MATERNITY BENEFIT ACT PDF
(1) This Act may be called the Maternity Benefit Act, (2) It extends to the whole of India 2***. (3) It shall come into force on such date3* as may be notified. Page 1. Page 2. Page 3. Page 4. PDF | On May 3, , Venkata Vara Prasad Janjanam and others Maternity benefit act was legally introduced in India for the first time in.
|Language:||English, Spanish, Portuguese|
|Genre:||Health & Fitness|
|ePub File Size:||20.57 MB|
|PDF File Size:||19.61 MB|
|Distribution:||Free* [*Regsitration Required]|
PDF | On 11 August , amending the Maternity Benefit Act, , the new bill, The Maternity Benefit (Amendment) Bill, was introduced and passed in. The benefits under the Maternity Benefit Act are available to all female employees, who are not covered under the Employees' State Insurance. A n Act further to amend the Maternity Benefit Act, BE it enacted by Parliament in the Sixty-eighth Year of the Republic of India as follows.
It conflates maternity benefits with women as mothers, and is framed within the heteronormative paradigm, overlooking the Lesbian, Gay, Bisexual, Transgender and Intersex LGBTI community, and their motherhood or parenting.
This reinforces conventional gender-based divisions of labour, identities and relations. It negatively affects educational and employment opportunities of the caregiver, often a girl child, withdrawn from school to provide care, reinforcing the vicious cycle of poverty and gender inequality. It exposes children to multiple hazards such as toxic environments, extreme weather conditions, animal and insect bites, traffic or other accidents in fields, at construction sites, markets.
Cash Benefits @ Maternity Act:
In the case of women in the sex sector, it exposes children to sex too early in child debilitating environments. Current usage is reportedly not that high, given the culture of childcare support by extended families or domestic workers at home deRidder and Hutchings Employers have been made fully responsible for providing maternity benefits.
Maternity benefits would impose further cost pressures, risk of litigation, penalties for non-compliance and threatening viability. This could result in recruiting men instead or lowering productivity in women-oriented jobs.
If reduced wages contribute negligibly or negatively to household incomes, women may exit employment, further reducing their labour force participation rates and increasing gender inequalities in employment Khattri This could be averted by tax breaks and public—private partnerships in childcare support to these sectors and for poor communities, without transferring the cost burden to beneficiaries.
There are no post-return career management provisions for women, such as refresher trainings. This creates, nurtures, renews and replenishes the workforce.
In the first instance, to every establishment being a factory, mine or plantation in which 10 or more persons are or were employed on any day of the preceding 12 twelve months.
The Act is applicable to mines, factories, circus industry, plantations, shops and establishments employing ten or more persons, except employees covered under the ESI Act It can be extended to other establishments by the State Governments. Who is Eligible to Maternity Benefit??
Right of Maternity Benefit: Every Pregnant working women in any establishment are eligible for Maternity Benefit, provided they have served in the establishment for at least 80 days in 12 Twelve months before the expected date of delivery. Subject to the provisions of this Act, every employed woman shall be entitled to, and her employer shall be liable for the Payment of maternity benefit of the average daily wages including DA, HRA, Food Allow, Incentive Bonus,etc for the period of her actual absence immediately preceding and including the day of her delivery for the six weeks immediately following that day.
Note: No working woman shall be entitled to Maternity Benefit unless she has actually worked in an Establishment of the employer for a period of not less than 80 days in the Twelve months immediately preceding the date of her expected delivery.
Duties of Employee for Maternity Benefits: Under Section - 5 2 of the Maternity Benefit Act, No woman shall be entitled to Maternity Benefit unless she has actually worked in an establishment not less than 80 Days in the 12 months immediately preceding the date of her expected delivery. But aforesaid shall not apply to a woman who has immigrated into the State of Assam and was pregnant at the time of the immigration.
Ten 10 weeks before the date of her expected delivery, she may ask the employer to give her light work for a month.
At that time she should produce a certificate that she is pregnant. She should also name the person to whom payment will be made in case she cannot take it herself. Retrieved 20 July Maternity Benefit Amendments: Closer To Reality".
Archived from the original on 24 October Retrieved 24 October The Times of India. Archived from the original on 23 March Indian legislation.
Maternity benefit act 1961 pdf
Retrieved from " https:In India, maternity leave funding is an investment in gender diversity mandated by many companies. The Directive Principles of State Policy contained in Part IV of the Constitution of India, under Article 41 requires the State to make effective provision for securing the right to work and to education and Article 42 requires that the State shall make provision for securing just and humane conditions of work and for maternity relief.
A study of 9, men and 3, women aged 18 to 49 in seven north Indian states said that one in four men strongly believed that men and women are equal, and men should share housework. In fact, the Standing Committee on Labour in had suggested that the government should create a corpus fund to partially sponsor the costs to be incurred by the employer to provide maternity benefits.
The qualifying conditions to entitlements have resulted in exclusion of a huge number of women; these conditions need to be relaxed so that they benefit all women engaged in paid and unpaid work. Ministry of Women and Child Development: This Ministry is credited with taking up issues and concerns related to women just as it did in Maternity benefit Act A woman needs to be able to give quality time to her child without having to worry about whether she will lose her job and her source of income.
In case of Gross misconduct the employer in written can communicate about depriving such benefit. Ministry of Personnel, Public Grievances, and Pensions — Department of Personnel and training will be looking as to how many funds should be allocated to various services and logistics related to Maternity.
Karishma Gambhir 5.
- FRIENDS WITH BENEFITS IF YOU DARE PDF
- INTRODUCING PSYCHOLOGY SCHACTER 2ND EDITION PDF
- GURPS BASIC SET CHARACTERS PDF
- GUITAR EFFECTS PEDALS THE PRACTICAL HANDBOOK PDF
- MICROBIOLOGY PRACTICAL BOOK
- THINKING PHYSICS UNDERSTANDABLE PRACTICAL REALITY PDF
- ENGLISH TYPING PRACTICE BOOK PDF
- CAM DESIGN AND MANUFACTURING HANDBOOK PDF
- HUMAN COMPUTER INTERACTION 3RD EDITION PDF