Maternity Protection Sample Clauses

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.
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Maternity Protection. (Please tick if applicable) If the Worker becomes pregnant, the Parties agree that: The Worker will be entitled to days maternity leave of which days will be paid leave. The Worker will be entitled to months maternity leave without pay. 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).
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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.
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Maternity Protection. Application of the legal or collective agreement provisions applicable in the user company (legal provision: L. 1251-21 CT).
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Maternity Protection. Parental Leave and Parental Benefits 27
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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: Mental health and wellbeing • 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: Individual protective measures • 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
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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.
Sample 1
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Related to Maternity Protection

  • Maternity/Paternity Leave Solely for purposes of determining whether the Employee incurs a Break in Service under any provision of this Plan, the Advisory Committee must credit Hours of Service during an Employee's unpaid absence period due to maternity or paternity leave. The Advisory Committee considers an Employee on maternity or paternity leave if the Employee's absence is due to the Employee's pregnancy, the birth of the Employee's child, the placement with the Employee of an adopted child, or the care of the Employee's child immediately following the child's birth or placement. The Advisory Committee credits Hours of Service under this paragraph on the basis of the number of Hours of Service the Employee would receive if he were paid during the absence period or, if the Advisory Committee cannot determine the number of Hours of Service the Employee would receive, on the basis of 8 hours per day during the absence period. The Advisory Committee will credit only the number (not exceeding 501) of Hours of Service necessary to prevent an Employee's Break in Service. The Advisory Committee credits all Hours of Service described in this paragraph to the computation period in which the absence period begins or, if the Employee does not need these Hours of Service to prevent a Break in Service in the computation period in which his absence period begins, the Advisory Committee credits these Hours of Service to the immediately following computation period.

  • Liability Protection Whenever an action or proceeding for damages is filed against any Bargaining Unit employee arising from his/her act or omission while performing his/her official duties, such employee(s) may request that the Attorney General defend the action or proceeding at the expense of the state. If the Attorney General determines that the employee was acting in good faith and within the course of his or her official duties, the Attorney General will defend the employee. If the body presiding over the action determines that the employee was acting within the scope of his or her official duties and enters a judgment against the employee, the judgment will be satisfied by the state.

  • Job Protection 15.9.1 Subject to 15.10 below, an employee returning from parental leave is entitled to resume work in the same position or a similar position to the one they occupied at the time of commencing parental leave. A similar position means a position:

  • Foot Protection The Employer reserves the right to require the wearing of foot protection by employees. In such cases, the Employer will provide a safety device or, if the Employer requires the employee to purchase approved safety shoes, the Employer will pay an allowance, not to exceed the established contract price approved by the State Purchasing Division, during January of each year.

  • Xxxx Protection 23.1With respect to the Parties' rights and obligations under this Framework Agreement, the Parties agree that the Authority is the Data Controller and that the Supplier is the Data Processor.

  • Fire Protection Contractor shall take adequate and reasonable precautions to protect the Work against damage by fire and smoke. For example, without limitation, Contractor shall do the following:

  • Privacy Protection Each of the Corporation and the Subsidiaries have security measures and safeguards in place to protect personal information it collects from registered patients and customers and other parties from illegal or unauthorized access or use by its personnel or third parties or access or use by its personnel or third parties in a manner that violates the privacy rights of third parties. The Corporation and the Subsidiaries have complied, in all material respects, with all applicable privacy and consumer protection legislation and neither has collected, received, stored, disclosed, transferred, used, misused or permitted unauthorized access to any information protected by privacy laws, whether collected directly or from third parties, in an unlawful manner. The Corporation and the Subsidiaries have taken all reasonable steps to protect personal information against loss or theft and against unauthorized access, copying, use, modification, disclosure or other misuse.

  • Wage Protection Wage protection will apply to regular employees hired prior to April 1, 2004, who have a pay rate greater than the Step 4 rate in Appendix A (Wage Grid), unless the employee successfully posts into a lower classification. Wage protection will apply to casual employees hired prior to April 1, 2004, who are paid at Step 4 of the classification in which the casual employee is working [see Appendix A (Wage Grid)]. Effective April 1, 2013, an employee with wage protection will receive 50% of all general wage increases until the new wage rate for their classification meets or exceeds their existing wage rate. Such increases shall be recognized as incumbent specific. Wage protection applies to:  additional straight-time hours worked by a regular full-time and regular part-time employee as per Clause 14.2(e) (Hours of Work) in their classification;  overtime hours in the employee's classification;  statutory holidays/annual vacation pay/sick leave; and  assignment of regular hours as per Clause 24.1(c) (Job Postings) in the employee's classification. Wage protection rates do not apply to:  additional straight-time hours worked by a regular full-time and regular part-time employee as per Clause 14.2(e) (Hours of Work) in a classification other than the employee's own. In such circumstances, they will be paid at Step 4 of the classification in which the employee is working. An employee will lose their wage protection (status) rates:  if they post to a different classification prior to April 1, 2013;  when they are demoted by the Employer as a result of disciplinary action;  when regular employees achieve a casual position except where it is a temporary assignment directed by the Employer;  when they bump under layoff provisions into a different job family or into a different grid level.

  • Maternity/Paternity/Adoption Leave An Employee who is expecting the birth or adoption of a child shall be entitled to maternity/paternity/adoption leave without pay, provided she presents a medical certificate confirming the probable date of confinement, or in the case of adoption, gives the Employer notice of eligibility. Except in extenuating circumstances, the notice shall be submitted in writing at least twenty-eight (28) days in advance of the leave and shall specify the probable date of commencement and the anticipated length of leave. The following conditions shall apply:

  • Maternity Leave (a) An employee is entitled to maternity leave of up to 17 weeks without pay.

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