Yes, if the employee is covered by FMLA (Family Medical Leave Act). Also, if you keep positions open for other temporary medical problems, you must do the same for pregnancy. Otherwise it can be considered as treating an employee who is pregnant differently based on her sex.

N.I. contributions can affect your Statutory Maternity Pay (SMP). SMP is based on the taxable salary, therefore it is advisable not to take childcare vouchers for this period.

No. Notice of Redundancy (included in RP50) cannot issue when a person is on Maternity Leave or indeed on Additional Maternity Leave. The Equality Authority are the experts on this and callers can be referred to them at (01) 4173333. (Lo Call – 1890 24 55 45). From the 1st March 2007 the first 26 weeks of maternity leave are fully reckonable for redundancy calculation purposes (up from 22 weeks since the 1st of March 2006).

A pregnant employee can start ordinary maternity leave any time after the beginning of the 11th week before the week in which the baby is due.

The NIH allows you to receive the same benefits as anyone employed by your institution. If your local policy is to allow 6 weeks of paid maternity leave, then you may draw salary from your K award during that 6 week period. If you wish to take more time off, then we can allow you to take an unpaid leave of absence if your institution and mentor will concur, and your project will still be viable after the break.

She will be entitled to 26 weeks' ordinary maternity leave, irrespective of her length of service, provided that she gives you proper notice. In most cases , employees will also be entitled to maternity pay (see question 5) or maternity allowance (see question 21) during this period.

A female employee in Ontario is entitled to 17 weeks unpaid maternity leave if she has been employed at least 13 weeks immediately preceding the estimated delivery date (laws vary in other provinces).

If you have to make any payments to the employee (if Statutory Sick Pay or Statutory Maternity Pay are due, for example, even if there are no earnings), you will also be expected to pay the tax credit due for that pay period. In a pay period in which no payroll payments are due, you may either create a pay packet for the employee in order to pay the tax credit or complete a Certificate of Payments and pass two copies to the employee.

It's a good idea to freeze a supply of breastmilk. However, leave your pump in the box until your baby is at least 3-4 weeks old, when your baby should start being introduced to a bottle. Make sure you feel comfortable using your pump before you go back to work. Don't feel like you should pump every day during your maternity leave. You can build up a good supply of milk to freeze by pumping in the morning, when you typically make the most milk.

This depends on several factors, including your general health, your age, the type of work you do, the stress level at work, your experience with past pregnancies, if any, and of course, the overall status of your pregnancy. Your doctor will take all of these, and other, factors into consideration and will discuss them with you to help you make the best decision for you and your baby. Expecting a child is also a life-changing experience for first-time dads, too.

Typical medical reasons for early leave are those things that put your pregnancy at risk. Placenta problems, twin pregnancy, blood pressure problems, heart problems, preterm labor and premature rupture of membranes are examples of medical problems requiring early leave.

Details on both of the above schemes are available from your Area Personnel Officer, or you can look at the policies section.

If you receive pay or Statutory Maternity Pay (SMP) then that period of maternity leave will be classed as pensionable employment. Where you do not receive any pay or SMP that period will not be counted as pensionable.

You enter "0" hours in OTM. Communication between the Timekeeper and the HRMS Specialist is essential, since the Specialist enters the Leave without Pay (LWOP) status on the employee's record and the timekeeper enters the time. If an employee is put on LWOP in the middle of the pay period, the timekeeper needs to enter "0" hours for the part of the pay period that the employee was on leave.

Employees are entitled to 12 weeks within any one-year period, with an additional 12 weeks available to a woman for an illness, injury or condition related to pregnancy or childbirth. Parents who have taken 12 weeks of family leave to care for a newborn are also entitled to take up to 12 weeks leave to care for a sick child requiring home care.

The Workers' Compensation Act is silent regarding this issue. Accordingly, there is nothing in the Workers' Compensation Act that would prevent your employer from firing you suffer a work injury. If your employment is terminated because you filed a Workers' compensation claim, you may have the right to pursue a wrongful discharge lawsuit. If you are a union member, your collective bargaining unit may contain provisions that strictly limit your employer's right to terminate you.

You can start your leave up to 11 weeks before your baby is due or you can work right up to due date if you wish. Your employer can only 'trigger' your leave if you are off sick with a pregnancy-related illness in the last four weeks of your pregnancy.