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in KSA it's clear 4 week before operation and 6 week after operation
and in wife death for non muslim 15 days for ,muslim 3 month+10 days
Give the executive regulations of the Civil Service Law private Bahraini women working characteristics in terms of their own vacations, and that taking into account the health of the circumstances and the responsibility of motherhood and caring for her children and her family.Has been awarded the employee regulations that give birth on full salary inclusive of all allowances for a period of sixty days vacation begins to run from the first day of the situation blogger on the birth certificate, as worthy of the employee when she returns to work after maternity leave, my hour care per day salary to breastfeed her child until he reaches the age of two years, the to provide the employee to the employer of medical certificates proving its sponsorship and breastfeed her baby.
Thanks for invitation, bu as far as I know, it is already been governed by the "Local Laws", world wide, and it has to be applied by any organization despite it is public or private sector organization.
According to the laws and regulations of each country
In my example
Given employee leave 40 days from the date of birth
the state labor law conditions should be implemented by the HRD manager
The general rule is that pregnancy must be treated in the same manner that the employer treats other temporary physical disabilities. Therefore, if the employer continues to pay other temporarily disabled employees, it must pay pregnant women. If the employer requires use of vacation and/or sick leave for temporary disabilities, then it may require the same for pregnancy.
An employee cannot be laid off or fired while pregnant or on leave for reasons related to her temporary disability. However, an employee while pregnant or on maternity leave is not immune from a general and legitimate lay off of employees for performance requirements.
If an employer provides health insurance coverage for temporary disabilities, coverage must include pregnancy, childbirth and related medical conditions. If the particular policy purchased by the employer excludes pregnancy, the employer will be considered to be self-insured regarding pregnancy and thus be responsible for all pregnancy-related costs equal to costs covered by the policy for other temporary physical disabilities.
The Maternity Protection Convention, (No.) extends the scope of overage to all employed women, no matter what occupation or type of undertaking (including women employed in atypical forms of dependent work). This convention offers the framework which can be used to spear-head positive action in addressing maternal health, economic security, and gender equality. The mother’s right to a period of rest when a child is born is the core element of maternity protection, together with adequate means of supporting herself and her family and a guarantee of being able to resume work after the leave. The purpose of maternity leave is to safeguard the health of a woman and that of her child during the perinatal period, in view of the particular physiological demands associated with pregnancy and childbirth. Maternity Protection Convention (No.3) and (No.) stipulate a week leave period, while Maternity Protection Convention, (No.) provides for a leave of at least weeks, with extension to weeks encouraged by the accompanying Recommendation (No.). Globally, per cent of countries provide for at least weeks of maternity leave, and per cent provide for weeks or more.
Best practices to avoid pregnancy-related discrimination
Typically, there are four phases of employment where you can identify and prevent pregnancy-related discrimination.
During job selection and/or job promotion
•When advertising job opportunities, do not exclude women who are pregnant or who are of assumed childbearing age.
•When interviewing, do not ask candidates about plans to have children, use of birth control, or pregnancy. You can ask if the candidate can work the required hours.
•Do not deny hiring, training or promotional opportunities because of pregnancy,or the intention to take maternity leave.
During pregnancy
•Do not unreasonably withhold leave to attend pregnancy-related appointments.This may be leave with or without pay, depending on your workplace.
•Do not deny sick leave to pregnant employees when they are ill.
•Do not force employees to take maternity or pregnancy-related leave.
•Do not terminate employment contracts or term employment early because of pregnancy, or an employee’s intention to take pregnancy-related leave.
•When restructuring or downsizing, assess all positions in the same manner.
During maternity leave or pregnancy-related absence(s)
•Ensure that employees on maternity or pregnancy-related leave are still eligible for benefits that are available to employees. Employees responsible for a portion of the cost of benefits during employment, continue to be responsible for that portion while on maternity or pregnancy-related leave.
•Make employees on maternity or pregnancy-related leave aware of job opportunities that become available and allow them to apply.
•Allow employees on maternity or pregnancy-related leave to continue to accrue seniority and years of service.
•Inform employees on maternity or pregnancy-related leave of any changes to their job, and provide them the opportunity to participate in any related discussions or consultations.
During an employee’s return to work after pregnancy-related
or maternity leave
•Allow employees to return to the same job, or a similar job if their original job no longer exists.
•Give employees any wage increases that came into effect while they were on maternity or pregnancy-related leave.
•Provide accommodation for employees who breastfeed or express/pump breast milk.
Accommodation solutions
Managers and supervisors should seek out creative and flexible responses to
individual pregnancy-related needs. Temporary solutions can include the following:
• flex-time
• changing or sharing shifts
• light duties
• job-sharing or task-sharing arrangements
• safer duties
• modified uniforms
• a different job
• extra washroom breaks as needed
• no shift work
• time off for pregnancy-related medical appointments
• no overtime
• preferred parking
• leave or a leave extension
• flexible start time to deal with morning sickness or breastfeeding schedules
• part-time work
• alternate work arrangements
• allowing work visits of a newborn to breastfeed
• longer or extra breaks and a private place to breastfeed or express milk
I fully agree with the experts submissions regarding this issue.
Thanx for the invitation
The Laws of the country, must be followed, and HR Managers everywhere are obligated to obey the law concerning these matters.
If the law is not followed, then it places the company at risk to legal fines, loss of reputation and criminal charges not limited to the HR Manager.
