Current as of: 1/1/2025
ALTIVUS CRM SOLUTIONS – Maternity and Parental Leave Policy
Purpose
The purpose of this policy is to provide employees with a clear understanding of their rights and responsibilities related to maternity leave. This policy ensures that employees who become mothers have the necessary time off to recover, bond with their child, and transition back to work. Below are the key components of our maternity leave policy:
1. Eligibility
Employees are eligible for maternity leave if they meet the following criteria:
- The employee is a full-time or part-time employee who has been employed for at least 6 months prior to the expected due date.
- The employee provides appropriate medical documentation confirming pregnancy and estimated due date in the form of an official doctor’s note over a doctor’s signature.
- Employees on temporary contracts may be eligible for maternity leave if specified in their contract.
2. Duration of Maternity Leave
Employees are entitled to 12 weeks of maternity leave, which can be taken as follows:
- First, exhaust available earned PTO (Paid Time Off).
- Second, 4 weeks of company paid leave.
- Third, balance of time after available PTO and company paid leave, up to 12 weeks.
Leave can start 2 weeks before the documented due date. Extensions for special cases (e.g., medical complications) may be considered on a case-by-case basis in coordination with the employee’s immediate supervisor and human resources.
3. Pay During Maternity Leave
Paid time will be at 100% of the employee’s current rate of pay.
After the paid leave ends, employees may transition to unpaid leave for that portion of their maternity leave or apply for other benefits (e.g., government-funded parental leave, if applicable).
4. Job Protection
Employees are guaranteed the right to return to their same or an equivalent position after completing maternity leave, under the same terms and conditions.
Employees will not face discrimination or adverse employment consequences due to taking maternity leave.
5. Notification Requirements
Employees should notify their immediate supervisor and HR department of their pregnancy and intention to take maternity leave at least 4 weeks prior to the start of the leave. Employees must provide:
- A doctor's note confirming the expected due date.
- The dates they wish to begin and end their leave.
6. Healthcare and Benefits During Leave:
Health benefits (e.g., medical insurance, wellness programs) will continue throughout the maternity leave period, subject to the terms of the benefits plan.
Employees on maternity leave may continue to contribute to health insurance premiums or other benefits, as applicable.
7. Return to Work
Employees who wish to return to work earlier than initially planned may request to do so, subject to manager approval and available workplace arrangements.
The company is committed to facilitating flexible work arrangements, such as reduced hours or remote work, if needed, upon the employee’s return.
8. Parental Leave
In addition to maternity leave, company offers parental leave benefits for eligible partners or fathers that are the same as maternity leave.
9. Special Circumstances and Considerations
Employees experiencing complications during pregnancy or childbirth may request additional leave. Such requests will be considered on an individual basis.
The company also recognizes that some employees may choose to take advantage of breastfeeding or lactation breaks after returning to work. We are committed to providing a supportive environment for lactation when employee is company offices.
10. Non-Discrimination
The company supports its employees' rights to take maternity leave without fear of discrimination or retaliation. All employees will be treated fairly and equally regardless of gender, pregnancy status, or family circumstances.
11. Policy Review
This policy is reviewed annually to ensure compliance with legal requirements and best practices. Any updates will be communicated to employees in a timely manner.
Current as of: 1/1/2025