Transfer to safe job. (i) Where a pregnant employee eligible for ordinary maternity leave under sub- clause 79.4 who has already complied with the requirements of paragraph (d) provides the CEO with a medical certificate from a medical practitioner stating that the employee is fit to work, but illness or risks arising out of the pregnancy or hazards connected with the work assigned to the employee make it inadvisable for the employee to continue at her present work, the CEO must, if reasonably practicable, transfer the employee to a safe job with no other change to the employee’s terms and conditions of employment for the hours that she works during the risk period.
(ii) If the employee’s pregnancy ends before the end of the risk period, the risk period ends when the pregnancy ends.
Transfer to safe job. (i) Where illness or risks arising out of the pregnancy or hazards connected with the work assigned to the staff member make it inadvisable for the staff member to continue in her present duties, the duties shall be modified or the staff member transferred to a safe position at the same salary and conditions until the commencement of maternity leave.
(ii) If the transfer to a safe position is not practicable, the staff member may take leave without pay for such period as is certified necessary by a registered medical practitioner.
Transfer to safe job a) Where an employee is pregnant and in the opinion of a registered medical practitioner, illness or risks arising out of the pregnancy or hazards connected with the work assigned to the employee make it inadvisable for the employee to continue at her present work, the employee shall, if the company deems it practicable, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave.
b) If the transfer to a safe job is not practicable, the employee may elect, or the company may require the employee, to commence parental leave.
Transfer to safe job. (i) Where an Employee is pregnant and provides evidence that would satisfy a reasonable person that they are fit for work but it is inadvisable for them to continue in their present position during a stated period because of:
(1) Illness, or risks, arising out of the pregnancy; or
(2) hazards connected with the Employee’s position; the Employee will, if the Employer deems it practicable and it is available, be transferred to a safe job with no other change to the Employee’s terms and conditions of employment (except where the change is agreed) until the commencement of parental leave. The Employer may require the evidence referred to above to be a medical certificate. The Employer will make all practical efforts to remedy an unsafe situation to allow the Employee to work until their estimated date of birth.
(ii) If the Employer does not think it is reasonably practicable to transfer the Employee to a safe job, including because an appropriate safe job is not available, the Employee may take paid no safe job leave, or the Employer may require the Employee to take paid no safe job leave, immediately for a period which ends at the earliest of either:
(1) when the Employee is certified unfit to work during the six week period before the expected date of birth, by a registered medical practitioner; or
(2) when the Employee’s pregnancy ends. The entitlement to no safe job leave is in addition to any other leave entitlement the Employee has.
(iii) If the Employee has not qualified for unpaid parental leave in accordance with the NES (i.e. has not completed 12 months continuous service) and subclause 20(h)(i) above applies and the Employer cannot find the Employee a safe job, then the Employee is entitled to take unpaid no safe job leave in accordance with the NES.
Transfer to safe job. Upon returning to work, where satisfactory medical evidence is provided, illness or risks to the breastfeeding mother or baby connected with the work assigned to the staff member make it inadvisable for the staff member to continue at her present work, the staff member will, if the employer deems it practicable, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave.
a If the transfer to a safe job is not practicable, the staff member may, or the employer may require the staff member to take leave for such period as is certified necessary by a registered medical practitioner.
Transfer to safe job. (a) Where, in the opinion of a registered medical practitioner, illness or risk arising out of the pregnancy or hazards connected with the work assigned to the employee make it inadvisable for the employee to continue at her present work, the employee shall, if the employer deems it practicable, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave.
(b) If the transfer to a safe job is not practicable, the employee may, or the employer may require the employee to take leave for such period as is certified necessary by a registered medical practitioner. Such leave shall be treated as maternity leave for the purposes of clauses 7.11.10 to 7.11.13 hereof.
Transfer to safe job a. Where an employee is pregnant and, in the opinion of their registered medical practitioner, illness or risks arising out of the pregnancy or with the work assigned to the employee make it inadvisable for the employee to continue at her present work, the employee may request and Launch Housing will make efforts for the employee to be transferred to a safe job at their current rate of pay.
b. If the transfer to a safe job is not possible or practicable, the employee may elect, or Launch Housing may require the employee to commence parental leave for such period as is certified necessary by a registered medical practitioner
Transfer to safe job maternity leave
7.4.11.1 If, the employee gives her employer a medical certificate containing a statement to the effect that in the opinion of the legally qualified medical practitioner:
(a) illness or risks arising out of the pregnancy; or
(b) hazards connected with the work assigned to the employee, make it inadvisable for the employee to continue her present position, the employee must, if the employer considers that it is practicable to do so, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave.
7.4.11.2 If the transfer to a safe job is not considered practicable, the employee is entitled, or the employer may require the employee, to take leave for such period as is certified necessary by a legally qualified medical practitioner.
7.4.11.3 Leave under this clause 7.4.11 will be treated as paid maternity leave. In accordance with S.268(3) of the Workplace Relations Act 1996 the employer must pay the employee the amount the employee would reasonably have expected if the employee had worked during that period. This entitlement is additional to any other entitlement the employee has.
7.4.11.4 In accordance with S.268(4)(b) of the Workplace Relations Act 1996, the period of paid maternity leave due on account of there being no safe job ends at the earliest of whichever of the following times is applicable:- • The end of the period stated in the medical certificate • If the employee’s pregnancy results in the birth of a living child - the end of the day before birth If the employee’s pregnancy ends otherwise than with the birth of a living child – the end of the day before the end of the pregnancy.
Transfer to safe job a) If an employee provides a medical certificate stating they are fit for work but it is inadvisable for the employee to continue in their present duties because of risks or illness, the employee is entitled to be transferred to an appropriate safe job that has the same, or other agreed ordinary hours of work with no other changes to the employee’s terms and conditions.
b) If no appropriate safe job is available, the employee is entitled to take paid or unpaid (if not eligible for parental leave) no safe job leave.
Transfer to safe job. (i) Where a pregnant member eligible for ordinary maternity leave under sub-clause 26.6 who has already complied with the requirements of sub-clause (d) provides the Commissioner with a medical certificate from a medical practitioner stating that the member is fit to work, but illness or risks arising out of the pregnancy or hazards connected with the work assigned to the member make it inadvisable for the member to continue at her present work during a stated period (the risk period), the Commissioner must, if reasonably practicable, transfer the member to an appropriate safe job with no other change to the member’s terms and conditions of employment for the hours that she works during the risk period.
(ii) If the Member’s pregnancy ends before the end of the risk period, the risk period ends when the pregnancy ends.
