternity benefit provisions for women workers in establishments. It states that no employer shall employ a woman in the 8 weeks following delivery, and that no woman shall work during this period. It also prohibits arduous or long-hours work for pregnant women near their due dates. Employers must provide 8 weeks of paid maternity leave before and after delivery, as long as the woman worked at least 6 months prior. Payment procedures and proof of delivery are also described.
Maternity Benefit act 1961
This document summarizes the key provisions of the Maternity Benefit Act 1961 in India. It applies to all establishments with 10 or more employees, entitling women workers who have completed 80 days of employment in the previous year to 26 weeks of paid maternity leave, including 8 weeks before and after delivery. The employer must pay the woman's normal wages during this leave and for any illness arising from pregnancy. The Act also provides for nursing breaks, medical bonus payments, adoption leave, and creche facilities for establishments with over 50 employees.
Maternity benefit act 1961,ESI Act and workmens compensation act
The document summarizes key provisions around maternity benefits and protections for working women in India according to the Maternity Benefit Act of 1961. It outlines that the act regulates women's employment around childbirth by providing for maternity benefits and cash benefits like paid leave for 6 weeks before and after delivery. It also mandates protections like no firing while on maternity leave and light work duties during pregnancy. The penalties for employers who do not comply with the act are also mentioned.
Maternity benefit act
The Maternity Benefit Act 1961 aims to regulate the employment of women during pregnancy and after childbirth. It provides for maternity leave, wages, and other benefits. Key provisions include:
- Women are entitled to 26 weeks of paid maternity leave, including 8 weeks before and after delivery.
- Employers cannot dismiss a woman or give her notice of dismissal during her absence on maternity leave.
- Women are entitled to medical bonus of Rs. 3,500 if the employer does not provide pre-natal and post-natal care free of charge.
- Employers with over 50 employees must provide childcare facilities. Women can breastfeed children under 15 months with two additional breaks per day
greytHR Webinar Maternity Benefit
This presentation talks about the recent amendments in the Maternity Benefit Act and what are the various measures an organisation has to take, to be complied with the recent changes
Maternity benefit amendment act
The document discusses provisions around maternity benefits for women employees in India. Some key points:
- It defines terms like employer, establishment, factory, mines, plantations, wages, etc. for the context of providing maternity benefits.
- It requires that no woman shall work during the six weeks immediately after delivery or miscarriage. It also prohibits employers from knowingly employing women during this period.
- It entitles women employees who have worked for at least 160 days in the last 12 months to receive maternity benefits at the average daily wage for a period of 26 weeks - 8 weeks before and 18 weeks after delivery. Exceptions are provided.
- It discusses provisions around continuing maternity benefits
maternity act ppt
The Maternity Benefit Act of 1961 regulates the employment of women in certain establishments during and after pregnancy to provide maternity benefits. Key provisions include:
- Women are entitled to 26 weeks of paid leave, including 6 weeks before and 18 weeks after delivery for up to two surviving children. Additional benefits include nursing breaks and no termination or deduction of wages during leave.
- The Act applies to establishments with 10 or more employees and those belonging to the government. To be eligible, a woman must have worked 80 days in the last 12 months.
- Benefits include payment of wages during leave, a medical bonus of Rs. 250, and additional leave for miscarriage, illness, or medical procedures like tubectomy. Employers
Maternity benefit act 1961 presentation by jac v.1 240714-
The document summarizes the Maternity Benefit Act 1961 in India. It defines key terms, outlines the types of establishments it applies to, and describes the rights and protections for women employees during pregnancy and after delivery. These include a prohibition on employment for 6 weeks before and after delivery, entitlement to paid maternity leave, and protections against dismissal during pregnancy or leave.
Maternity leaves
This document provides information about maternity, parental, and adoption leaves for employees at the University of Saskatchewan. It outlines the key entitlements and processes for taking time off and receiving pay. Federally, eligible employees are entitled to up to 52 weeks unpaid leave, including 17 weeks of maternity leave and 35 weeks of parental leave. The University provides a supplemental benefit plan to top employees' pay up to 95% for 21 weeks if they qualify and receive EI payments. The document guides employees through the steps to request leave, apply for benefits and return to work.
Maternity benefit act updated 2017
The document discusses India's Maternity Benefit Act of 1961, which regulates maternity benefits for women employees. It outlines key provisions of the original act as well as recent amendments in 2017. The amendments increased paid maternity leave from 12 to 26 weeks, introduced provisions for adopting/commissioning mothers, and allowed nursing breaks until the child is 15 months old. However, there is still no law mandating paid paternity leave for private sector employees in India, though government employees are entitled to 15 days of paternity leave. The presentation provides an overview of eligibility requirements, benefits provided under the act such as medical bonus and leave for miscarriages, and duties and penalties for non-compliant employers.
Maternity Benefit Act, 1961 with Amendments
Everything about Rules, Regulations, Guidelines, Facilities etc. under the Maternity Benefit Act along with the Amendments.
Maternity benefit act 1961
The document summarizes key aspects of the Maternity Benefit Act 1961 and Provident Fund Act 1952 in India.
The Maternity Benefit Act aims to regulate female employment around childbirth and provide benefits like 84 days of paid leave. It applies to establishments with 10 or more employees. The Provident Fund Act requires employers with 20+ staff to make contributions to employees' retirement funds at 12% of salary. It provides benefits like a pension and lump sum on retirement. Both acts require regular filings of returns and contributions to funds.
Maternity act
The Maternity Benefit Act of 1961 regulates employment of women during pregnancy and after childbirth. It aims to provide maternity benefits like maternity leave, wages, and nursing breaks to protect the dignity of motherhood. The Act applies to factories, mines, plantations, shops, and establishments with 10 or more employees across India except Jammu and Kashmir. Employers have obligations to provide maternity benefits and allow nursing breaks, and cannot fire pregnant employees on maternity leave. One case found an employer liable for pregnancy discrimination when it fired a sales manager after she announced her pregnancy.
Maternity act 1961
The document discusses the Maternity Benefit Act of 1961 which aims to provide healthy maintenance for pregnant women employees and their children. Key provisions include:
1) The Act applies to factories, mines, plantations, and other establishments employing 10 or more people.
2) Pregnant women cannot perform arduous, long hours of standing, or other work that could harm their pregnancy.
3) Women are entitled to paid maternity leave of 6 weeks before and after delivery if they have worked 80 days in the past year, as well as benefits for miscarriage, illness, or premature birth.
Paternity leave policy
This document outlines the paternity leave policy at the University. It states that employees are entitled to take one or two weeks of statutory paternity leave if they meet the eligibility requirements of having 26 weeks of service, continuing to work up until the baby's due date or birth, and being responsible for the baby's care. The first week of leave is paid at full pay and the second week is paid at the statutory rate. Employees must provide notice to HR between 15 weeks before the due date or as soon as possible of their intent to take leave, the expected week of birth, and their planned start date, which can be changed with 28 days notice.
Maternity act amendment 2017
The document summarizes key amendments made to the Maternity Act in India in 2017. It notes that the amendments increase paid maternity leave to 26 weeks from 12 weeks previously. It also provides work from home options after the 26 weeks and mandates crèche facilities for establishments with more than 50 employees. The amendments provide increased benefits to women based on the number of children they have, including 12 or 26 weeks of paid leave. They also extend the same benefits to adoptive or commissioning mothers. The document outlines cash and non-cash maternity benefits provided and some criticisms of placing the financial burden solely on employers.
THE MATERNITY BENEFIT (AMENDMENT) ACT, 2017
THE MATERNITY BENEFIT (AMENDMENT) ACT, 2017
NO. 6 OF 2017
An Act further to amend the Maternity Benefit Act, 1961.
The Maternity Benefits Act, 1961
The Maternity Benefits Act, 1961 provides maternity leave and benefits to protect the dignity of motherhood. It applies to all establishments with 10 or more employees. Eligible women receive 84 days of paid maternity leave before and after delivery. The Act prohibits dismissal of pregnant women and provides other benefits like nursing breaks and medical reimbursement. Employers must maintain proper records and may face penalties for violations of the Act. In a 2012 case, a woman successfully sued her former employer for sacking her while pregnant in contravention of the Act.
Problem In Pay System
The document summarizes a pay system analysis conducted for a computer center/user assistance department within a large manufacturing company. It found high employee turnover, especially among data processors and customer assistants. An analysis revealed these roles were underpaid compared to market salaries. It recommends either decreasing staff numbers while increasing pay, or conducting a new local market survey to establish competitive pay and benefits to reduce turnover.
Disciplinary Procedure & Grievance Handling Procedure
Employee grievances can arise from any real or perceived unfairness connected to their employment, whether expressed openly or not. This document outlines types of grievances as economic, related to work environment, supervision, work groups or miscellaneous issues. It recommends methods for employers to understand grievances such as observation, established grievance procedures, opinion surveys, ensuring legal compliance, simplicity and training. A grievance procedure is proposed allowing a week for appeals starting with the manager, grievance committee, head of department and finally supervision within set timeframes.
Wage and salary administration anjali patel
This document discusses wage and salary administration. It defines wage and salary administration as the establishment and implementation of policies to pay employees in an equitable, logical and fair manner. It distinguishes between wages paid to blue-collar workers, salaries paid to white-collar workers, and total compensation which includes wages/salaries as well as other benefits. The objectives, principles, factors affecting and process of wage administration are also outlined.
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Maternity Benefit
Maternity Benefit as per Bangladesh labor Law'2006,calculation of maternity Benefit,entitle for maternity benefit
Chapter 4 maternity benefit
The document outlines maternity benefit provisions for women workers in establishments. It states that no employer shall employ a woman in the 8 weeks following delivery, and that no woman shall work during this period. It also prohibits arduous or long-hours work for pregnant women near their due dates. Employers must provide 8 weeks of paid maternity leave before and after delivery, as long as the woman worked at least 6 months prior. Payment procedures and proof of delivery are also described.
Maternity Benefit act 1961
This document summarizes the key provisions of the Maternity Benefit Act 1961 in India. It applies to all establishments with 10 or more employees, entitling women workers who have completed 80 days of employment in the previous year to 26 weeks of paid maternity leave, including 8 weeks before and after delivery. The employer must pay the woman's normal wages during this leave and for any illness arising from pregnancy. The Act also provides for nursing breaks, medical bonus payments, adoption leave, and creche facilities for establishments with over 50 employees.
Maternity benefit act 1961,ESI Act and workmens compensation act
The document summarizes key provisions around maternity benefits and protections for working women in India according to the Maternity Benefit Act of 1961. It outlines that the act regulates women's employment around childbirth by providing for maternity benefits and cash benefits like paid leave for 6 weeks before and after delivery. It also mandates protections like no firing while on maternity leave and light work duties during pregnancy. The penalties for employers who do not comply with the act are also mentioned.
Maternity benefit act
The Maternity Benefit Act 1961 aims to regulate the employment of women during pregnancy and after childbirth. It provides for maternity leave, wages, and other benefits. Key provisions include:
- Women are entitled to 26 weeks of paid maternity leave, including 8 weeks before and after delivery.
- Employers cannot dismiss a woman or give her notice of dismissal during her absence on maternity leave.
- Women are entitled to medical bonus of Rs. 3,500 if the employer does not provide pre-natal and post-natal care free of charge.
- Employers with over 50 employees must provide childcare facilities. Women can breastfeed children under 15 months with two additional breaks per day
greytHR Webinar Maternity Benefit
This presentation talks about the recent amendments in the Maternity Benefit Act and what are the various measures an organisation has to take, to be complied with the recent changes
Maternity benefit amendment act
The document discusses provisions around maternity benefits for women employees in India. Some key points:
- It defines terms like employer, establishment, factory, mines, plantations, wages, etc. for the context of providing maternity benefits.
- It requires that no woman shall work during the six weeks immediately after delivery or miscarriage. It also prohibits employers from knowingly employing women during this period.
- It entitles women employees who have worked for at least 160 days in the last 12 months to receive maternity benefits at the average daily wage for a period of 26 weeks - 8 weeks before and 18 weeks after delivery. Exceptions are provided.
- It discusses provisions around continuing maternity benefits
maternity act ppt
The Maternity Benefit Act of 1961 regulates the employment of women in certain establishments during and after pregnancy to provide maternity benefits. Key provisions include:
- Women are entitled to 26 weeks of paid leave, including 6 weeks before and 18 weeks after delivery for up to two surviving children. Additional benefits include nursing breaks and no termination or deduction of wages during leave.
- The Act applies to establishments with 10 or more employees and those belonging to the government. To be eligible, a woman must have worked 80 days in the last 12 months.
- Benefits include payment of wages during leave, a medical bonus of Rs. 250, and additional leave for miscarriage, illness, or medical procedures like tubectomy. Employers
Maternity benefit act 1961 presentation by jac v.1 240714-
The document summarizes the Maternity Benefit Act 1961 in India. It defines key terms, outlines the types of establishments it applies to, and describes the rights and protections for women employees during pregnancy and after delivery. These include a prohibition on employment for 6 weeks before and after delivery, entitlement to paid maternity leave, and protections against dismissal during pregnancy or leave.
Maternity leaves
This document provides information about maternity, parental, and adoption leaves for employees at the University of Saskatchewan. It outlines the key entitlements and processes for taking time off and receiving pay. Federally, eligible employees are entitled to up to 52 weeks unpaid leave, including 17 weeks of maternity leave and 35 weeks of parental leave. The University provides a supplemental benefit plan to top employees' pay up to 95% for 21 weeks if they qualify and receive EI payments. The document guides employees through the steps to request leave, apply for benefits and return to work.
Maternity benefit act updated 2017
The document discusses India's Maternity Benefit Act of 1961, which regulates maternity benefits for women employees. It outlines key provisions of the original act as well as recent amendments in 2017. The amendments increased paid maternity leave from 12 to 26 weeks, introduced provisions for adopting/commissioning mothers, and allowed nursing breaks until the child is 15 months old. However, there is still no law mandating paid paternity leave for private sector employees in India, though government employees are entitled to 15 days of paternity leave. The presentation provides an overview of eligibility requirements, benefits provided under the act such as medical bonus and leave for miscarriages, and duties and penalties for non-compliant employers.
Maternity Benefit Act, 1961 with Amendments
Everything about Rules, Regulations, Guidelines, Facilities etc. under the Maternity Benefit Act along with the Amendments.
Maternity benefit act 1961
The document summarizes key aspects of the Maternity Benefit Act 1961 and Provident Fund Act 1952 in India.
The Maternity Benefit Act aims to regulate female employment around childbirth and provide benefits like 84 days of paid leave. It applies to establishments with 10 or more employees. The Provident Fund Act requires employers with 20+ staff to make contributions to employees' retirement funds at 12% of salary. It provides benefits like a pension and lump sum on retirement. Both acts require regular filings of returns and contributions to funds.
Maternity act
The Maternity Benefit Act of 1961 regulates employment of women during pregnancy and after childbirth. It aims to provide maternity benefits like maternity leave, wages, and nursing breaks to protect the dignity of motherhood. The Act applies to factories, mines, plantations, shops, and establishments with 10 or more employees across India except Jammu and Kashmir. Employers have obligations to provide maternity benefits and allow nursing breaks, and cannot fire pregnant employees on maternity leave. One case found an employer liable for pregnancy discrimination when it fired a sales manager after she announced her pregnancy.
Maternity act 1961
The document discusses the Maternity Benefit Act of 1961 which aims to provide healthy maintenance for pregnant women employees and their children. Key provisions include:
1) The Act applies to factories, mines, plantations, and other establishments employing 10 or more people.
2) Pregnant women cannot perform arduous, long hours of standing, or other work that could harm their pregnancy.
3) Women are entitled to paid maternity leave of 6 weeks before and after delivery if they have worked 80 days in the past year, as well as benefits for miscarriage, illness, or premature birth.
Paternity leave policy
This document outlines the paternity leave policy at the University. It states that employees are entitled to take one or two weeks of statutory paternity leave if they meet the eligibility requirements of having 26 weeks of service, continuing to work up until the baby's due date or birth, and being responsible for the baby's care. The first week of leave is paid at full pay and the second week is paid at the statutory rate. Employees must provide notice to HR between 15 weeks before the due date or as soon as possible of their intent to take leave, the expected week of birth, and their planned start date, which can be changed with 28 days notice.
Maternity act amendment 2017
The document summarizes key amendments made to the Maternity Act in India in 2017. It notes that the amendments increase paid maternity leave to 26 weeks from 12 weeks previously. It also provides work from home options after the 26 weeks and mandates crèche facilities for establishments with more than 50 employees. The amendments provide increased benefits to women based on the number of children they have, including 12 or 26 weeks of paid leave. They also extend the same benefits to adoptive or commissioning mothers. The document outlines cash and non-cash maternity benefits provided and some criticisms of placing the financial burden solely on employers.
THE MATERNITY BENEFIT (AMENDMENT) ACT, 2017
THE MATERNITY BENEFIT (AMENDMENT) ACT, 2017
NO. 6 OF 2017
An Act further to amend the Maternity Benefit Act, 1961.
The Maternity Benefits Act, 1961
The Maternity Benefits Act, 1961 provides maternity leave and benefits to protect the dignity of motherhood. It applies to all establishments with 10 or more employees. Eligible women receive 84 days of paid maternity leave before and after delivery. The Act prohibits dismissal of pregnant women and provides other benefits like nursing breaks and medical reimbursement. Employers must maintain proper records and may face penalties for violations of the Act. In a 2012 case, a woman successfully sued her former employer for sacking her while pregnant in contravention of the Act.
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Maternity benefit act 1961,ESI Act and workmens compensation act
Maternity benefit act 1961,ESI Act and workmens compensation act
Maternity benefit act 1961 presentation by jac v.1 240714-
Maternity benefit act 1961 presentation by jac v.1 240714-
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The document summarizes a pay system analysis conducted for a computer center/user assistance department within a large manufacturing company. It found high employee turnover, especially among data processors and customer assistants. An analysis revealed these roles were underpaid compared to market salaries. It recommends either decreasing staff numbers while increasing pay, or conducting a new local market survey to establish competitive pay and benefits to reduce turnover.
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Employee grievances can arise from any real or perceived unfairness connected to their employment, whether expressed openly or not. This document outlines types of grievances as economic, related to work environment, supervision, work groups or miscellaneous issues. It recommends methods for employers to understand grievances such as observation, established grievance procedures, opinion surveys, ensuring legal compliance, simplicity and training. A grievance procedure is proposed allowing a week for appeals starting with the manager, grievance committee, head of department and finally supervision within set timeframes.
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This document discusses grievances in the workplace. It defines grievances as employee dissatisfactions or complaints regarding issues like promotions, wages, transfers, discipline, and working conditions. Grievances arise due to malfunctions or maladjustments in the workplace. The document outlines principles and procedures for handling grievances, including establishing a grievance machinery and addressing grievances at different levels up to arbitration. It emphasizes the importance of addressing grievances to improve employee morale.
JOB EVALUATION
This document outlines the steps in developing a total compensation strategy and discusses internal alignment, which refers to pay relationships among jobs within an organization. It also covers job analysis, which involves defining jobs by their tasks and skills requirements. The results of job analysis are used to create job descriptions and for job evaluation. Job evaluation is the systematic process of determining the relative worth of jobs within an organization based on factors like skills, effort, and responsibilities. Several common job evaluation methods are discussed, including ranking, classification, factor comparison, and point methods. The point method breaks jobs into compensable factors that are scaled and weighted to determine total points for each job.
HRM: EMPLOYEE GRIEVANCE AND REDRESSAL
This document discusses employee grievances and grievance procedures. It defines an employee grievance as dissatisfaction with expectations from a company or management. Grievances can arise from poor working conditions, violation of rules/laws, or unfair treatment. Effective grievance procedures allow issues to be addressed at the lowest level first through open door policies or step-ladder procedures involving multiple levels of escalation. Key aspects of a good procedure include simplicity, time bounds, and participation of employee representatives.
Job Evaluation
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Job evaluation ppt
The document discusses job evaluation, which is defined as the process of determining the relative worth of jobs within an organization. It considers factors like responsibilities, output, decision-making authority, and skills required. The objectives of job evaluation include establishing fair wages, minimizing discrimination, and ensuring positions are ranked appropriately. Common methods include ranking, paired comparison, point-based systems, and job classification. The process involves analyzing job descriptions, selecting an evaluation plan, classifying positions, implementing the program, and maintaining it over time. Job evaluation aims to create a standardized and equitable compensation structure.
Grievance procedure -
The document outlines the grievance process, including:
1) The purpose is to allow employees and management to resolve workplace problems through open communication.
2) Steps include an oral grievance, written grievance, appeal to Employee Relations, and possible arbitration.
3) Management should investigate complaints thoroughly, treat employees fairly, and respond to grievances in a timely manner to prevent issues from escalating.
Grievances and Grievance Handling
The document discusses grievances and grievance handling procedures. It defines a grievance as a formal dispute between an employee and management regarding employment conditions. Grievances must fall under categories like compensation, working conditions, discipline, etc. The document outlines the W's of grievance handling, guidance for writing grievances, common reasons for grievances like economic factors and supervision, sources of grievances, effects on production and employees, dos and don'ts, benefits, identification techniques, common grievance redressal structures, and typical multi-step grievance procedures used in unionized organizations.
Grievance Redressal
This document provides an overview of grievance mechanisms and procedures. It defines key terms like dissatisfaction, complaints, and grievances. It discusses the features, forms, and reasons for grievances. The effects of grievances on production, employees, and managers are outlined. The document also examines the benefits of grievance handling procedures and the objectives of addressing grievances. The grievance redressal process is broken down into three stages, with details provided about how each stage is handled.
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Corporate mission
The document discusses new hires orientation at the company. The company's corporate mission is to market and support quality IT products and services that meet the needs of both corporate and individual users. The goal is to generate growth for the company in both employees and profits in order to ensure the company's well-being and stability.
Core values
This document outlines the core values of an organization: integrity, commitment, and service quality. Integrity involves being trustworthy, transparent, and consistent in actions whether others see them or not. Commitment refers to dedication and loyalty to one's job, customers, team, and organization. Service quality means doing things right the first time all the time to exceed customer expectations.
Business corporate attire
This document outlines appropriate office attire for men and women. For men, non-ICS commercial t-shirts, shirts without collars, shoes without socks, and sleeveless shirts are not appropriate. For women, slippers, backless dresses, shorts, miniskirts, cut-off pants are not appropriate. Denim, jeans, and rubber shoes are only allowed on Fridays. The guidelines are intended to project a professional image and serve as a dress code, with clothing provided by ICS upon permanency.
Work attendance
Employees must record their time in and out daily using the WISE system. Any missing time entries will be considered leave without pay after a 2 day grace period. Various policies regarding breaks, absences, overtime, and special leaves are outlined. Tardiness of more than 3 hours or undertime of more than 3 hours will be considered half day leave without pay unless filed as paid leave. Overtime requires prior approval and will deduct meal breaks after 7 hours of OT.
Training and certification policy
This document outlines ICS's policy regarding training agreements for employees. It states that ICS will provide training and certification exams to improve employee skills and productivity. Employees must sign bond agreements to ensure they remain at ICS for a certain period of time after training. The length of the bond period depends on the total training costs, ranging from 3 months for low-cost training up to 3 years for high-cost training. The policy provides examples and guidelines for calculating bond periods for successive or overlapping training programs.
Separation
This document outlines policies regarding employee resignation and termination at ICS. It discusses requirements for resignation such as submitting a written letter addressed to HR at least 30 days in advance. It also notes ICS holds a non-compete clause preventing employees from joining competitors for 6 months. The procedures for resignation include exit interviews and returning ID/HMO cards. Upon clearance, final pay is issued within 3-4 weeks net of any deductions. Termination can occur due to contract expiration, performance issues, or policy violations.
Do's and Dont's
Maintain proper office decorum by keeping quiet work hours, being punctual, and maintaining cleanliness and hygiene. Inform supervisors of any personal changes and handle equipment carefully. Strictly follow all company rules and regulations, keep information confidential, and contribute to good relations with colleagues and clients. Avoid using screensavers, language, or personal items inappropriate for work, as well as misusing company time or resources for personal gain.
Ojt Allowance
This document outlines payroll information for employees, including a daily pay amount of P250 and cut-off periods of the 15th and end of each month, with funds deposited to cash cards the day after. It also lists documents needed for employment, such as an NBI clearance, SSS number, birth certificate, and transcript of records.
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
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6:个人职称评审加20分
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https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
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This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
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2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Webinar - How to Craft a Winning Compensation Strategy
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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Salary admin
- 2. 13th of the Month Cut-off Period: 23rd of previous month up to 6th of current month 28th of the Month Cut-off Period: 7th to 22nd of the month Note: All gov’t mandated deductions are deducted on the 2nd pay period ( ie. SSS, Pag-IBIG and PhilHealth premiums and Tax ). For PhilHealth: Availment of the benefits will commence after 9 months of CONSECUTIVE* contribution. * May include contributions from former employer.
- 3. credited on the morning of the scheduled pay date. on a Saturday, Sunday, Monday or a non- working day - credited on the morning after the last working day of the bank.