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11 Appendix 2: Sample Policy Statements 11.1 Maternity Leave All female employees are entitled to 18 weeks maternity leave. Maternity leave must commence no later than 2 weeks before the end of the expected week of confinement. During this time, employees will be treated as if they were still present in their job with all contractual benefits still applying. On return to work, they will be entitled to return to the same job under the same terms and conditions as before. 11.2 Additional Maternity Leave An employee who has taken 18 weeks maternity leave may also take another 8 additional weeks (unpaid) commencing immediately after her 18 weeks maternity leave. Additional maternity leave will count for employment rights such as service and accrual of annual leave and public holidays. Please advise your manager as soon as possible that you are pregnant, as this is crucial in case extra precautions are needed to protect the health and safety of both you and your baby. 11.2.1 Procedure • Discuss with your manager your intention to take maternity leave • Confirm your date of intention to take this leave at least 2- 4 weeks prior to the leave • Attach a copy of the doctor's certificate confirming the expected date of birth of the baby • 4 weeks before you return to work you must confirm your intention of returning in writing • Should you wish to take 8 weeks additional maternity leave, you must request this 4 weeks in advance of the end of your 18 weeks maternity leave, stating your intention to take this extra leave 11.3 Ante-Natal/Post-Natal Visits All female employees are entitled to paid time off for one set of ante-natal and doctor's visits. Please provide medical certificates to your manager two weeks in advance of each visit so that the appropriate arrangements can be made for your absence. 11.4 Maternity Benefit Employees who have paid the required PRSI contributions may qualify for payment from the Department of Social, Community and Family Affairs during the 18 weeks maternity leave but not for the (optional) 8 weeks additional leave. 11.5 Parental Leave Any full-time permanent employee (with one year's service) who is a natural or adoptive parent (male and female) is entitled to 14 weeks unpaid leave to enable him/her to take care of his/her child. If you have less than one year's service and your child is reaching the age threshold (5) and you have over three months service, the entitlement will be one week for each month worked with the company. During this time, employees will be treated as if they were still present in their job with all contractual benefits still applying with the exception of pay. To qualify for this, the child must be born after June 3rd 1996 and be under five years of age and up to 8 in cases of adoption. 11.5.1 Procedure • Talk to your manager about your intention to take parental leave a minimum of six weeks in advance • Complete the 'Notice for Parental Leave Form' detailing how long you wish to take leave etc. • Retain a copy of this form and forward one copy to your manager • On receiving approval from your manager you will receive a confirmation document outlining the terms of this arrangement. Please retain this for your records In so far as is feasible, all employees will be entitled to return to their normal job on completion of their period of parental leave. Any employee abusing their entitlement to parental leave will immediately have their parental leave entitlement terminated and will be subject to the disciplinary process. page 32
11.6 Force Majeure Leave All employees are entitled to 3 days paid leave in a 12-month period or 5 days in 36 consecutive months in the event of illness or injury and their assistance is required. Any employee wishing to take Force Majeure leave may do so in respect of: Child/adoptive child Spouse/partner Brother/sister Person to whom they are in loco parentis Force Majeure Leave is available to any employee whose situation meets the following criteria: 1. Urgent 2. Immediate 3. Indispensable 11.6.1. Procedure: • Give notice where possible - either telephone your manager or speak to the office manager • Where possible, give some explanation for absence on your return by completing the force majeure leave form located in 'My Documents/parental leave/force majeure leave form' and forwarding it to your manager • All information exchanged for this absence will remain strictly confidential points, lockable door, comfortable chairs, a table, hand washing facilities, a fridge (where possible) a secure breast pump storage area, as well as the use of a company provided electric breast pump (where possible). • Access to breastfeeding resources. Employees who are pregnant or considering parenthood will be provided with the booklet “Combining Breastfeeding and Work” along with information on maternity leave/parental leave entitlements and work/life balance information Flexible work options: Employed expectant and new mothers can negotiate flexible work options (such as flexi-time, parttime, job sharing and home based work) with her employer, taking in account both the employee's and organisation's needs 11.7 Breastfeeding We, (Employer) recognise the importance of breastfeeding and undertake to promote and support breastfeeding by providing the facilities and supports necessary to enable mothers in our workforce to combine breastfeeding with their work. Facilities and support include: • The provision of breastfeeding breaks. The timing of these paid breaks can be negotiated between the employed breastfeeding mother and her line manager or supervisor • For the purposes of breastfeeding or breast milk expression access will be provided to a clean, private room with power page 33
Page 1: Supporting Employers Supporting Chi
Page 5: Table of Contents 1 Executive Summa
Page 8 and 9: The legislation covers all pregnant
Page 10 and 11: 3 Employer Childcare Options 3.1 In
Page 12 and 13: The employees get to spend quality
Page 14 and 15: Market Feasibility This includes a
Page 16 and 17: 4 Grants 4.1 Equal Opportunity Chil
Page 18 and 19: employees is exempt from Employer's
Page 20 and 21: 6 Case Studies (Large) 6.1 Northbro
Page 22 and 23: 6.3.2 Measures Penguin measures to
Page 24 and 25: • Lactation support network • P
Page 26 and 27: 7 Case Studies (Medium) 7.1 Botanic
Page 28 and 29: 8 Case Studies (Small) 8.1 Calor Ga
Page 31 and 32: 9 Appendices APPENDIX 1 28 Childca
Page 33 and 34: at least four weeks before the day
Page 35: 10.8 Disputes Under the Acts Disput
Page 39 and 40: Contact Details for County and City
Page 41 and 42: 12.1 Other Useful Contacts Contact
Page 43 and 44: c.Child #3 ❑ Under 1 Year ❑ 1 -
Page 45 and 46: 14 Appendix 5: Examples from Best U
Page 47 and 48: last year to a whopping 4,000 from

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