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The woman goes to work, what she does to her employer on January 10, a viewer of HR Julia Gijerin, a business consultant on personnel management and labour law, explains how to help the employee to get into work faster after the decree and what conditions she needs to ensure. For the company, however, the employee is interesting in terms of the results he produces, but there is more than just work in every persons' life.

Contents:

• Dismissal of the mother of her own free will
• Maternity-pregnancy-pregnancy-pregnancy-pregnancy-pregnancy-pregnancy-pregnancy-pregnancy-pregnancy-pregnancy-pregnancy-pregnancy-pregnancy
• The mother wants to work part-time.
• How to get into a decree if you're replacing the maternity.
• Early leave from childcare leave until the age of 3
• Why do mothers become a burden on employers?

Dismissal of the mother of her own free will

The passport change documents can be removed from the maternity office, yes, it is possible. There is no law against doing so.

But there are some subtleties. Usually when you apply for a job like this, you have a fixed-term contract with you. It specifies the date, the end of the job. It's usually the date when the previous employee has to go to work. This is known in advance, because when maternity leave and parental leave are granted, a statement is written.

If you have a contract like this, it is likely that you will renew it; for example, a permanent employee has initially applied for a child-care leave of up to one and a half years, but then has decided to extend it to three years; in this case the date of her entry into employment and the management is more comfortable to extend the contract with an already existing employee than to seek a new one.

If a woman in a decree decides not to go to work and quit her job, she must be granted a leave of one hundred forty days during normal pregnancy.

One hundred and fifty-six days in childbirth with complications and one hundred ninety-four in pregnancy with several children. This is the part of the decree that is correctly referred to as maternity leave.

And when you have reached the end of your period of leave and have not given birth, the contract shall be extended until the date of delivery; and when you have given birth, then leave is granted on the day when you have given birth.

But bear in mind that you will then be dismissed, either when your contract has been terminated or when the previous staff member has taken up his duties, and do not be afraid of being dismissed while in hospital for an prenatal period.

According to the law, you can't fire an employee while you're sick and you have a sick leave, so you can leave the maternity ward and not be afraid that you'll be fired on the same day, before you give birth, you can be perfectly calm.

If an employee leaves the maternity leave by decree, he must pay compensation for the maternity leave; the amount of the compensation is directly dependent on your average monthly and average daily wage; in order for these figures to be calculated for the preceding two years and for these periods; if you work for a maternity post less than this period, you can submit a certificate from other places of work for the period in question, and in the absence of such documents the calculation of the maternity leave will be based on the minimum wage.

In any case, you will not receive less than the minimum limit for maternity leave, which is currently 26,000 roubles, and in the case of post-natal benefits, if you have not been dismissed after the birth of the child, the employer is obliged to pay the lump sum paid to any woman who has given birth, which now amounts to 15,000 roubles.

If you can go from maternity to maternity leave, you will be paid 40 per cent of your average monthly salary every month, but only until the permanent employee returns to work or until your contract is completed. After this payment is terminated. Now that you know whether to leave the maternity office, you can be calm.

If you need it, you will be given leave and the money will be paid, but the best option is if you have any vacancies in the organization to try them before you go to the decree, so that you will be protected from dismissal on the day of birth, and you will be able to obtain the rest of the State's compensation and benefits, and there will be no interruption in your years of service, but now you know your rights, and if the management decides to dismiss you as soon as you leave the decree and the contract has not expired, you can resolve the matter through a court.

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In other words, she has the right to interrupt him at any time and to go to work. To consider the issues that may arise in practice in this situation, as well as in connection with the work of the mother during her maternity leave. By interrupting her leave of absence, situation 1. The employee plans to take her main job. Does she need to be informed about this by the employer?

A staff member on maternity leave shall not be required to serve a period of two weeks before leaving; if the dismissal takes place immediately after the maternity leave, shall she apply for leave of office two weeks before the end of the decree; the last day of the work shall be indicated as the last day of the decree; if the dismissal takes place after the maternity leave of her own free will, the manager shall calculate the staff member and issue the book on the last day.

The mother wants to work part-time.

It is not only a woman who is the mother of the child who may be on parental leave. In the case of custody of the child, care leave is granted to the working guardian. Under article 8, the leave of care shall cease from the day following the day of loss of the grounds on which the leave was granted. Article 9, paragraph.

How to get into a decree if you're replacing the maternity.

The law divides this period into two parts: maternity leave, starting with 30 weeks of pregnancy, and in case of complications or multiple fertility, two weeks early; parental leave, starting with the birth of a child until the child is three years old; maternity leave under BIR is nothing more than a hospital leave, which is given to a woman in order to allow her to rest more and not to have a greater physical burden.

There's no law that prohibits it, but there's a subtlety.

Early leave from childcare leave until the age of 3

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Why do mothers become a burden on employers?

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