...Thank you for advising of your pregnancy and the date your baby is due. This letter outlines key dates and important details relating to your maternity leave and pay. Full details and guidance are provided in the enclosed maternity policy. Maternity Leave You are entitled to 52 weeks of maternity leave, which comprises 26 weeks of Ordinary Maternity Leave (OML) and a further 26 weeks of Additional Maternity Leave (AML). AML will commence immediately after the end of OML. We note that you intend to commence your maternity leave with effect from 05 May 2013. If you subsequently wish to change this date, you must notify me by no later than 28 days before your intended revised start date or 28 days before 05 May 2013, whichever is sooner, or as soon as it is reasonably practicable for you to do so. Given the date you have chosen to start your maternity leave, your OML will end on 03 November 2013 and the latest date you may return to work is 03 February 2014, the day after your AML ends. We note that you currently intend to return to work on 03 March 2014, following a period of annual leave commencing immediately after AML. If you wish to return to work before this date, you must give us at least eight weeks' notice in advance of the date that your AML is due to end. Maternity Pay From the date on which you commence your maternity leave, you are entitled to (SMP) for a period of 39 weeks. The first 6 weeks of SMP is payable at 90% of your basic salary and thereafter at the...
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...the importance of maternity leave in the workplace. This type of source is a published report from a creditable author that is affiliated with Columbia University, it’s a published brief that has full backing by the NCCP.It support my position on the topic because it gives different facts and statistics that I can use in my paper. This source isn’t up to date but the information is less than 3 years old so it Is still creditable. What will I take away with this source for my paper? I will take away different policies and protocols that are instituted in the United States and other countries regarding my topic on maternity leave. Baby Center. (2011, December). Retrieved October 20, 2013, from Paternity leave: What are the options for dads?: http://www.babycenter.com/0_paternity-leave-what-are-the-options-for-dads_8258.bc Paternity leave: What are the options for dads? Give different statics and information that can be correlated with the relevance of the topic that I’m writing about. This source is an internet based website that moms use to gain information on different topics related to pregnancy, parenting, and help. Yes this is a very creditable source that many women turn to on a daily basis .This website supports my topic and helps you gain more information on maternity leave for men This source’s information is up to date its less than two years old. What will I take away with this source for my paper? That its common want for men to get maternity leave .Also that there...
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...editions of their families. Companies in the past 34 years have been required to grant new mothers time off, under the Pregnancy Discrimination Act, to recover from the stressful time of being pregnant, going through the process of giving birth, and of course, to take care of their newborn baby. Also, the Family Medical Leave Act of 1993 touches base on the fact that pregnant women are to be given time off – 12 weeks at least – of unpaid leave. The Pregnancy Discrimination Act of 1978, gives pregnant women the same rights as others with "medical conditions". This law applies to companies employing 15 or more people. It says: • Your employer cannot fire you because you are pregnant. • Your employer cannot force you to take mandatory maternity leave. • You must be granted the same health, disability, and sickness-leave benefits as any other employee who has a medical condition. • You must be given modified tasks; alternate assignments, disability leave, or leave without pay (depending on company policy). • You are allowed to work as long as you can perform your job. • You are guaranteed job security during your leave. • During your leave, you continue to accrue seniority and remain eligible for pay increases and benefits. The Family and Medical Leave Act of 1993 applies to companies that employ 50 or more people within a 75-mile radius of the workplace. It states that if an employee has been employed for at least one year by the company he or she now works for, and works...
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...Effects for Obesity Rondaski Burley Introduction to Sociology Professor Ricardo Toye June 6, 2015 Introduction. Obesity, once thought to be a little more than an unfortunate failure of will and self restraint, has much deeper and more complex roots. Genes clearly plays a role in driving an individual’s propensity to gain excess weight, as does environment. Early-life influences, beginning with the intrauterine environment and continuing through the first few years of life, also shape the trajectory of weight gain and body fat thoughtout the life course. Describe the effect that obesity in a childhood has had on you personally. We have all heard the stories about the happy fat person, right? Being obese comes with emotional downfalls as a kid as well as an adult. For overweight children as well as their parents, living with excess pounds can be heartbreaking. In its own way, the social stigma attached to being overweight can be as damping to a child as the physical dieases and conditions that often accompany obesity. You can probably see it in the eyes and hear it in the words of you own children. In a society that puts a premium on thinness, studies show that children as young as 6 years may associate negative sterotypes with exess weight and believe that a heavy child is simply less likiable. A contributing factor of obesesi ny years ago protestors took to the streets to ensure that women can have career opportunities equal to...
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...Gifts & Gratuities 6 2. EQUAL EMPLOYMENT OPPORTUNITY 7 3. SEXUAL HARASSMENT 8 4. BUSINESS EXPENSES 11 5. INDUCTION 12 6. HEALTH, SAFETY & ENVIRONMENT 13 6.1 Smoking 13 6.2 Alcohol, Drugs (& Other Substance Abuse) 14 6.3 Manual Handling 14 6.4 Workers’ Compensation 15 6.5 Total & Permanent Disability 15 7. PERFORMANCE MANAGEMENT SYSTEM 16 7.1 Introduction 16 7.2 Performance Management Philosophy 16 7.3 Position Descriptions 16 7.4 Probationary Period Reviews 17 7.5 Performance Appraisals 18 7.6 Professional & Personal Development 19 7.7 Superannuation 20 8. LEAVE POLICY: 21 8.1 Annual Leave 21 8.2 Personal Leave 21 8.3 Compassionate/Bereavement Leave 22 8.4 Long Service Leave 22 8.5 Maternity Leave 22 8.6 Paternity Leave 23 8.7 Adoption Leave 24 8.8 Study Leave 24 8.9 Time in Lieu 25 8.10 Leave Without Pay 25 8.11 Blood Donor Leave 25 8.12 Jury Duty 25 8.13 Emergency Services Leave 26 9. TRAVEL & ACCOMMODATION 27 9.1 Air Travel 27 9.2 Accommodation 28 9.3 Travel Other Than By Air 28 9.4 Motor Vehicle Rental 28 9.5 Taxi Fares 29 9.6 Parking Charges 29 9.7 Work Events 29 10. EMPLOYEE RELATIONS 30 10.1 Discipline 30 10.2 Disciplinary Appeal 33 10.3 Grievance 33 11. POST TRAUMA COUNSELLING 35 12. INTELLECTUAL PROPERTY AND SECURITY 37 13. CONFLICT OF INTEREST 38 14. PRIVACY 39 Insert some information on your company including: ▌ history: when did your business start...
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...Supporting Good Practice in Managing Employment Relations Assignment and Content Activity Investigate resources and write a guidance leaflet which covers key points of the areas detailed below. The impact of employment law at the start of the employment relationship including: * 2 Internal and 2 external factors which can impact on the employment relationship * 3 different types of employment status and 3 reasons why it is important to clarify/determine an individual’s employment status Employee rights during the employee relationship including: * The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working * Family/parent related legal support, including maternity leave, paternity leave, adoption leave and dependents leave * 2 reasons why employees should be treated fairly in relation to pay * The main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation * The concept of the ‘psychological contract’ and examples of policies and procedures which can underpin this Issues to be addressed at the termination of the employment relationship including: * The difference between fair and unfair dismissal * The importance of exit interviews to both parties * The key stages to be followed in managing redundancies and the impact of redundancy on the whole organisation The impact of employment law at the start of...
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...Does a Paid Parental Leave Policy Create an Organizational Culture that Contributes to the Advancement of Women in Government? April 23, 2015 Jessica Butherus, Amber Chaudhry, LeBrit Nickerson, Caty Rogers & Marcia Straut I. Introduction The 1993 Family and Medical Leave Act (FMLA) was a vital step toward improving workers’ access to leave, in order to help care for new children or ill family members. Unfortunately, the law does not require employees to be paid and does not cover organizations with less than 50 workers. Therefore, many workers still do not have access to leave, and those that do often find it financially difficult to take advantage of the benefits (Gault, Hartmann, Hegewisch, Millie, and Reichlin, p.4). With no legal requirements, only 11% of employees working in the private sector and only 16% of government employees have access to paid leave (Rosen). Discussion of paid parental leave has recently made it back in the spotlight. This January, President Barack Obama signed a presidential memorandum directing agencies to allow federal employees to take up to six weeks of advanced sick leave to care for a new child or ill family member (Mufson and Eilperin). City governments, including Boston and Seattle, recently announced paid parental leave policies of their own (O’Brien, Capitol Hills Time Staff). As aspiring female leaders in the federal government, we chose to explore: Does a Paid Parental Leave Policy Create an Organizational Culture that...
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...Supporting Good Practice in Managing Employment Relations 3MER 1.1 2 internal factors which impact on the employment relationship Pay - It is well known that pay helps to motivate and even retain staff in most cases, but nowadays it is not just the financial rewards that employees are seeking, its possibility of career enhancement and training opportunities. If employees know that they are being appreciated and groomed for greater things then this could have a positive impact on employee and employer relations. Organisational culture – A company’s organisational culture can have a huge impact on employment relations. Some companies may be very strict about work timings; so if an employee were to leave work 10 minutes before they are supposed to, some managers may discipline them for it. Other companies are more relaxed in this approach as they may let employees start work a little late, or early with no threat of a disciplinary. So employee relations could be affected in a positive or negative manner depending on the type of culture that a company adopts. 2 external factors which impact on the employment relationship Technological changes – The advent of new and improved software’s and technologies may impact employment relationship. Employees may feel that their company is not keeping up to date with new technologies and software’s that are constantly being released in order to make peoples jobs easier. Therefore the employee may feel that...
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...CIPD – 3MER – Supporting Good Practice in Managing Employment Relations. It is important when employing someone new to create a good working relationship from the beginning there are both internal and external factors that can impact and effect employment relationships. An internal factor could be a good benefits and incentives package if it is a desirable package it may create a hardworking staff force from the beginning of the employment, for example an enhanced maternity package could see you hold onto valued members of staff. The management style and employee progression are also internal factors if the company has a positive management style that enables them to build good relationships with the employees and they then recognise people who strive to better themselves and move up within the company will retain staff and create a happy and motivated team especially if they have been recruited after recent redundancies. There are many external factors that can impact on the employment relationship for example the national minimum wage vs the national living wage as an organisation you may decide that paying the national living wage might create a better staff force and attract more talent. Another external factor could be trade unions this could put a strain on the employer/employee relationship if they are not managed properly. STEEPLE is a strategic planning tool that takes into account external factors. Steeple is an acronym for Social, Technological, Environmental, Economical...
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...TASK 1 An employer’s obligations to his employee regarding pay are that an employer must administer pay, deduct taxes and pay benefits to their employees, employers must administer PAYE, National Insurance (Class 1 and 1a), Statutory Sick Pay (SSP), Statutory Maternity Pay (SMP), Statutory Paternity Pay and student loan deductions. An employer must provide employees with an itemised pay statement and pay employees with an itemised pay statement and pay employees in full at an agreed time. Employers must provide paid holidays for all workers, and pay men and women equally for equal work. Should a situation arise where an employer can not provide work they must pay ‘guarantee payments’. An employer must provide paid paternity and paid maternity leave to qualifying employees. An employer must pay employees at least the minimum wage prescribed by law. TASK 2 An employer can employ a 15 year old youth but only for certain hours and jobs. A 15 year old can not be employed in places such as a factory or industrial site. There are local bylaws which list the jobs that children can not do. These bylaws may also have other restrictions relating to working hours and conditions or require an employment permit. As an adolescent a 15 year old employee is entitled to two days rest each week and 12 hours rest in any 24 hours hour period. They must not work during school, before 7am or after 7pm, and are entitled to a break of at least 1 hour after working 4 hours. During term time a 15...
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...Supporting Good Practice in Managing Employment Relations Assignment and Content Activity Investigate resources and write a guidance leaflet which covers key points of the areas detailed below. The impact of employment law at the start of the employment relationship including: * 2 Internal and 2 external factors which can impact on the employment relationship * 3 different types of employment status and 3 reasons why it is important to clarify/determine an individual’s employment status Employee rights during the employee relationship including: * The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working * Family/parent related legal support, including maternity leave, paternity leave, adoption leave and dependents leave * 2 reasons why employees should be treated fairly in relation to pay * The main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation * The concept of the ‘psychological contract’ and examples of policies and procedures which can underpin this Issues to be addressed at the termination of the employment relationship including: * The difference between fair and unfair dismissal * The importance of exit interviews to both parties * The key stages to be followed in managing redundancies and the impact of redundancy on the whole organisation The impact of employment law at the start of the...
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...1. There are several factors that can have an impact on the relationship between employees and employers; these are identified as internal and external factors. Internal factors; • Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression. • Organisation culture has a large impact on the relationship, if an organisation has a certain culture that is generally expected from employees. For example, employees are expected to work more than their contracted hours however should the employee require time off for dental or doctor appointment, the flexibility is there from the employer to enable employees to attend such appointment without any salary deduction. External factors; • Technology can have huge impact on employment relationship. New and improved technology within a production organisation, for example, may lead to redundancies as the manual work from employees may no longer be required. This will have an impact on those employees who still remain employed, they could feel demotivated and be left wondering if they would be next to be made redundant. • Pay and rewards are also an external factor as well as internal. Employees could be offered a better salary for a similar role therefore demands a higher...
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...Case 9.5: Swedish Daddies Heslin Cyrus Strayer University Dr. Jean-Francois Orsini February 28, 2015 The balance that I currently seek between career and family life is very little these days. There was a time in my life when there was a struggle between the two, but now my children are young adults, one is on his own and the other now in her second year of college. This does not mean that they are not as important as they were when they were younger, but only that they are more self-sufficient and I am not needed as much. We all have to turn let the “apron string” go at some point in their lives so that they may experience life on their own. Looking back over the years, there were times when I desperately wanted to attend several football games that my son participated in, but was unable to because of my pursuit of a higher level position in the company. Then there were all the cheerleader competitions across the state that I missed because of career status. As work would have it, choices had to be made when it came to sitting in the stands cheering on my kids, or climbing the corporate ladder to success so that I could have the time needed to spend with them. Well, time rolled by and I continued to climb at the expense of the needs of my children. We survived. In my current position I am faced with making those pivotal decisions for those under me and I must admit, the task is somewhat difficult, however I must consider the “needs of the business” and not the personal...
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...Employee exit procedure This procedure applies to all employees leaving the OFT on a permanent basis apart from those who have been dismissed after disciplinary action and agency staff (temps). Any queries about the exit procedure should be addressed to the HRSC. If you are employed on a short term appointment lasting for six months or less, are going on loan to another government department, or going on maternity leave or another period of special leave, you will not normally be expected to attend an exit interview, although you should complete the other forms associated with leaving with your staff manager 1 .This will enable HR to process the arrangements for your departure as effectively as possible. See also policies on maternity leave, paternity leave, adoption leave, career break and special leave. Notification of intention to leave or resign If you wish to leave the OFT, whether permanently or otherwise, you must provide written notice to your staff manager. This is not intended to replace any initial verbal notification, but it is required to confirm the decision. If you are resigning from your employment you must give at least the amount of contractual notice required by your contract of employment (one month for staff up to and including SEO, three months for staff at Grade 7 and above). There is, of course, no obligation for you to state the reasons for your resignation, although it may be in your own interests, and those of the OFT, for you to do to so. Your staff...
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...replace the current maternity leave and pay regime. Similar rights apply to adoptions. The intended parents in a surrogacy arrangement are also entitled to take advantage of shared parental leave. These rights also apply to partnerships of the same sex, so references in this factsheet to fathers should be taken as including women in same-sex partnerships. This introductory factsheet relates to the shared parental leave regime which applies to England, Wales and Scotland only. The right to shared parental leave only applies to employees who fulfil the relevant eligibility criteria which are explained below. The new right allows the mother to choose to bring her maternity leave to an end at any point after the initial two week compulsory maternity leave period following the birth of the child. The parents can then choose how to split up the remaining weeks of leave between them. Shared parental leave can be taken by each parent separately or at the same time. Shared parental leave will apply to parents of children due on or after 5 April 2015 and has been brought into effect by various sets of legislation. The Children and Families Act 2014 came into force on 13 March 2014 and makes the legislative changes necessary for implementing shared parental leave and allows the Secretary of State to make regulations setting out the detail of the new system. The Shared Parental Leave Regulations 2014 set out: * the right to take shared parental leave once maternity leave has been brought...
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