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Dear friend,
I don't understand what you see as + positive and what's (-) negative in this. I(We) as an employee welcome it, but as an employer/Manager not so. Right ? This bill may be allowed to be elapsed.
From India, Bangalore
1063Dear friend,
I don't understand what you see as + positive and what's (-) negative in this. I(We) as an employee welcome it, but as an employer/Manager not so. Right ? This bill may be allowed to be elapsed.
From India, Bangalore
This is meant for private sector since in government sector the change has already been enforced as per the guidelnes of the last pay commission reports. Madhu.T.K
From India, Kannur
From India, Kannur
I agee to you. The additional 3 months should be made rather optional and let company decide
From India, Mumbai
From India, Mumbai
Dear All
I appreciate the views expressed that if proposed bill is passed it will entails burden on industries. However no one has given views on Financial Memorandum attached to the proposed bill. I had pointed out that financial implication of Rs.500/- crore shown in the bill is not correct. Please comment on this aspect.
Regards
From India, New Delhi
I appreciate the views expressed that if proposed bill is passed it will entails burden on industries. However no one has given views on Financial Memorandum attached to the proposed bill. I had pointed out that financial implication of Rs.500/- crore shown in the bill is not correct. Please comment on this aspect.
Regards
From India, New Delhi
The implication is estimated cost to the central government (direct employees only) on the cost of the additional leave days.
it is not an estimate of the amount private companies will spend, or even including PSU and state government employees.
From India, Mumbai
it is not an estimate of the amount private companies will spend, or even including PSU and state government employees.
From India, Mumbai
Dear All,
All employers / managers are concerned about financial losses but known is thinking about female employees health and concentration which deteriorates due to resuming back in 2.5 months after birth.
One of female employee in my org was thinking of quitting job after maternity since a mother cannot leave baby in just 2.5 months where 6 months breast feeding is necessary.
But if the maternity leaves increases to 24 weeks then women can happily come back without asking extension of leave, grace in timings or rather quitting job since the baby is now ready to be on supplementary feed.
Many private organization is practicing 6 months leaves to their female employees because they know and understand the fact and necessity then why cant all employers be employee friendly.
This change will be very positive for employees and females employees will come back happily
From India, Mumbai
All employers / managers are concerned about financial losses but known is thinking about female employees health and concentration which deteriorates due to resuming back in 2.5 months after birth.
One of female employee in my org was thinking of quitting job after maternity since a mother cannot leave baby in just 2.5 months where 6 months breast feeding is necessary.
But if the maternity leaves increases to 24 weeks then women can happily come back without asking extension of leave, grace in timings or rather quitting job since the baby is now ready to be on supplementary feed.
Many private organization is practicing 6 months leaves to their female employees because they know and understand the fact and necessity then why cant all employers be employee friendly.
This change will be very positive for employees and females employees will come back happily
From India, Mumbai
Dear All,
I welcome this move and surprised to see the disagreements on this positive move from few members of our HR fraternity.
We, the HR people need not be in the side of management to worry about the financial implications of legal enactments but should respect the need of the changes in line with international practices and expected human rights & privileges that can be extended to our working class. None of the social security benefits should have been come, if we think about financial burden to management.
Of course, there are difficulties in handling the absence of six months in an organisation, a skilled woman operator cannot be replaced by another one that too for only for six months, difficult, but we need to give that opportunity may be at higher cost. But other wise the ground reality is, the woman had to quit the job after pregnancy and child birth.
Still in many parts of our country, even in cities married women are denied job, indirect questions are asked to check their family planning and terminated from job reporting her pregnancy.
We have to appreciate this move, find ways to manage the absence of six months and to be respectful to women to pass their pregnancy time without worrying about job security.
Still, I am not sure, if this private bill is passed, what will be the level of compliance on implementation, but we there should be complementary enforcing mechanism to reach this delayed privilege to our sisters.
As Mr.Madhu TK, pointed out there can be an improved qualification period, considering the total service, not the service with one company, but we need to support this move at it is a demonstration of our social commitment and of course a progressive step.
From India, Coimbatore
I welcome this move and surprised to see the disagreements on this positive move from few members of our HR fraternity.
We, the HR people need not be in the side of management to worry about the financial implications of legal enactments but should respect the need of the changes in line with international practices and expected human rights & privileges that can be extended to our working class. None of the social security benefits should have been come, if we think about financial burden to management.
Of course, there are difficulties in handling the absence of six months in an organisation, a skilled woman operator cannot be replaced by another one that too for only for six months, difficult, but we need to give that opportunity may be at higher cost. But other wise the ground reality is, the woman had to quit the job after pregnancy and child birth.
Still in many parts of our country, even in cities married women are denied job, indirect questions are asked to check their family planning and terminated from job reporting her pregnancy.
We have to appreciate this move, find ways to manage the absence of six months and to be respectful to women to pass their pregnancy time without worrying about job security.
Still, I am not sure, if this private bill is passed, what will be the level of compliance on implementation, but we there should be complementary enforcing mechanism to reach this delayed privilege to our sisters.
As Mr.Madhu TK, pointed out there can be an improved qualification period, considering the total service, not the service with one company, but we need to support this move at it is a demonstration of our social commitment and of course a progressive step.
From India, Coimbatore
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Maternity Benefit (Amendment) Bill 2016.pdf