Maternity Protection. H.1.6.1 The Employer is committed to protecting the health and wellbeing of its Employees with child care responsibilities and in particular women with breastfeeding infants. This includes the right to periods of time to attend to breastfeeding.
H.1.6.2 This includes:
H.1.6.2.1 Reasonable breastfeeding breaks which will be in addition to normal working breaks, counted as working time and remunerated accordingly. These may be for breastfeeding an infant that is brought to the workplace or an appropriate location for the expressing of milk.
H.1.6.2.2 Where reasonably practicable, a private room or space for breastfeeding and / or expressing of milk, and adequate facilities for the storage of milk will be provided.
Maternity Protection. (Please tick if applicable) If the Worker becomes pregnant, the Parties agree that: Employers are generally required to register their Workers and contribute to the Workmen Compensation Fund. Since domestic workers are excluded from this protection, it is strongly advised that the Employer should be responsible for covering medical expenses for illness or injury arising from work. Absence from work due to illness with reasonable limits is not a reason for termination. Thai nationals are able to register for social security beneffits under section 40 of the Social Security Act. Employers should pay the monthly fee (100-150 baht) to beneffits for the Worker. More information is available on the Social Security Offfice website. Migrant workers are required to register under the MHIS scheme, which includes an annual health check-up and medical insurance. The Employer should pay the annual fee (2,100 baht). Workers are generally entitled to 90 days maternity leave. Wages during this period are usually paid by the Employer (up to 45 days) and the Social Security Offfice (remaining 45 days).
Maternity Protection. 1. Risk evaluation, as provided for in Law 30/1995 on the prevention of occupational risks, shall include, for employees who are pregnant or who have recently given birth, determination of the nature, degree and duration of exposure to agents, procedures or conditions that may adversely affect the health of the mother or foetus in activities that are likely to pose a specific risk. If the evaluation results point to a health and safety risk or a possible impact on pregnant or breastfeeding employees, the company shall adopt the necessary measures to prevent exposure to this risk by adapting the work conditions or hours of the affected employee. These measures will include, if necessary, the exclusion of night work or shift work.
2. Such employees shall be transferred to a different job or function compatible with their status when work conditions or hours cannot be adapted or when, despite adaptation, workplace conditions continue to negatively affect the health of the mother or foetus, as attested by the medical services of the relevant authorities on the basis of a national health service report from the physician attending the employee. The company shall draw up, after consultation with employee representatives, a list of risk-free jobs for the above purposes. The change in location or function will be carried out in accordance with the rules and criteria applying to functional mobility cases and shall continue until such time as their health allows the employee to be reinstated in their previous post. If, applying the rules mentioned above, no suitable post or function is available, the employee may be assigned to a post not corresponding to their group, subgroup or grade, but shall retain the right to the pay package corresponding to their former post.
3. If a transfer of post would not be technically or otherwise possible or cannot reasonably be required for justified reasons, the employee concerned may have their contract declared in suspension due to pregnancy risk, in accordance with Article 45.1 d) of the Workers’ Statute, for the time necessary to ensure their safety and protect their health and for as long as they are unable to return to their previous post or to another suitable post.
4. The provisions of points 1 and 2 of this article shall apply also to breastfeeding employees, if work conditions might adversely affect their health or the health of their child, as attested by the social security doctor attending the employee. In order to ens...
Maternity Protection. 9.1. The Company undertakes not to expose pregnant workers to tasks that may somehow affect their condition, and access to switch the WORKER from the type of work that may be harmful to her health or for the baby, all of which must be endorsed by a medical specialist in the area.
9.2. If after delivery, the WORKER has a disease, duly certified by a doctor, that prevents her from returning to their jobs once the postnatal rest period provided in Article 236 of the Labor Code, the Company agrees to grant the medical leave prescribed by the doctor. In this case, the female employee shall file the medical certificate and the Medical Illness Report issued by the Superintendence of Health. Both documents shall be completed, signed and sealed by the doctor, with the purpose that the Company initiates the procedure of medical illness subsidy in the corresponding salary proportion. Company agrees to comply with Article 240 of the Labor Code with respect to breast feeding.
9.3. With the aim of contributing with workers to solving their financial needs during childbirth and subsequent birth of the child, depending on Company’s economic situation, it agrees to donate a single payment consisting of a basket with items for the care of the newborn and mother in this period with a maximum value of two thousand Dominican pesos (RD $ 2,000.00).
9.4. The Company agrees to increase the half-time set forth in Article 243 of the Labor Code to the pediatric care of the baby, to a full day each month, the WORKER must notify two
Maternity Protection. Application of the legal or collective agreement provisions applicable in the user company (legal provision: L. 1251-21 CT).
Maternity Protection. If the doctor prohibits certain tasks for the pregnant woman, the employer shall take the necessary measures regarding the organisation of work and shall entrust the tasks to other workers Clause: • Effective social dialogue at the workplace • The employer shall ensure a careful preparation of work, an appropriate planning of working time and work organisation Clause: • Suitable clothes – in particular shoes with non-slip soles • Not wear jewellery on hands and arms during work, as the skin underneath them is particularly prone to disease as a result of dampness or chemicals. • Gloves provided by the employer that are sufficiently resistant to hairdressing chemicals and strong enough to ensure that they are not damaged by nomal work • Cream
Maternity Protection. Parental Leave and Parental Benefits 27
a) Maternity Protection 27 b) Parental Leave and Parental Benefits 28
Maternity Protection. The Employer is committed to protecting the health and wellbeing of its employees with child care responsibilities and in particular women with breastfeeding infants. This includes the right to periods of time to attend to breastfeeding.
