If you change your RCSLT membership to non-practising whilst you are on maternity leave you will not be required to complete CPD. If you retain practising membership please refer to chapter 11 of the CPD Toolkit for more information. If someone is on extended leave and has registered for the online diary they can record the period of extended leave in the Special Circumstances section of the diary. They should also let the RCSLT membership department know that they are not practising.

Employees on maternity leave retain their entitlement to statutory annual leave throughout ordinary and additional maternity leave. If the employee is also entitled to contractual annual leave she will continue to accrue this additional, contractual entitlement during Ordinary Maternity Leave. Statutory annual leave cannot be taken at the same time as maternity leave.

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.

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.

You should be registered and familiar with the online diary. However you are not expected to be using it regularly until you have completed your NQT competency framework. In your first year of practice, they should be using the 'Speech & Language Therapy Competency Framework to Guide Transition to Full RCSLT Membership' to support your learning and development. In addition, you are not required to comply with the new CPD standards for the first year.

Yes. Pregnancy disability leave or maternity leave for the birth of a child would be considered qualifying FMLA leave for a serious health condition and may be counted in the 12 weeks of leave so long as the employer properly notifies the employee in writing of the designation. In most situations, the employer cannot count leave as FMLA leave retroactively. Remember, the employee must be notified in writing that an absence is being designated as FMLA leave.

Bring a "Certification of Physician or Practitioner" form to your provider for completion, and then return it to Human Resources (you can get the form from HR or on the HR website at: www.unh.edu/hr/pubs-frm.htm). Also, complete a “Request for Leave” form and after your supervisor has approved the leave, submit it to UNH Human Resources.

Don't do it, if you can possibly avoid it. Unless you are closing down a whole site, or a whole section, you may find it difficult to rebut the suspicion that you have selected this employee for redundancy because she is pregnant, which could leave you open to penalties for unfair dismissal and sex discrimination. additional maternity leave, you must consider whether it is reasonably practicable to continue to employ her in her existing job.

Yes, you must complete a Request for Leave Form and provide your supervisor with documentation from your attending physician. Your supervisor will attach this information to a Change of Status Form and route it for approval.

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.

The American Board of Internal Medicine allows no more than 4 weeks of absence from a residency program each year for any reason to maintain eligibility. Additional time missed requires extending the resident's time in the program.

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.

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.