As part of sound management practice, the Human Rights and Equal Opportunity Commission recommends that managers should consider providing information to all staff on:
•Any pregnancy and parental leave rights and obligations applying at the workplace under an award or agreement.
•The legal right to unpaid maternity leave at the time of employment, including:
-the qualifying period of employment for an employee to access maternity leave
-the need for the employee to provide notice of an intention to take parental leave, and a medical certificate indicating the estimated date of birth
-the maximum duration of maternity leave
-whether leave is paid or unpaid
-that the employee is entitled to take part or all of any accrued annual leave or long service leave instead of, or in conjunction with, unpaid or paid maternity leave
-notification requirements and processes if the employee wants to extend maternity leave
-the right of the employee to return to her former position following maternity leave
-the necessary processes if the employee wants to vary hours on return to work
-information on complaint or grievance procedures if an employee feels that discrimination has occurred.
•Any workplace specific occupational health and safety considerations for pregnant women.
•The employer’s commitment to a non-discriminatory workplace.
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