What Protection Is Provided F Essay Research — страница 2

  • Просмотров 240
  • Скачиваний 5
  • Размер файла 16
    Кб

their tax deductions too. There are no set times for them to choose how long before the birth that they should leave and how soon they should return to work. They can choose to stop work before the birth and decide to return to work, these are decided by themselves. They can consult with their family and health advisers. Basically, there is no minimum period of maternity leave. If the job will risk the health to the pregnant women or to the unborn child, they can approach to their manager to arrange safer alternative duties. It may be as simple as providing a suitable chair and short rest breaks, or may include a change in duties or changes in when and where work is done. If they are being transferred to other duties, they have right to check that the salary is still the same as

their current pay, the duties and responsibilities are at a similar level or not. If they are not satisfied, they can obtain advice from EEO (Equal Employment Opportunity) unit or spokeswoman and then approach to their manager. Downgrading of their position on the basis of their pregnancy can constitute illegal discrimination. While they are on maternity leave, their superannuation may still available, but there may have some deferral or reduction in some of the current schemes. To avoid this, they should ask for the details. In addition, pregnant women can return back to their usual job after maternity leave. Refer to The NSW Industrial Relations Act 1996 says that on completion of maternity leave they have the right to return to the position that they held prior to maternity

leave. If they work as part -time during maternity leave, the job should be the same or as nearly as possible comparable to the job they held prior to taking maternity leave. If their position is deleted in a restructure while they are on leave, then they should be transferred to a position at the same classification and grade and as nearly as possible comparable to their job prior to maternity leave. Where practicable, this should be in the same location, to conform to the intent of the law. They actually can return to the position before taking all available maternity leave or later, but they should give four weeks notice or less if their employee agrees so that they can return to their full-time or part-time job. Besides maternity leave, a permanent or temporary public sectors

employee who becomes a parent and is not entitled to maternity leave can take one week’s unpaid parental leave from the birth date of the child. With employer approval, the employee may take up to a further 51 weeks of unpaid full-time or part-time leave, or a combination of both. Entitlements for rights of return to former position lose of right of return and abolition of former position for employees who take parental leave are identical to those for maternity leave. On the other hand, pregnancy women can get the benefits from employer. In an all-female workforce or job classification, benefits must be provided for pregnancy related conditions if benefits are provided for other medical conditions. If an employer provides any benefits to workers on leave, the employer must

provide the same benefits for those on leave for pregnancy related conditions. Employees with pregnancy related disabilities must be treated the same as other temporarily disabled employees for accrual and crediting of seniority, vacation calculation, pay increases and temporary disability benefits. Any health insurance provided by an employer must cover expenses for pregnancy related conditions on the same basis as costs for other medical conditions. Health insurance for expenses arising from abortion is not required, except where the life of the mother is endangered. Pregnancy related expenses should be reimbursed exactly as those incurred for other medical conditions, whether payment is on a fixed basis or a percentage of reasonable and customary charge bases. The amounts

payable by the insurance provider can be limited only to the same extent as costs for other conditions. But no additional, increased or larger deductible can be imposed. From the article that I found, it shows that the Federal Attorney-General asked Human Right and Equal Opportunity Commission (HREOC) to conduct a national inquiry into pregnancy and potential pregnancy discrimination in the workplace. HREOC was published a report Pregnancy and Work Inquiry Report. This report have a recommendation that is the need for clear practical guidelines, education and increased awareness of issues relating to pregnancy and potential pregnancy. In this report, it found that many pregnancy discrimination cases didn t reported, it may because of the perception that to raise concern of this