Transfer to a 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 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.
(b) If the transfer to a safe job is not practicable, the employee may elect, or the employer may require the employee to commence parental leave for such period as is certified necessary by a registered medical practitioner.
Transfer to a safe job. 7.4.9(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 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.
Transfer to a safe job. (a) Where an Employee is pregnant and provides evidence that would satisfy a reasonable person that she is fit for work but it is inadvisable for her to continue in her present position during a stated period because of illness or risks arising out of the pregnancy or hazards connected with the work assigned to the Employee, the Employee will, if the Employer deems it practicable, be transferred to a safe job with no other change to the Employee’s terms and conditions of employment until the commencement of maternity 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 her estimated date of confinement.
(b) If the Employer does not think it reasonably practicable to transfer the Employee to a safe job, 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:
(i) 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
(ii) when the Employee’s pregnancy results in the birth of a living child or when the Employee’s pregnancy ends otherwise than with the birth of a living child. The entitlement to no safe job leave is in addition to any other leave entitlement the Employee has.
(c) If the Employee has not qualified for unpaid parental leave (i.e. has not had 12 months continuous service) and (a) and (b) above apply 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 a safe job. (a) Where an Employee is pregnant and provides evidence that would satisfy a reasonable person that she is fit for work but it is inadvisable for the Employee to continue in her present position for a stated period (the risk period) because of:
(i) illness or risks arising out of the pregnancy, or
(ii) hazards connected with the position, the Employee must be transferred to an appropriate safe job if one is available for the risk period, with no other change to the Employee’s terms and conditions of employment.
Transfer to a safe job. 27.8.1 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 will, if the enterprise 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.
27.8.2 If the transfer to a safe job is not practicable, the employee may elect, or the enterprise may require the employee, to commence parental leave.
Transfer to a safe job. (a) Subject to compliance with the provisions of section 268 of the Act:
(i) If an eligible employee gives the employer a medical certificate stating that the employee is fit to work, but that it is inadvisable for her to continue in her present position, then
(A) if the employer thinks it to be reasonably practicable to transfer the employee to a safe job - the employer must transfer the employee to the safe job, with no other change to the employee’s terms and conditions of employment; or
(B) if the employer does not think it to be reasonably practicable to transfer the employee to a safe job the employee may take paid leave immediately, or the employer may require the employee to take paid leave immediately, for a period ending at the time stated in the medical certificate.
(ii) If the employee takes paid leave under this clause during a period, the paid leave shall be paid at the employee’s ordinary pay immediately before the period begins.
(b) Any period of paid leave taken by an employee pursuant to sub-clause 24.5(a) shall be deducted from the employee’s entitlement to paid maternity leave set out in sub- clause 24.4(d).
Transfer to a 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 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.
(b) If the transfer to a safe job is not practicable, the employee may elect, or the employer may require the employee to commence leave in accordance with Section 268 of the Workplace Relations Act 1996.
Transfer to a safe job. Where, 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 officer, make it inadvisable for the officer to continue at her present work, the officer 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. If the transfer to a safe job is not practicable the officer may, or the employer may require the officer 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 subclauses (10), (11), (12) and (13) of this clause.
Transfer to a safe job. 11.8.1 Where the 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 will if the employer deems it reasonably practicable, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave.
11.8.2 If the transfer to a safe job is not reasonably practicable:
a) The employee may take or the employer may require the employee to commence paid leave immediately for a period ending at the time mentioned in sub-paragraph 11.8.2(c);
b) The amount of paid leave is in addition to any other leave entitlement based upon an amount the employee would reasonably have expected to be paid had the employee worked during that period.
c) The employee’s entitlement ends at the earliest of the following times:
(i) the end of the period stated in the medical certificate;
(ii) if the employee’s pregnancy results in the birth of a living child—the end of the day before the date of birth;
(iii) 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 a safe job. (1) This clause applies where an employee gives her Company a medical certificate from a medical practitioner containing a statement to the effect that, in the medical practitioner’s opinion, the employee is fit to work, but that it is inadvisable for her to continue in her present position for a stated period because of:
(a) Illness, or risks, arising out of her pregnancy; or
(b) Hazards connected with that position.
(2) If the Company thinks it to be reasonably practicable to transfer the employee to a safe job - the Company must transfer the employee to the safe job, with no other change to the employee’s terms and conditions of employment; or
(3) If the Company does not think it to be reasonably practicable to transfer the employee to a safe job:
(a) The employee may take paid leave immediately for a period ending at the time mentioned in 19.4(5)(b); or
(b) The Company may require the employee to take paid leave immediately for a period ending at the time mentioned in 19.4(5)(b).
(4) If the employee takes paid leave under 19.4(3)(a) or 19.4(3)(b) during a period, the Company must pay the employee for that period the amount the employee would have received as her payment at the time the leave is taken. Where the number of hours cannot be determined, the total number of hours worked in the 52 weeks immediately before the leave is taken are to be averaged.
(5) If the employee takes paid leave under 19.4(3)(a) or 19.4(3)(b):
(a) The entitlement to leave is in addition to any other leave entitlement she has; and
(b) The period of leave ends at the earliest of whichever of the following times is applicable:
(i) The end of the period stated in the medical certificate;
(ii) If the employee’s pregnancy results in the birth of a living child - the end of the day before the date of birth;
(iii) 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.
(6) Leave taken under 19.4(3)(a) or 19.4(3)(b) shall be treated as parental leave for the purposes of 19.7, 19.8 and 19.9.
