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Parental Rights 



 

Policy 

Contents

 

 

May  2013 



Ref :P OL0045 

 

 



 

Page 


Overview 

 



Summary 

Further Information 



Review 


 

 





 



Key Information 

 



Policy 

 

1.1 



Purpose 

 

 



2



 

Maternity Policy 

 



Ordinary Maternity Leave (OML

Additional Leave Maternity (AML) 



Giving Notice to start Maternity Leave 

The Right to Return to Work after the Maternity Leave 



Maternity Pay 

Time off for Ante-Natal Care 



Protection of New and Expectant Mothers 

General Issues 



Maternity Calendar 

 

 











 

Paternity Policy  

 



Paternity 

Date of Birth 



Qualification for Leave 

Duration of Leave 



Timing of Leave 

Notification 



Paternity Pay 

Keeping in Touch 



General Issues 

Paternity Calendar 

 

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10 


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12 


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13 


14 

 

Adoption Policy 

 



Adoption Leave 

Qualification for Leave 



Duration of Leave 

Timing of Leave 



Notification 

Adoption Pay 



Additional Adoption Leave (AAL) 

Pensions Contributions 



General Issues 

Adoption Calendar 

 

This document is available in large print or in an alternative format that meets your needs.  Please contact 



the HR Manager.  

 



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Parental Rights 



 

Policy 

Contents

 

 

May  2013 



Ref :P OL0045 

 

 



Parental Leave Policy 

 



Parental Leave 

Qualification for Leave 



Duration of Leave 

Timing of the Leave 



Notification 

Parental Leave Pay  



Pensions Contributions 

Returning to Work 



General Issues 

 

18 

 

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Emergency Leave for Care of Dependants 

 



Emergency Leave for Care of Dependants 

Emergency care of dependants includes: 



Who is a Dependant? 

Duration of Leave 



Notification of Leave 

Emergency leave Pay 



General Issues 

 

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Appendices 

 

Appendix 1 - Notification of Anticipated Absence Due to pregnancy and Application for Maternity Pay 



 

Appendix 2 - Confirmation of OML Return to Work Date 

 

Appendix 3 - Notification of Birth Form 



 

Appendix 4 - Notification of Proposed Date of Early Return to Work From Maternity Leave 

 

Appendix 5 - Notification of Absence for Paternity Leave 



 

Appendix 6 - Notification of Absence for Adoption Leave 

 

Appendix 7 - Notification of Absence for Parental Leave 



 

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27 

 


 

 

 

Parental Rights 



 

Policy 

Overview

 

 

May  2013 



P age  -  1  - 

Ref :P OL0045 

 

 

 





Summary 

 

This document outlines the rights and eligibility of staff for leave and payments in relation to Maternity, Paternity and 



Adoption, and contains documentation to apply for these. 

 

 





Impact on Students 

 

This policy ensures that staff are able to take the legal entitlement to parental leave and return to the work place 



appropriately to deliver the curriculum in a manner which allows for work life balance and keeping updated on all 

workplace/curriculum changes.  This ensures staff can concentrate fully on providing an enhanced learning 

experience. 

 



Further Information 

 



 

Deputy Principal  

 

HR Manager 



 

Union Representative 



 

 



Review 

 

This document will be reviewed annually, in line with any legislative changes by the Deputy Principal. 



 

 


 

 

 

Parental Rights 



 

Policy 

Key Information

 

 

May  2013 



P age  -  2  - 

Ref :P OL0045 

 

 

 





Policy 

 

1.1 



 Purpose 

 

To ensure that the College adheres to current legislation, and recommendations by the AoC regarding leave and 



payments relating to Maternity, Paternity and Adoption.   

 


 

 

 

Parental Rights 



 

Policy 

Maternity Policy

 

 

May  2013 



P age  -  3  - 

Ref :P OL0045 

 

 

 



Maternity Policy 

 



Ordinary Maternity Leave (OML) 

 

1.1 



All employees, regardless of length of service and number of hours worked, have the right to a statutory 

minimum of 26 weeks' maternity leave. The maternity leave period must include the 2 weeks immediately 

after childbirth. This is known as the compulsory maternity leave period. 

 



Additional Leave Maternity (AML

 

2.1 



All employees have the right to take additional maternity leave (AML) of up to 26 weeks, (making a total of 

up to one year) starting immediately after ordinary maternity leave. 

 



Giving Notice to start Maternity Leave  

 

3.1 



An employee who wishes to take ordinary maternity leave or (Additional Maternity Leave) AML, must give 

the college notice by the 15th week before the EWC, of the following: (see Appendix 1

 

(a)   that she is pregnant; 



 

(b)   if requested, she should produce a certificate from a GP or registered midwife (form MATBI); 

 

(c)   the expected week of childbirth; 



 

(d   the date on which she wishes to start her maternity leave; 

 

(e)   if the woman wishes to claim contractual maternity pay, she should also confirm that she intends to return 



to work at the end of the maternity leave period.  

 

3.2 



If it is not reasonably practicable for the woman to give this notice by the 15th week, then she must  provide 

the information as soon as reasonably practicable.  

 

3.3 


Once the college is in receipt of this information it will write to the woman within 28 days, setting out the 

date on which she is expected to return to work, if she takes her full entitlement to maternity leave. (see 



Appendix 2) 

 

3.4 



The employee may decide when she wishes to start her maternity leave, and she may start at any time 

after the beginning of the 11th week before the week in which childbirth is expected.  

 

3.5 


The employee may change her mind about when she wants to start her leave providing she writes to the 

College in advance of the intended leave.  If it is not reasonably practicable to give such notice of change 

of intention, the woman must provide the information as soon as reasonably practicable. 

 

3.6 



If an employee is absent from work with a pregnancy-related illness during the four weeks before the start 

of the EWC, her maternity leave will start automatically.  

 

3.7 


 Where childbirth occurs before the notified leave date or before she has notified such a date, she should 

notify the college that she has given birth as soon as is reasonably practicable after the birth. (see 



Appendix 3)  

 


 

 

 

Parental Rights 



 

Policy 

Maternity Policy

 

 

May  2013 



P age  -  4  - 

Ref :P OL0045 

 

 

 



4  

The Right to Return to Work after the Maternity Leave  

 

Ordinary Maternity Leave 

4.1  

A woman who wishes to return to work (see Appendix 4) at the end of 26 weeks ordinary maternity leave 



period, is entitled to return to the same job that she left. She does not have to give the college any notice 

of her return, unless she wishes to return to work before the end of the 26 weeks, in which case 8 weeks 

notice is required.  The employee's notice does not have to be in writing so if notice is given orally, the 

college should make a note of this.   If the employee attempts to return to work earlier, without having 

given the 8 weeks notice, the college is entitled to postpone her return but not beyond the end of the 

ordinary maternity leave period. 



 

Additional Maternity Leave 

4.2 (a)  A woman who wishes to return to work following AML, has the right to return at any time up until the end of 

the 26 weeks following the end of the ordinary leave period. She has the right to return to the same job, 

with the same terms and conditions if this is reasonably practicable.  However, if this is not reasonably 

practicable, she has the right to be offered an alternative job that is suitable and appropriate. The 

employee shall not be obliged to give any notice of her intention to return.  

 

(b)  If the woman wishes to return to work before the end of AML she must give the college at least 8 weeks 



notice of the day on which she wishes to return to work.  This notice does not have to be in writing so if 

notice is given orally, the college should make a note of this.  If the employee attempts to return to work 

earlier, without having given the 8 weeks notice, the college is entitled to postpone her return but not 

beyond the end of the additional leave period. 

 

(c)  A woman who is unable to return to work at the end of her maternity leave due to illness, will be subject to 



the normal sick leave and pay policy, and will receive sick pay according to her contract.  

 

General Points 

4.3 

If the employee's job becomes redundant during the course of her maternity leave, the college will offer her 



any other suitable alternative work that becomes available. She will have the right to be considered for 

such work, even though she is on maternity leave. The offer will be made before her previous employment 

ends and the new employment will commence immediately.  It must involve suitable work and the terms 

and conditions will not be less favourable than the old contract.  If there is no work available, then she will 

be made redundant, and receive redundancy pay in line with her statutory and contractual entitlements.  

 

4.4 



 If industrial action or any other interruption of work makes it unreasonable for the employee to return to 

work on the date which she has specified, she may, instead, return when work resumes.  

 

4.5  


If a woman returning from maternity leave wishes to return on a part-time basis, the college will give 

consideration to any such request under the Flexible Working Policy. Returning to work on a part-time 

basis can be: 

 



 

either a phased return, or return to a reduced working day; or 

 

on job sharing 



 

Such arrangements could be either: 

 

a short-term arrangement; or 



 

a permanent reduction. 



 

It could also be for a set period of time, leading to a return to full hours.  Such arrangements will be on a fractional 

basis. 

 

Where changes to working are not possible, the reasons will be fully discussed and put in writing to the employee 



concerned.     

 

 

 

Parental Rights 



 

Policy 

Maternity Policy

 

 

May  2013 



P age  -  5  - 

Ref :P OL0045 

 

 

 





Maternity Pay  

 

Statutory Maternity Pay 

 

5.1 



 A woman will be eligible to receive statutory maternity pay (SMP) if she satisfies the following criteria: 

(a)  she must have completed 26 weeks' continuous service at the 15th week before the expected week of  

childbirth; and 

 

(b)  she must be earning an amount equivalent to at least the lower earnings limit for National Insurance   



contributions; and 

 

(c)  she must still be pregnant at the 11th week before the expected week of childbirth; and 



 

(d)  she must have stopped work wholly or partly because of her pregnancy, or her confinement. 

 

5.2   


She will receive the following: 

-   the first 4 weeks will be at full pay 

 

-   the next 2 weeks of leave will be paid at nine tenths of a weeks pay 



 

-

 



the next 12 weeks will be paid at the current SMP rate plus if she has declared her intention to return to 

work, half pay (subject to not exceeding full pay

 

should the employee decide not to return to work following maternity leave (or not work for three months) 



then the contractual maternity pay must be repaid to the College. 

 

the remaining 21 weeks will be paid at the current SMP rate (or 90% of average weekly earnings - 



whichever is the lower).  If she fails to return to work for a period of at least 3 months, the Corporation will 

require the half pay but not the SMP to be repaid 

 

5.3  


Not all employees will be eligible for SMP, in which case they should apply to the Benefits Agency, to see 

whether they may be entitled to maternity allowance. An application form will be provided by the college. 

 

Additional Maternity Leave (unpaid

 

5.4  



Any additional maternity leave, beyond the 39-week period, shall be unpaid. 

 

Pensions Contributions 

 

5.5 


 A woman in receipt of remuneration, whether salary, or SMP, or both, will be treated as though they are 

working normally for the purposes of access to occupational pension scheme membership and benefits.  

The college will pay the normal contribution towards the pension scheme for the period of ordinary 

maternity leave. The employee is only required to pay contributions on the amount of actual remuneration, 

or SMP she is in receipt of. 

 

5.6  



Employees who wish to continue contributions during this period of unpaid maternity leave, should contact 

the pension authority to obtain the appropriate advice on how to do so. 

 

Early Births 

 

5.7  



If the baby is born early but after the employee has started to receive SMP, SMP will continue to be paid. If 

the employee has not yet started to receive SMP, it will be triggered. For the purpose of calculating the 

return to work, calculate from the actual week of birth.   


 

 

 

Parental Rights 



 

Policy 

Maternity Policy

 

 

May  2013 



P age  -  6  - 

Ref :P OL0045 

 

 

 



Late Births 

 

5.8  



If the baby is born after the EWC, SMP is not affected. For the purpose of calculating the return to work 

date, calculate from the actual week of birth. This is particularly important when calculating the AML period, 

which can be up to 26 weeks from the actual week of birth. 

 

Stillbirths 

 

5.9  


In the unfortunate event of a stillbirth, the employee continues to be entitled to SMP, if the child is born 

after the 24th week of pregnancy. She will also be entitled to the maternity leave period. In the event of a 

miscarriage during or before the 24th week of pregnancy, provisions and regulations of the sick pay 

scheme will apply.    

 

Circumstances in which SMP is lost 

 

5.10  



An employee will lose her right to receive SMP if:  

(a)   She goes abroad outside of the European Community. 

 

(b)  She is taken into legal custody. 



 

(c)  She starts work for another employer. 

 

(d)  She returns to work. 



 

6  

Time Off for Ante-Natal Care  

 

6.1  



A pregnant employee is entitled to take paid time off for antenatal care appointments. Evidence of 

appointments must be provided to the line manager upon request.    

 

6.2  


Reasonable requests for time off for parent classes should be considered by the employer. 

 

7  



Protection of New and Expectant Mothers  

 

7.1  



The college is committed to creating and maintaining a healthy and safe working environment. This is 

particularly important in relation to the safety of new and expectant mothers. As part of normal Health and 

safety practices the college will risk assess work areas.  In addition the college will undertake the following 

in order to create a healthy workplace for new and expectant mothers: 

 

7.2  


Work areas will be risk assessed to take account of particular risks to new and expectant mothers. This will 

be carried out as soon as possible after notification of pregnancy.  

  

7.3  


Employees will have the right to transfer from hazardous work areas, or hazardous work, without loss of 

pay or status, to suitable alternative work and/ or alter hours / work conditions if suitable actions can not be 

identified to avoid an assessed risk. 

 

7.4  



An employee may be temporarily suspended, on full contractual pay, from the site in order to maintain an 

appropriate level of safety if suitable temporary alternative employment can not be found, and/or the 

expectant mother is a night worker who has a medical certificate which recommends restricting her work 

schedule/times. 

 

7.5  


Health and Safety management will be undertaken in accordance with The Workplace (Health, Safety and 

Welfare) Regulations 1992.   

 

 

 

Parental Rights 



 

Policy 

Maternity Policy

 

 

May  2013 



P age  -  7  - 

Ref :P OL0045 

 

 

 



8  

General Issues  

 

8.1  



Maternity leave is not sick leave, and will not be taken into account when calculating any period of sick 

leave entitlement.  

 

Employees on maternity leave, retain their entitlement to statutory annual leave during both OML and 



AML.  However, eg if on maternity leave for 52 weeks entitlement 

 

=  1 year x  24 days (statutory leave



 

6 months x contractual difference 

 

Teachers on 35 days holiday 



 

24 days 


24 

 

or 



6 months 12 days statutory 7½ diff 

6 months diff 

  5½ 

6 months 17½ statutory 



 

29½   days 

29½   days 

 

 



8.2  

During the 26 weeks ordinary maternity leave period, the contract continues to run and the employee 

continues to accrue annual leave.  Any salary increases awarded to other staff will also apply. 

 

8.3  



Any employee who is unable to return to work at the end of their maternity leave period due to illness, will 

be treated as if they were on sick leave, and will therefore be entitled to sick pay.  

 

8.4  


Periods of maternity leave and maternity absence are regarded as continuous service for the purpose of 

calculating entitlements to employment benefits.  

 

8.5  


If in the early months of pregnancy, an employee is advised by an approved medical practitioner to  absent 

herself from work because of the risk of rubella, she will be entitled to leave with full pay.  

 

8.6  


Women are protected from unfair treatment due to pregnancy, childbirth or taking maternity leave. 

 

8.7  



This scheme will be reviewed on a regular basis in accordance with legislative developments and the need 

for good practice within the Corporation.   

 

8.8 


Returning to Work after Maternity Leave 

 

An employee due to return to work after a period of maternity leave (over 8 weeks) should be handled 



under the Return to Work After Long Term Absence Policy. 

 

This policy is a support mechanism to ensure a smooth and comfortable return to the workplace with  



 

 



mentor 

 



structured return (if required

 



targets and focus points.   

 

 

 

Parental Rights 



 

Policy 

Maternity Policy

 

 

May  2013 



P age  -  8  - 

Ref :P OL0045 

 

 

 



8.9 

Keeping In Touch Days 

 

It is acceptable for the College and the employee to remain in reasonable touch during the absence period. 



 

This might include: 

 



 



Notification of any changes 

 



Copies of the Grapevine 

 



Opportunities to attend training events. 

 

The employee can with the Colleges agreement work up to 10 days during the maternity leave period. 



 

The employee will be paid at their normal rate of pay for the days worked/trained (less any SMP due). 

 

It is not obligatory for the employee to work “Keeping in Touch”.   



 

  

 



 

 

 



 

 


 

May  2013 

P age  -  9  - 

Ref :P OL0045 

 

 

 



 

 

 

 

Parental Rights 



 

Policy 

Paternity Policy

 

 

May  2013 



P age  -  10  - 

Ref :P OL0045 

 

 

 



Paternity Rights - with effect from 3 April 2011 

 

1  



Paternity 

 

1.1  



Paternity leave and paternity pay are available to all employees who are the father of a new born child, or 

a spouse or partner of the mother or of the adoptive parent or foster carers who go on to be the adoptive 

parent of a child which they have previously fostered.  However, where a child is not placed for adoption 

but fostered and later adopted this leave does not apply. 

 

2  

Date of Birth 

 

3  



Qualification for Leave 

 

3.1  



To be eligible for ordinary paternity leave, the employee needs to meet the following criteria 

 

(i)   have worked continuously for the College for a minimum of 26 weeks by the 15th week before the 



expected week of confinement (EWC

 

(ii)  is the biological father of the child or the mother’s husband or partner or in the case of adoption - the 



adopter’s husband, wife or partner 

 

(iii)   Have or expect to have responsibility for the child's upbringing 



 

(iv)   Give the College a self cert to support the entitlement to paternity leave 

 

3.2  


An employee cannot take both adoption leave and paternity leave for the same child.  One parent would 

take adoption leave and one paternity leave. 

 

3.3 


If the baby is due on or after 3 April 2011 or you are notified of having been matched for adoption on or 

after 3 April 2011, you are entitled to additional paternity leave (APL) if, in addition to the conditions above: 

 

(a) You remain employed by us until the week before the first week of your APL; 



 

(b) The child's mother or your co-adopter, as the case may be, has been entitled to statutory leave: 

(i)  

in birth cases, the child's mother has been entitled to maternity leave, statutory 



maternity pay or maternity allowance in respect of her pregnancy, or 

(ii)  


in adoption cases, the child's adopter has been entitled to one or both of adoption 

leave or statutory adoption pay in respect of the child's adoption; and 

 

(c) The child's mother or your co-adopter, as the case may be, had returned to work. 



 

 

4  



Duration of Leave 

 

4.1  



An employee can take up to two weeks ordinary paternity leave 

 

4.2  



Paternity leave can be taken either as one week or two consecutive weeks leave.  It cannot be taken as 

two separate weeks, but should be taken as one single period.  This is irrespective of the number of 

children born (ie twins, triplets) 

 

4.3  



APL must be taken as multiples of complete weeks and as one period. The minimum amount of APL that 

can be taken is two weeks and the maximum is 26 weeks. 

 


 

 

 

Parental Rights 



 

Policy 

Paternity Policy

 

 

May  2013 



P age  -  11  - 

Ref :P OL0045 

 

 

 



5  

Timing of Leave 

 

5.1  



Paternity leave can start from the date of the child's birth (or placement for adoption

 

5.2  



Leave can be taken at a chosen date after the child's birth but must be completed within 56 days (8 weeks

of the actual date of birth 

 

5.3 


 If the child is born early, the leave can be taken from the actual date of birth and up to 56 days from the 

EWC  


 

5.4 


APL must be taken in the period beginning 20 weeks after the child's date of birth, or adoption placement, 

and ending 12 months after that date of birth or adoption. 

 

 



 Notification 

 

6.1  



Employees intending to take ordinary paternity leave must notify the College of this intention by the 15th 

week before the EWC. 

 

6.2  


If it is not practicable to inform the College of the intention to take leave as 6.1, notice should be given as 

soon as practicable, and include a written explanation for the delay.     

 

6.3  


The employee should also inform the College of 

 

(i)  The EWC 



 

(ii)  Whether the leave is intended to be one week or two weeks duration 

 

(iii)  The date the leave is expected to start. 



 

6.4  


The employee can change the date on which they intend to start their leave by giving 28 days notice 

(where practicable) ending at the original start date or new start day whichever is earlier. 

 

6.5  


The employee is not required to give a return to work date. 

 

6.6 



If you wish to take APL in relation to a child's birth, you must provide us with the following at least eight 

weeks before the date on which you would like to start your leave: 

 

 

 



(a) A written "leave notice" stating: 

(i)  


the Expected Week of Childbirth; 

(ii) 


 the child's date of birth; and 

(iii)  


the dates on which you would like your APL to start and finish. 

 

 



(b) A signed "employee declaration" confirming that: 

(i)  


you are either the child's father or that you are the spouse, Partner or civil partner of 

the child's mother; 

(ii)  

apart from the child's mother, you have or expect to have the main responsibility for the 



upbringing of the child; and 

(iii)  


you wish to take APL in order to care for the child. 

 

 

 

Parental Rights 



 

Policy 

Paternity Policy

 

 

May  2013 



P age  -  12  - 

Ref :P OL0045 

 

 

 



(c) A written "mother declaration" from the child's mother stating: 

(i)  


her name, address and National Insurance number; 

(ii)  


the date she intends to return to work; 

(iii)  


your relationship with the child; 

(iv) 


 that, to her knowledge, you are the only person exercising an entitlement to APL in 

respect of the child; and 

(v) 

 that she consents to us processing the information she has provided. 



 

 

A combined leave notice and employee declaration form and a mother declaration form are available from 



Human Resources  

 

6.7  



We will write to you to confirm the start and finish dates of your APL within 28 days of receiving your leave 

notice, your employee declaration and the child's mother's declaration. 

 

6.8  


We may require you to provide a copy of the child's birth certificate and the name and address of the 

mother's employer or, if she is self-employed, her business address. 

  

 

 



7  

Paternity Pay 

 

7.1  



To be eligible for Paternity Pay, the employee must satisfy the qualifications in 3.1, plus have earnings 

equal to or above the lower earnings limit applying to the National Insurance Contributions (NIC). 

 

7.2  


The employee will receive 

 

(i)  one week at full pay 



 

(ii)   one further week at SPP  

 

7.3  


An employee who does not qualify for SPP may be eligible for income support. 

 

7.4 



If you take APL in accordance with this policy, you may be entitled to additional statutory paternity pay 

(ASPP). Whether and, if so, for how long you may be entitled to ASPP will depend on: 

 

(a)  


Your average weekly earnings being not less than the lower earnings limit set by the government 

during the Relevant Period; and 

 

(b)  


The child's mother or your co-adopter, as the case may be, having returned to work without 

having taken at least two weeks of their maternity allowance, maternity pay or adoption pay 

period. Your entitlement to ASPP will equate to the number of weeks of unexpired maternity 

allowance, maternity pay or adoption pay that remained when the child's mother or your co-

adopter returned to work.  

 


 

 

 

Parental Rights 



 

Policy 

Paternity Policy

 

 

May  2013 



P age  -  13  - 

Ref :P OL0045 

 

 

 



8  

Keeping in touch during APL 

 

8.1  



We may make reasonable contact with you from time to time during your APL. 

 

8.2  



You may work (including attending training) for up to ten days during APL without bringing your paternity 

leave or your ASPP to an end.  You are not obliged to undertake any such work during paternity leave. 

 

8.3  


Shortly before you are due to return to work, we may invite you to have a discussion (whether in person or 

by telephone) about the arrangements on your return. This may cover: 

 

(a)  


Updating you on any changes that have occurred during your absence; 

(b) 


Any training needs you might have; and 

(c)  


Any changes to working arrangements (for example, that you may have requested come into 

effect on your return). 



 

 

9. 

General Issues 

 

9.1  



Paternity pay is not sick leave and will not be taken account when calculating any period of sick leave 

entitlement 

 

9.2  


Periods of paternity leave are regarded as continuous service 

 

9.3  



This scheme will be reviewed on a regular basis in accordance with legislative developments and the need 

for good practice within the corporation.  

 


 

May  2013 

P age  -  14  - 

Ref :P OL0045 

 

 

 



 

 

 

 

Parental Rights 



 

Policy 

Adoption Policy

 

 

May  2013 



P age  -  15  - 

Ref :P OL0045 

 

 

 



Adoption Policy  

 

1  



Adoption Leave 

 

Adoption leave is available to all employees who are adopting a child under 18 years of age who is  newly 



placed within the previous 6 months and foster carers who go on to be the adopters of a child which they 

have fostered.  However, when a child is not placed for adoption, but fostered and later adopted – the 

parent does not qualify for this leave. 

 

2  



Qualification for Leave 

 

2.1  



Adoption leave and pay is available for a single person or one partner of a couple who adopt 

 

2.2  



To be eligible for adoption leave the employee needs to meet the following criteria:- 

 

(i)   have been continuously employed by the college for a minimum of 25 weeks by the week on which 



notification of adoption is given 

 

(ii)  to have been notified by an adoption agency that they have been matched with a child for adoption 



 

(iii)  give the College appropriate notice 

 

(iv)   provide a Matching Certificate to support the entitlement to adoption leave. 



 



Duration of Leave 

 

3.1 



The adopter is eligible to a maximum of 26 weeks Ordinary Adoption Leave (OAL

 

3.2  



Following the 26 weeks OAL, the adopter is entitled to up to 26 weeks Additional Adoption Leave (AAL

giving a total of 52 weeks leave maximum. 

 

4  

Timing of Leave 

 

4.1  



the adoption leave can begin either 

 

(i)   from the date of placement 



 

(ii)   from a fixed date up to 14 days before the expected date of placement 

 

4.2  


Only one period of leave is available per placement regardless of the number of children placed. 

 

4.3  



If the adoption does not complete for any reason (mismatch, death of child, etc) the adopter is entitled to 

up to 8 weeks leave after the end of the placement. 

 

5  

Notification 

 

5.1  



Employees intending to take adoption leave must inform the college of this intention within 7 days of being 

notified. (see Appendix 6

 

5.2  


If it is not reasonably practicable to inform the College of the intention to take leave as 5.1, notice should 

be given as soon as is reasonably practicable 

 

5.3  


The employee should also inform the college of 

  

(i)   the date when the child is expected to be placed with them 



 

(ii)   the date when the leave is requested to start   

 


 

 

 

Parental Rights 



 

Policy 

Adoption Policy

 

 

May  2013 



P age  -  16  - 

Ref :P OL0045 

 

 

 



5.4  

The employee can change the date on which they intend to start their leave by giving 8 weeks notice in 

advance (where practicable) or as soon as is practicable with a written explanation for the delay. 

 

5.5 



The college will respond within 28 days of your notification, giving the return to work date, this is called the 

Expected Return Date. 

 

5.6  


A copy of the Matching Certificate from the agency must be provided to the College. 

 

6  



Adoption Pay 

 

6.1 



To be eligible for adoption pay, the employee must satisfy the qualification in 2.2 plus have earnings equal 

to or above the lower earnings limit applying to National Insurance Contributions. 

 

6.2 


The employee will receive the following 

 

39 weeks or 90% of earnings whichever is the lower. 



 

Not all employees will be eligible for SAP, in which case they should apply to the Benefits Agency to see 

whether they are entitled to further allowances. 

 

7  



Additional Adoption Leave (AAL

 

7.1  



Any additional adoption leave beyond the 39 weeks shall be unpaid. 

 

8  



Pensions Contributions 

 

8.1  



An employee in receipt of remuneration being SAP, will be treated as though they are working normally for 

purposes of access to occupational pension scheme membership and benefit.  The college will pay the 

normal contribution towards the pension scheme for the period of OAL.  The employee is only required to 

pay contributions on the amount of the actual OAL. 

 

8.2 


Employees who wish to continue contributions during a period of unpaid AAL should contact the pensions 

authority to obtain the appropriate advice on how to do so. 

 

9  

General Issues 

 

9.1  



Adoption leave is not sick leave and will not be taken into account when calculating any period of sick 

leave entitlement. 

 

9.2  


During the 26 weeks of OAL the contract continues to run and the employee continues to accrue annual 

leave.  Any salary increases awarded to other staff will also apply. 

 

9.3  


Any employee unable to return to work after their adoption leave due to illness will be treated as if they 

were on sick leave and will therefore be entitled to sick pay. 

 

9.4  


Periods of adoption leave are regarded as continuous service for the purpose of calculation entitlements to 

employment benefits. 

 

9.5  


This scheme will be received on a regular basis in accordance with legislative developments and the need 

for good practice within the Corporation. 

 

9.6 


A member of staff returning to work after adoption leave should be handled under the Return to Work After 

Long Term Absence policy.   

 


 

May  2013 

P age  -  17  - 

Ref :P OL0045 

 

 

 



 

 

 

 

Parental Rights 



 

Policy 

Parental Leave Policy

 

 

May  2013 



P age  -  18  - 

Ref :P OL0045 

 

 

 



Parental Leave  

 



Parental Leave 

 

Parental Leave was introduced to give parents of children born or adopted after 15 December 1999 the right to take 



a period of time off work to look after or make arrangements for the child. 

 



Qualifications for Leave 

 

2.1 



to be eligible for parental leave, the employee needs to meet the following criteria. 

 

(i)  to have completed one year's service with the College by the date they wish the leave to commence. 



 

(ii)  have a baby (Mother or Father) or adopt a child after 15 December 1999. 

 

(iii)  becomes a special guardian for a child when a court makes a special guardianship order (SGO). 



 



Duration of Leave 

 

3.1 



The employee is entitled to 13 weeks leave for EACH child increasing to 18 weeks from 8 March 2013. 

 

3.2 



Parents of a disabled child are entitled to 18 weeks leave. 

 

3.3 



The leave can be taken in short or long blocks (minimum of 1 week) in consultation and agreement with 

the College.  Parents of a disabled child can take the leave in blocks of one day if necessary. 

 



Timing of the Leave 

 

4.1 



Parents of children born on or after 15 December 1999 can take the leave up to the child's 5th Birthday. 

 

4.2 



Parents of a child placed on or after 15 December 1999 can take the leave during the five years after the 

child is placed (or until the child's 18 Birthday if sooner). 

 

4.3 


If the child is disabled and born on or after 15 December 1981, the leave can be taken up until the child's 

18 Birthday.  (Disabled in receipt of Disability Living Allowance.) 

 



Notification 

 

5.1 



Employees intending to take parental leave must inform the College of this intention at least 21 days 

before they wish the leave to commence, wherever practicable.  If it is not practicable, then as soon as is 

practicable.(see Appendix 7

 

5.2 



The College can postpone the leave for up to 6 months if it would severely disrupt the College work at the 

dates indicated by the employee.  

 

5.3 


The College cannot postpone the leave if the employee gives notice to take it immediately following the 

birth or adoption placement.   



 

 

 

Parental Rights 



 

Policy 

Parental Leave Policy

 

 

May  2013 



P age  -  19  - 

Ref :P OL0045 

 

 

 





Parental Leave Pay 

 

6.1 



Parental leave is unpaid. 

 



Pensions Contributions 

 

 



7.1 

Employees who wish to continue to make contribution during a period of unpaid leave should contract the 

pensions. 

 



Returning to Work 

 

8.1 



An employee returning after a period of four weeks or less leave is entitled to return to the original job on 

their job description and under the original contractual terms. 

 

8.2 


Any pay awards or increments will be credited in the usual way. 

 

8.3 



An employee returning from Parental leave in excess of four weeks or directly at the end of maternity leave 

will return to the original post whenever that is reasonably practicable. 

 



General Issues 

 

9.1 



Employees are guaranteed the right to return to the same job at the end of their parental leave, if the leave 

period was for four weeks or less. 

 

9.2 


If the parental leave was for a longer period, employees are entitled to return to a similar job which has the 

same or better status as the original job, and the same terms and conditions. 

 

9.3 


Parental leave is not sick leave and will not be taken into account when calculating any period of sick leave 

entitlement. 

 

9.4 


Holidays are not accrued during a period of unpaid leave. 

 

9.5 



Periods of parental leave are regarded as continuous service for the purpose of calculating entitlements to 

other benefits. 

 

9.6 


This scheme will be reviewed on a regular basis in accordance with legislative developments and the need 

for good practice with the corporation.  

 

9.7 


The College will ask for evidence of entitlement to Parental leave which may include: 

 

(i)   evidence of employee’s responsibility for the child, which could include child birth certificate, parental 



responsibility order, adoption order. 

 

 



(ii)   details of any parental leave taken with another employer. 

 

(iii)   the child’s entitlement to disability living allowance. 



 

9.8 


The College will make regular contact with the employee on leave, which may include: 

 

(i)   sending copies of the College newsletter (Grapevine) and any other relevant information. 



 

(ii)   sending by the line manager, minutes/agendas from any meetings 

 

(iii)   sending training information 



 

(iv)   inclusion in social events 

 

(v)  updating on any relevant developments within the workplace.    



 

 

 

Parental Rights 



 

Policy 

Emergency Leave for Care of Dependants

 

 

May  2013 



P age  -  20  - 

Ref :P OL0045 

 

 

 



Emergency Leave for Care of Dependants  

 



Emergency Leave for Care of Dependants 

 

 



All employees may take a reasonable period of paid/unpaid leave to deal with an emergency 

 

involving a dependant or a domestic crisis.  This is not expected to be more than half a day or one day. 



 



Emergency care of dependants includes: 

 

(i)  If a dependant falls ill or has an accident, or is assaulted and is physically hurt or distressed. 



 

(ii)  To make longer term care for a dependant who is ill or injured. 

 

(iii)  To deal with the breakdown in care arrangement for a dependant. 



 

(iv)  To deal with an incident involving the employee's child during school hours. 



NB   Emergency leave does not include staying at home with an ill relative.  This should be arranged with the 

Line Manager through holiday, toil or unpaid. 

 



Who is a Dependant? 

 

3.1 



A dependant is the partner, child or parent of the employee or someone who lives with the employee as 

part of the family or depends on them for support should they become ill. 

 



Duration of Leave 

 

4.1 



The emergency leave should be half day or one day maximum and is focused on dealing with the crisis 

rather than ongoing care. 

 



Notification of Leave 

 

5.1 


The employee who needs to take emergency leave should notify the line manager / and / or Personnel as 

soon as is reasonably practicable. 

 

5.2  


On return to work, the employee should report to Personnel to complete the absence authorisation if it was 

not completed before leaving. 

 



Emergency Leave Pay 

 

6.1 



The emergency leave will be paid at the normal rate of pay. 

 



General Issues 

 

7.1 



Employees can request emergency leave in situations which do not involve a dependant but which do 

involve a domestic crisis. 

 

7.2 


Examples of such non-dependant crisis would include: 

 

(i)  Vehicle Theft 



 

(ii)  Vehicle Accident 

 

(iii)  Burglary 



 

(iv)  Emergency repairs which arise from fire; flooding etc. 

 

 

7.3 



A non-dependant crisis would attract a maximum of 1 day's pay in most circumstances. Where possible 

staff should arrange to deal with situations through holidays and toil. 

 

7.4 


The employee should notify the Line Manager or Personnel before they leave the College. 

 

7.5 



On return to work the employee should report to Personnel to complete the absence authorisation if it was 

not completed before leaving.    



 

May  2013 

P age  -  21  - 

Ref :P OL0045 

 

 

Appendix 1 



 

NOTIFICATION OF ANTICIPATED ABSENCE DUE TO PREGNANCY AND  

APPLICATION FOR MATERNITY PAY

 

 

1.



 

Ensure that you obtain and understand the College’s pack called “Your Maternity Rights” 

 

2.

 



Complete this form and send it to the Personnel Office at least 15 weeks before your EWC (Baby is due); your rights may be 

affected if you do not comply with this. 

 

3.

 



Attach the original of your maternity certificate (form MAT.B1) which will be issued by your doctor or midwife. 

 

Please complete the following: 

 

Name   


 

 

 



 

 

 



 

 

 



 

 

 



 

Post     

 

 

 



 

 

 



 

 

 



 

 

 



 

Home address     

 

 

 



 

 

 



 

 

 



 

 

 



Payroll number     

 

 



 

 

 



 

 

 



 

 

 



 

Date of appointment to North Lindsey College 

 

 

 



 

 

 



 

 

 



 

Full-time or part-time   

 

 

 



 

 

 



 

 

 



 

 

 



Part-time normal weekly hours of work   

 

 



 

 

 



 

 

 



 

 

Expected date of confinement   



 

 

 



 

 

 



 

 

 



 

 

Date you wish to start maternity leave   



 

 

 



 

 

 



 

 

 



 

Do you intend to take Additional Maternity Leave (if eligible)?   

 

 

 



YES/NO  

 

Do you wish to continue paying into the Pension Scheme? 



 

 

 



 

YES/NO  

 

Do you intend to return to work for at least 3 months after the birth of your child?   



 

YES/NO 

 

I claim my maternity pay.  I agree to pay back any contractual maternity pay paid to me if I do not return to work for at least 3 



months after the birth of my child. 

 

Signed:   



 

 

 



 

 

 



  Date:     

 

 



 

 

 



 

FOR PERSONNEL SECTION USE ONLY 

All details confirmed 

Copy of form to payroll 

MAT.B1 to payroll 

Copy of form to superannuation section 

Entitlement to Additional Maternity Leave 

 

 

 



 

 

 



YES/NO 

Expected Return to work date after Ordinary Maternity Leave     

 

 

 



 

 

 



Expected Return to work date if eligible to Additional Maternity Leave     

 

 



 

 

 



Superannuation Payments 

 

Signed:   



 

 

 



 

 

 



  Date:     

 

 



 

   


 

May  2013 

P age  -  22  - 

Ref :P OL0045 

 

Appendix 2 



 

 

 



 

 

 

 

 

 

Our ref:  JEK/MAT1/PHB 

 

Direct Dial Telephone: (01724) 294022 



Email:  personnel@northlindsey.ac.uk 

 

DATE 



 

Dear  

 

Confirmation of: 

Ordinary Maternity Leave and Additional Maternity Leave Return to Work Dates 

 

Thank you for notifying us of your pregnancy. 



 

I would like to confirm with you that you intend to start your maternity leave on  2008, which 

means your return to work date after your Ordinary Maternity Leave will be 

 

Your entitlement to paid maternity leave (39 weeks) ends on 



 

Your return to work date following Additional Maternity Leave would be 

 

If you have any queries regarding your maternity leave, please do not hesitate to pop into Personnel or 



call on extension 4022 and we will be pleased to help. 

 

Yours sincerely 



 

 

 



 

 

HR Manager 

 

 

 



 

 

May  2013 

P age  -  23  - 

Ref :P OL0045 

 

Appendix 3 



 

PERSONNEL DEPARTMENT 

Kingsway, Scunthorpe, North Lincolnshire 

DN17  1AJ 

Tel:  01724  294021     Fax:  01724  294023 

E-Mail: personnel@northlindey.ac.uk 

 

 

 



NOTIFICATION OF BIRTH FORM 

 

Name: 



 

Address: 

 

 

 



 

 

Payroll Reference Number: 



 

 

 



I am pleased to announce the birth of my baby, who was born on: 

 

(date



 

My baby’s name is: 

 

 

 



Signed: 

 

 



Date: 

 

 



 

May  2013 

P age  -  24  - 

Ref :P OL0045 

 

 

Appendix 4 



 

NOTIFICATION OF PROPOSED DATE OF RETURN TO WORK 

FROM MATERNITY LEAVE 

 

 



1.

 

Please return this form to the Personnel Office 8 weeks before your proposed date of return.  If you want to return 



before the end of your 26 week Ordinary Maternity leave or Additional 26 weeks Leave. 

 

2.



 

If you give less than 8 weeks notice the College may make you delay your return until someone covering your post 

works out their notice.   

 

3.



 

Read the College’s statement of Maternity Rights to ensure you give notice in time.  Failure to do so may lose you your 

right to return. 

 

 



NAME:   

 

 



 

 

 



 

 

 



 

 

 



 

ADDRESS:   

 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

End date of 26 weeks leave   

 

 

 



 

 

 



 

 

 



 

PROPOSED DATE OF RETURN TO WORK:     

 

 

 



 

 

 



 

 

 



IF YOU HAVE OBTAINED OTHER EMPLOYMENT OR HAVE DECIDED NOT TO RETURN TO NORTH LINDSEY 

COLLEGE, PLEASE GIVE DETAILS: 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

 

 



 

Signed:   

 

 

 



 

 

  Date:     



 

 

 



 

 


 

May  2013 

P age  -  25  - 

Ref :P OL0045 

 

 

Appendix 5 



 

NOTIFICATION OF ABSENCE FOR PATERNITY LEAVE 

 

1.



 

Ensure that you obtain and understand the Parental Rights Policy – Paternity Leave. 

 

2.

 



Complete this form and send it to Personnel at least 15 weeks before the Expected Week of 

Confinement (baby due). 

 

3.

 



Copy of the Mothers MatB1 should be attached (this can be a photocopy

 

Please complete the following: 



 

Name   


 

Post 


 

 

Payroll Number 



 

 

Date of Appointment to NLC   



 

 

Full or Part-time 



 

 

Normal weekly hours of work   



 

Expected week of confinement 

 

 

Date you wish to start Paternity Leave   



 

Do you intend to take   

1 week 

 

 



 

 

 



 

2 weeks 


 

 

Signed 



 

Date   


 

 

For Personnel Use Only 

 

All details confirmed 



 

 

Copy of form to Payroll   



 

Signed 


 

Dated   


 

May  2013 

P age  -  26  - 

Ref :P OL0045 

 

 

Appendix 6 



 

NOTIFICATION OF ABSENCE FOR ADOPTION LEAVE 

 

1.



 

Ensure that you obtain and understand the Parental Rights Policy – Paternity Leave. 

 

2.

 



Complete this form and send it to Personnel within 7 days of being notified of a placement (or as soon as is 

reasonably practicable). 

 

3.



 

Please attach a copy of the Matching Certificate. 

 

Please complete the following: 



 

Name   


 

Post 


 

 

Payroll Number 



 

 

Date of Appointment to NLC   



 

 

Full or Part-time 



 

 

Part-time normal weekly hours of work 



 

 

Expected placement date 



 

 

Date you wish to start Adoption Leave   



 

Do you intend to take Additional Adoption Leave (if eligible

Yes   

No 


 

 

Do you intend to return to work for at least 3 months after the Adoption placement  Yes   



No   

 

 



Signed 

 

Date   



 

 

For Personnel Use Only 



 

All details confirmed 

 

 

Copy of form to Payroll   



Matching certificate to Payroll   

 

Copy of form to Superan Section   



Superan payments 

 

 



Entitlement to Additional Adoption Leave  Yes   

No   


 

Expected return to work date after OAL 

 

 

Expected return to work date if eligible to AAL   



 

 

Signed 



 

Dated   


 

 

May  2013 

P age  -  27  - 

Ref :P OL0045 

 

 

Appendix 7 



 

NOTIFICATION OF ABSENCE FOR PARENTAL LEAVE 

 

1.



 

Ensure that you obtain and understand the Parental Leave Policy  

 

2.

 



Complete this form and send it to Personnel at least 21 days before you wish the leave to commence. 

 

3.



 

A copy of the birth certificate/Adoption certificate should be attached (this can be a photocopy

 

Please complete the following: 



 

Name   


 

Post 


 

 

Payroll Number 



 

 

Date of Appointment to NLC   



 

 

Full or Part-time 



 

 

Normal weekly hours of work   



 

Date you wish to start Parental Leave   

 

Length of Parental Leave 



 

 

wk/wks 



 

Including this absence Total Parental Leave to date 

 

 

Signed 



 

Date   


 

 

For Personnel Use Only 



 

All details confirmed 

 

 

Copy of form to Payroll   



 

Signed 


 

Dated   


 

 

Document Outline

  • Appendix 2


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