Recently managing maternity leave for female employees in
the Work Place has become a daunting
task because new trends are emerging in that area.
These are few of the new trends in managing this delicate
and also statutory matter:
1.
Provision of Crèche by employers in the Work
Place
2.
Granting ‘flexible work hours’ to breastfeeding
mums
3.
Giving paid/unpaid time off (before/after
maternity leave) to women who are having difficult pregnancies or after
delivery. (e.g. Someone who had a stillbirth)
The legal backing in addition to the emotional aspect of
handling the issue is continuously making the matter a “hard nut” to crack.
For the female among us, we all know that no particular
pregnancy is same with another as you experience different things with
different pregnancy. One can be pregnant and not feel anything till delivery,
while same woman can take in again and would spend all the nine months in the
hospital. It is such an unpredictable journey.
Based on the above, what are the best ways (in your opinion)
that female employees’ maternity leave can be adequately managed to achieve the
following:
1.
Adequate utilization of the employee’s talent
2.
Reduction of maternal death in the work place
3.
Effective support to the family life and child care
which translates to ‘Work Life Balance’
4.
Manage change in mood/behavior in some employees
which may affect their job delivery(some people develop serious attitudinal
issues during this period)
Kindly note that when the above is achieved, the result/impact
is availability of a ‘happy workforce’ which translates to low employee
turnover and increased productivity for the employer. This to me is our TARGET
as HR Managers!
Cheers!!!
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