Post by account_disabled on Dec 19, 2023 1:09:50 GMT -8
Period in which the female employee is pregnant or on maternity leave, unless the respective unit is dissolved or goes bankrupt. At the end of maternity leave, the employee has the right to return to her last job or to a job to which would have been entitled during the absence.benefit from any improvement in working conditions, as well as the right to equivalent By Law / , they were transposed into national legislation: art. and of Council Directive no. / /CEE of October on the implementation of measures to encourage the improvement of safety and health at work for pregnant, lactating or breastfeeding workers and Directive / /CEE of December on the application of the principle of equal treatment between men and women employed in an independent activity, including agricultural, as well as the protection of independent workers during pregnancy and maternity.
Law no. / for the amendment and completion of O.U.G. no. / regarding country email list maternity protection at workplaces provides, as well as O.U.G. / provide: The employee must notify her employer in writing about her physiological state of pregnancy, attaching to this effect a medical document issued by the family doctor or the specialist doctor. The employer has the state of pregnancy of the employee, when the pregnancy is not visible, not being able to notify other employees about this except with the employee's written consent. Compulsory postnatal leave has a duration of days, as part of pregnancy and maternity leave with a total duration of days. Employers have the obligation to adopt the necessary measures so that pregnant employees or those who have recently given birth and/or are breastfeeding are not exposed to risks that may affect their safety and health.< /spa.
The employee who benefits from maternity risk leave is entitled to maternity risk compensation, its amount being equal to % of the average monthly income made in the last months prior to the date of the medical certificate by which the maternity risk leave was ordered. Employees who are pregnant or who have recently given birth and who carry out their activity only in an upright or sitting position have the right to be provided , at regular time intervals, breaks and arrangements for rest in a sitting position or for movement, respectively, unless such an arrangement is not possible, in which case the employer has the obligation to change the workplace of the respective employee. If prenatal investigations can only be carried out during working hours, the employer is obliged to grant employees time off to perform them, within the limit of hours.
Law no. / for the amendment and completion of O.U.G. no. / regarding country email list maternity protection at workplaces provides, as well as O.U.G. / provide: The employee must notify her employer in writing about her physiological state of pregnancy, attaching to this effect a medical document issued by the family doctor or the specialist doctor. The employer has the state of pregnancy of the employee, when the pregnancy is not visible, not being able to notify other employees about this except with the employee's written consent. Compulsory postnatal leave has a duration of days, as part of pregnancy and maternity leave with a total duration of days. Employers have the obligation to adopt the necessary measures so that pregnant employees or those who have recently given birth and/or are breastfeeding are not exposed to risks that may affect their safety and health.< /spa.
The employee who benefits from maternity risk leave is entitled to maternity risk compensation, its amount being equal to % of the average monthly income made in the last months prior to the date of the medical certificate by which the maternity risk leave was ordered. Employees who are pregnant or who have recently given birth and who carry out their activity only in an upright or sitting position have the right to be provided , at regular time intervals, breaks and arrangements for rest in a sitting position or for movement, respectively, unless such an arrangement is not possible, in which case the employer has the obligation to change the workplace of the respective employee. If prenatal investigations can only be carried out during working hours, the employer is obliged to grant employees time off to perform them, within the limit of hours.