We often link to other websites, but we can't be responsible for their content. Your first main appointment is called your booking appointment. Pensionable pay is defined within Regulation C1 (1) of the NHS Superannuation Scheme (Scotland) Regulations and means, subject to the provisions of this regulation: all salary, wages, fees and other regular payments payable to a member, in respect of pensionable employment as an Officer, but does not include bonuses or payments made to cover expenses or overtime. 15.8 If the employee subsequently wants to change the date from which she wishes her leave to start, she should notify her employer at least 28 days beforehand (or, if this is not possible, as soon as is reasonably practicable beforehand). 13 September 2014 at 4:54PM edited 30 November -1 at 12:00AM in Employment, Jobseeking & Training. It works out your Statutory Maternity Pay (SMP) and NHS Occupational Maternity Pay and provides a monthly net pay amount after deducting your tax, pension contributions and student loan. Publications, video & audio and much more. iv) the need for the employee to give at least 28 days of notice if she wishes to return to work before the expected return date. Health and safety of employees pre and post birth. Blogs from experts on the latest workforce thinking. 15.17 Any such work must be by agreement and neither the employer nor the employee can insist upon it. You should be given information about your rights and choices to help you make your own decisions about treatment and care. 3 posts. However, this may be extended by local agreement in exceptional circumstances, for example, where employees have sick pre-term babies or multiple births. You must not be refused treatment or have it delayed because you need to pay. familiarise yourself with the latest version. You’ll be offered tests during your pregnancy to make sure you and your baby are healthy and well. 15.16 The work can be consecutive or not and can include training or other activities which enable the employee to keep in touch with the workplace. If any health conditions are found, you and your baby can be treated early if it’s needed. You can even elect to spread this over the 12 month leave period which could help you to budget and reduce the tax you pay. This can help to prevent serious illness and can save lives. The employee will return to work on different hours, in the same job. 15.11 To facilitate the process of keeping in touch, it is important that the employer and employee have early discussions to plan and make arrangements for keeping in touch days (KIT days) before the employee’s maternity leave takes place. 15.60 Paragraph 15.66 contains further information on statutory maternity entitlements. If you don't usually live in Scotland, you'll probably have to pay for NHS maternity care, although there are a few exceptions to this. 15.21 Where an employee intends to return to work the amount of contractual maternity pay receivable is as follows: i) for the first eight weeks of absence the employee will receive full pay, less any Statutory Maternity Pay or maternity allowance (including any dependents’ allowances) receivable, ii) for the next 18 weeks the employee will receive half of full pay, plus any Statutory Maternity Pay or maternity allowance (including any dependents’ allowances) receivable, providing the total receivable does not exceed full pay. NHS Employers offers NHS organisations a comprehensive range of events, seminars and conferences to share best practice, get informed and network with colleagues. 15.62 The following breaks in service will also be disregarded (though not count as service): i) employment under the terms of an honorary contract 15.6 Where, locally, staff and employer representatives agree arrangements which provide benefits to staff beyond those provided by this section, those local arrangements will apply. 15.27 Odd days of pregnancy-related illness during this period may be disregarded if the employee wishes to continue working till the maternity leave start date previously notified to the employer. If you can’t make an appointment for some reason, then it’s okay to rearrange it. This info does not constitute financial advice, always do your own research on top to ensure it's right for your specific circumstances and remember we focus on rates not service. 15.31 Where an employee’s baby is born before the 11th week before the expected week of childbirth and the baby is in hospital, the employee may split her maternity leave entitlement, taking a minimum period of two weeks’ leave immediately after childbirth and the rest of her leave following her baby’s discharge from hospital. You must not be refused treatment or have it delayed because you need to pay. FIRST MORTGAGE PRISONERS FREED UNDER NEW AFFORDABILITY RULES AFTER MSE CAMPAIGN, TRAVELLERS ARRIVING IN ENGLAND TO BE ABLE TO CUT QUARANTINE IF THEY PAY FOR CORONAVIRUS TEST, HSBC AND FIRST DIRECT CUT REGULAR SAVINGS RATES TO 1%, https://www.litrg.org.uk/latest-news/news/181127-childcare-vouchers-and-maternity-leave. 15.2 Paragraphs 15.7 to 15.55 of this Section set out the maternity leave and pay entitlements of NHS employees under the NHS contractual maternity leave scheme. 15.38 If, at the end of maternity leave, the employee wishes to return to work on different hours, the NHS employer has a duty to facilitate this, wherever possible. Tuesday, December 11, 2018. 15.53 Women who have recently given birth should have paid time off for post-natal care for example attendance at health clinics. 15.48 Maternity leave, whether paid or unpaid, shall count as service for annual increments and for the purposes of any service qualification period for additional annual leave. 15.28 Where an employee’s baby is born alive prematurely, the employee will be entitled to the same amount of maternity leave and pay as if her baby was born at full term. Keeping in touch during the maternity leave period. The policy details the eligibility criteria for the occupational scheme and the application process. 15.7 An employee working full-time or part-time will be entitled to paid and unpaid maternity leave under the NHS contractual maternity pay scheme if: i) she has 12 months’ continuous service (see paragraphs 15.61 to 15.65) with one or more NHS employers at the beginning of the 11th week before the expected week of childbirth. In Scotland, the NHS provides pregnancy, labour and postnatal (after birth) care. Statutory Maternity Pay will be paid regardless of whether she satisfies the conditions in paragraph 15.7. Some women may need more or have appointments with other members of the healthcare team. Fixed-term contracts or training contracts. 15.20 Any employee who is breastfeeding must be risk assessed and facilities provided in accordance with paragraph 15.34. If you’re not sure what these mean or if you want more information, ask your midwife to explain. ii) she notifies her employer in writing before the end of the 15th week before the expected date of childbirth (or if this is not possible, as soon as is reasonably practicable thereafter): (a) of her intention to take maternity leave, (b) of the date she wishes to start her maternity leave – she can choose when to start her maternity leave – this can usually be any date from the beginning of the 11th week before the baby is born (but see paragraph 15.8), (c) that she intends to return to work with the same or another NHS employer for a minimum period of three months after her maternity leave has ended. They might also do a growth scan. 15.1 All employees will have the right to take 52 weeks of maternity leave. 15.59 All employees will have a right to take 52 weeks of maternity leave whether or not they return to NHS employment. 1 Document Control Date Ratified 22/04/2009 Reviewed 00/04/2011 Reviewed 08/05/2013 Reviewed 01/03/2015 Reviewed …

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