<aside> šš¾ (delete afterwards): Entitlements listed here are based on the Fair Work Act 2009. (Cth) National Employment Standards and the Equal Opportunity Act 2010 (Vic).
</aside>
{Business Name} encourages employees to inform their manager of their pregnancy as soon as possible. However, we respect that an employee may not wish to advise us of her pregnancy earlier than the minimum notice period.
We also respect an employeeās wishes regarding when it is appropriate to tell colleagues about the pregnancy.
See the Parental leave policy on pageĀ about requirements for taking unpaid parental leave, including notice periods.
{Business Name} is committed to ensuring the safety of pregnant employees and considers harassment, bullying and discrimination to be unacceptable behaviour.
(See the Equal Employment Opportunity policy on page 32 for our general policy and procedure on harassment, bullying and discrimination.)
{Business Name} understands pregnancy to be a healthy and normal process and recognises that women have different experiences. When an employee notifies her manager that she is pregnant, the manager will ask the employee to let them know if they experience any changes to their work capacity during the pregnancy. The employee and her manager will then discuss what is needed to keep the employee safe at work and adjustments will be made accordingly where possible.
Options to reduce hours, change of duties, light duties, rotated tasks, provision of a chair and provision of additional breaks are common ways to ensure safety at work, and will be considered on a case-by-case basis.
If it's not safe (due to illness, risks or hazards) for a pregnant employee who is entitled to parental leave to continue in her usual position, she can be transferred to a 'safe job' with no change to terms and conditions.
The employee needs to provide {Business Name} with reasonable evidence that she is fit for work, but it would be inadvisable to continue in her present position. {Business Name} may insist on a medical certificate.
If {Business Name} canāt transfer the employee to a safe job, she may take (or be required by {Business Name} to take) paid āno safe jobā leave for the time stated in the medical certificate or until the pregnancy ends (either by giving birth or otherwise).
'No safe job' leave is not sick leave ā it is a separate paid leave type (pregnancy- no safe job). This leave will be paid at the rate specified in the award or agreement which, at a minimum, can be no lower than the employeeās base rate of pay for her ordinary hours of work. In the six weeks prior to the expected date of the birth of the child, an employer may ask an employee on safe job leave for medical certificates stating that she would be fit to perform a safe job, if one were available to her.
An employee may be required to take unpaid parental leave (instead of paid no safe job leave) if she does not provide a medical certificate within seven days or if she provides a medical certificate stating she is not fit for any work.