Maternity leave rules uttar pradesh

The Maternity Benefit Act is one of the best steps taken by the government to protect women employment while they experience their Maternity. Maternity Benefit is basically the benefit of getting full paid absence from work. This benefit is given to the woman with the motive to help her in taking care of her child. As per the government rules, every establishment having 10 or more employees need to apply this act in the organization. Recently our Honorable Prime Minister Shri Narendra Modi has given approval to some amendments to the Maternity Benefit Act, 1961. Yes, in Parliament he has introduced the Maternity Benefit (Amendment) Bill, 2016. The amendment introduced in the Parliament will help more than 2 million women currently working in the organizations. 2 Solved Example on The Maternity Benefit Act 1961 Applicability of the Maternity Benefit Act 1961 The Maternity Benefit Act is applicable to all the organizations including the factories, plantations, mind, government organizations, legislative organizations, shops or any other organization that is centered by the central government. Eligibility required availing the benefits of the Maternity Benefit Act 1961 As per the details available, women working in any organization for a minimum of 80 days in the last year are eligible to get the Maternity Benefit. The amount given to the pregnant women will be based upon the daily wages that they receive while working. Latest Changes in the Maternity Benefit Act 1961 As stat...

उ० प्र० राज्य कर्मचारियों के लिए सुनिश्चित करियर प्रोन्नयन/ए०सी०पी० (A.C.P ) की व्यवस्था पति के सेवारत पत्नी से अलग किये गए तबादले पर उ०प्र० हाइकोर्ट की रोक । केवल एन.पी.एस न अपनाने पर बेसिक शिक्षा विभाग नही रोकेगा वेतन । उत्तर प्रदेश के पेंशनर्स के लिए खुशखबरी, महंगाई राहत देने की स्वीकृति कर्मचारियों की नई प्रोमोशन व्यवस्था में अब अंतिम पांच वर्षों में 36 माह की ACR जरूरी। देखें शासनादेश Recent Posts • उ० प्र० राज्य कर्मचारियों के लिए सुनिश्चित करियर प्रोन्नयन/ए०सी०पी० (A.C.P ) की व्यवस्था • पति के सेवारत पत्नी से अलग किये गए तबादले पर उ०प्र० हाइकोर्ट की रोक । • केवल एन.पी.एस न अपनाने पर बेसिक शिक्षा विभाग नही रोकेगा वेतन । • उत्तर प्रदेश के पेंशनर्स के लिए खुशखबरी, महंगाई राहत देने की स्वीकृति • कर्मचारियों की नई प्रोमोशन व्यवस्था में अब अंतिम पांच वर्षों में 36 माह की ACR जरूरी। देखें शासनादेश

On August 13, the Tamil Nadu government announced its decision to increase the period of maternity leave for government employees to one year. The move, effective from July 1, might be beneficial to only a fraction of women, but the decision has once again brought into spotlight the need for maternity leave benefits for women professionals out there. A few years ago, in August 2016, a much-awaited decision was finally taken by the government—the Rajya Sabha passed the amendments to the Maternity Benefit Act, 1961, increasing the period of maternity leave from 12 weeks to 26 weeks. In March 2017, the bill became a law after being passed in the Lok Sabha. The work culture of today demands women to stay competitive, stick to impossible work deadlines and always be ahead of their game. So, what does it mean to have an extended duration of maternity leave in such a scenario? Is the Tamil Nadu government's decision an indication that a period of six months is less than sufficient for the new mother and the newborn as well? “The minimum duration of six months for maternity leave is primarily based on the exclusive breastfeeding norm for babies. Beyond that, it’s largely a matter of choice and practical issues,” says Dr Jyoti Kapoor, senior psychiatrist and founder, Manasthali, a mental health and well-being platform in Gurgaon. In joint family set-ups earlier, child-rearing, too, was a joint affair and mothers used to do household and farm work while carrying on their baby’s rear...

CHAPTER XIII—MATERNITY LEAVE CHAPTER XIII—MATERNITY LEAVE Rules made by the Governor under Uttar Pradesh Fundamental Rule 101 153*. Maternity leave on full pay which a female government servant, whether permanent or temporary, may be drawing on the date or proceeding on such leave may be granted to her by the head of the department or by a lower authority to whom power may be delegated in this behalf subject to the following:— (1) In cases of confinement the period of maternity leave may extend up to the end of three months from the date of the commencement of leave: Provided that such leave shall not be granted for more than three times during the entire service including temporary service: Provided also that if any female government servant has two or more living children, she shall not be granted maternity leave even though such leave may otherwise be admissible to her. If, however, either of the two living children of the female government servant is suffering from incurable disease or is disabled or crippled since birth or contracts some incurable disease or becomes disabled or crippled later, she may, as an exception, be granted maternity leave till one more child is born to her subject to the overall restriction that maternity leave shall not be granted for more than three times during the entire service. Provided further that no such leave shall be admissible until a period of at least two years has elapsed from the date of expiry of the last maternity leave grante...

Table of Contents • • • • • • • उत्तर प्रदेश सरकार के राजकीय कर्मचारियों हेतु अवकाश नियम सूची एवं अवकाश नियम कोई व्यक्ति लगातार कार्य नहीं कर सकता, इस तथ्य को ध्यान में रखकर प्रति चौबीस घंटे के लिए काम के घंटों को नियत किया जाता है और व्यक्ति, चाहे सरकारी सेवक हो या गैर सरकारी, को नियत घंटों तक ही कार्य करना पड़ता है। जिस तरह व्यक्ति लगातार कार्य नहीं कर सकता, उसी तरह व्यक्ति एक सामाजिक प्राणी है, और उसे सामाजिक तथा पारिवारिक दायित्वों का निर्वहन करना पड़ता है, जिसके लिए उसे पर्याप्त अवकाश की आवश्यकता पड़ती है और कभी-कभी व्यक्ति की शारीरिक या मानसिक स्थिति उसे कार्य करने के लिए अक्षम-बना देती है, जिस कारण उसे शारीरिक तथा मानसिक विश्राम की आवश्यकता होती है या चिकित्सीय उपचार की आवश्यकता होती है और ऐसी स्थिति में भी व्यक्ति को पर्याप्त अवकाश की आवश्यकता होती है। इन्हीं कारणों से उ० प्र० सरकार के अधीन सेवारत कर्मचारियों के लिए अवकाश नियम के सम्बन्ध में वित्तीय हस्त पुस्तिका, खण्ड 2 भाग 2 के मूल नियम 58 से 106 तथा सहायक नियम 35 से 172 तक में प्रावधान किया गया है। सभी अवकाश नियम / शासनादेश एक ही जगह देखें, पढ़ें और आदेश क्लिक करके डाउनलोड करें। स्क्रॉल करते जाएं और पढ़ते जाएं। जिस नियम / आदेश को आप पूरा पढ़ना चाहें उसे क्लिक करके पढ़ सकते हैं। • • • • • • • • • • • • • • • • • • • • • • • • उत्तर प्रदेश में अवकाश नियम संबंधित महत्वपूर्ण शासनादेश • एवं उसके अवकाश नियम । • • महिला सरकारी सेवकों को बाल्य देखभाल अवकाश की अनुमन्यता। अवकाश के सम्बन्ध में कुछ प्रमुख मूल नियम निम्नानुसार हैं : • वित्तीय हस्त पुस्तिका खण्ड दो भाग 2 से 4 के सहायक नियम 35 • अराजपत्रित सरकारी सेवकों को विश...

Question: I want to know whether maternity leave is available for contractual employees in Uttar Pradesh? Currently I am working in XXX department on a contractual basis. After three years of service I have applied for maternity leave but my head of the department has refused stating that I am not eligible. There is some dispute regarding my posting in the department because the head sir wants to take work from another employee who is his relative. Hence, he is refusing to grant maternity leave. Please help. Asked from: Uttar Pradesh Maternity leave refers to a period of time during which a woman is allowed to take time off from work in order to recover from childbirth, bond with her newborn, and attend to the needs of her child. It is considered a form of social insurance because it is a benefit provided by the government or an employer to ensure that women have the necessary support and protection during this significant life event. The primary purpose of maternity leave is to support the health and well-being of both the mother and the child. After giving birth, women typically need time to physically recover, as childbirth can be a demanding process. Maternity leave allows them to rest, regain their strength, and take care of their own health needs. This crucial period allows mothers to establish a strong emotional connection with their infants, promoting their overall development and well-being. By having dedicated time to focus on their children’s needs, mothers can ...

The single bench of Justice Rajeev Sharma in its order dated July 30, 2018 had struck down a state government rule that denied maternity leave for women after their third pregnancy claiming that it went against Article 42 of the Constitution which provides for “just and humane conditions of work and maternity relief” and also Section 27 of the Maternity Benefit Act, 1961. The Act protects the employment of a woman during the time of her maternity and entitles her full pay during her absence from work to take care of her child. The single bench had pronounced the order in 2018 while hearing a writ petition filed by Haldwani resident Urmila Masih, a nurse at a government hospital, who was denied maternity leave on the grounds that she already has two children and could not be granted leave for her third child in consonance with “the second provision of fundamental rule 153.” The second provision of fundamental rule 153 of the financial handbook of the Uttar Pradesh Fundamental Rules, which had been adopted by Uttarakhand at the time of creation of the state in November 2000, denies maternity leave to women for their third child. Citing this provision, the Uttarakhand government had challenged the single bench’s order in the double bench of the court further arguing that “Article 42 of the Constitution is under directive principles of state policy and its provisions cannot be enforced.” Advocate general of Uttarakhand SN Babulkar told TOI that the double bench accepted the st...

Wages and leaves The Maternity Benefit Act provides that a woman will be paid maternity benefit at the rate of her average daily wage in the three months preceding her The Maternity Benefit Act originally provided maternity benefit of 12 weeks, out of which up to six weeks could be claimed before delivery. In 2017, the law was amended to extend the period to 26 weeks. Out of the 26 weeks, up to eight weeks can be claimed before delivery. However, you need not structure your leaves in this manner—you can instead take the entire 26 weeks of leave after the delivery. Also, these are maximum periods of claim and you can claim the benefit for a smaller period as well. If the woman has more than two surviving children, the maternity benefit is for 12 weeks only. The law was also amended to extend maternity benefits to commissioning and adoptive mothers who are now entitled to 12 weeks of leave from the date the mother receives the child. Women undergoing a tubectomy operation (a medical procedure to stop future pregnancies) also get a paid leave of two weeks following the operation. In case of miscarriage or medical termination of pregnancy, the law permits women six weeks’ leave after the procedure. In case of an illness after delivery, miscarriage, medical termination of pregnancy or tubectomy, a woman can claim a leave with wages for a further period of one month, over and above what is allowed. Other benefits The law also allows employers to permit women employees to work fr...