Employers who hire employees on a fixed term contract to replace women employees who are on pregnancy or confinement leave are subsidized, for the duration of the women employees' leave, with a sum equal to their insurance contribution liability for the insurance coverage of the hired employees.

Pregnant employees or employees on prenatal or post natal leave cannot be dismissed except on legitimate grounds previously found acceptable by the Ministry of Labour.

Employers are required to ensure a leave from work for pregnant employees for pre birth medical examination without reducing the employees' salary.

Regular casual employees covered by federal awards and agreements have the same access to job protected unpaid parental leave as permanent employees.

Women employees in the public sector are entitled to 90 days maternity leave.

Employers, who hire men or women employees on a fixed term contract, in order to substitute employees absent from work on pregnancy or confinement leave for as long as that leave lasts, receive a subsidy equal to their insurance contribution towards the social insurance of the newly employed.

However, there are some basic provisions that must be accorded to all employees by law such as annual leave, sick leave, maternity leave and safe working conditions.

Temporary female salaried employees and female daily rated workers are also entitled to 12 weeks maternity leave but on half pay.

Pregnant employees are required to take maternity leave and employers are required to grant it.

In 2001 a total of 55,000 employees (39,000 women and 16,000 men) took parental leave.

Women employees in the informal sector do not have a statutory right to maternity leave.

Paid maternity leave is available to many Australian women employees, particularly in the public sector.

In case this is formal emplyment, then the employees will have all the rights pertaining, including the right to sick leave and annual leave.

In all other circumstances women employees in government service have identical leave entitlements as their male counterparts.

45 per cent of all female employees are entitled to paid maternity leave as of November 2004

Temporary female salaried employees and female daily rated workers are also entitled to 12 weeks maternity leave but on half pay and again, the maternity leave must commence 6 weeks before confinement certified by the doctor.

These changes apply to eligible parents who work in the private sector. Government employees were already eligible for the extended leave.

Indeed there exists certain flexibility in the public sector for women employees and they are more likely to be given leave.

After the situation escalated threatening the striking employees to leave without getting their financial rights from the new administration, things turned to another direction in what seems like the beginning of a victory for the employees.

Collective contracts also define by law employees' rights in respect to paid leave during national holidays and days not being working days.

an emphasis on creating time for childcare responsibilities by granting the right to work part time and the right to various forms of leave a financial scheme per leave arrangement, taking into account the responsibilities of all parties involved (government, employers and employees).

The Provincial Employees Social Security Ordinance, 1965. The Civil Servants Rules (among other things, providing for maternity leave with pay to working women).

The latest Australian Bureau of Statistics data show that 45 per cent of female employees in Australia are entitled to paid maternity leave.

Until July 2004, self employed people were entitled to benefit, in certain care situations, for the same period as the statutory leave applicable to employees.

Most employees were released on 3 November 2008.

The aim is to financially facilitate longer periods of unpaid leave for employees, to help them to combine work and family responsibilities throughout their working lives.

In 2004, the ESA, 2000 was amended to create an entitlement to family medical leave. Employees are entitled to take an unpaid leave of up to eight weeks to provide care or support to a seriously ill specified family member.

A strategy developed with the Vijayawada Division of South Central Railways which has 29,000 employees uses peer education to inform employees on gender and HIV issues.

Employees can also address their concerns on this subject to the ambassadors.

with no employees.

The ESA, 2000 also created a new entitlement to emergency leave. Eligible employees are entitled to take up to 10 days of unpaid leave because of medical reasons or the death, illness, injury or urgent matter concerning a child, spouse, same sex partner or other specified relative.

Moreover, 7.2 of women employees and 2.2 of men employees are employed part time.

16 weeks' pregnancy and maternity leave. In 2002 a total of 126,000 female employees and 5,000 self employed women claimed the benefits concerned the total amount of money involved was 812 million.

The Panel is satisfied that the claimant did in fact incur costs in assisting 352 of his foreign employees to leave Iraq between December 1990 and February 1991, within the jurisdictional period.

Your task will be to train the employees on the new computer system.

Your task will be to train the employees on the new computer system.

This benefit is available to employees whose employer's regular workforce is at least 50 employees.

With more money moving around, businesses rehire employees and ask existing employees to work more hours.

Creation and application of educational material for employees in the Mass Media Training seminars for employees in the Mass Media, aiming at their sensitization on the struggle against discriminations, etc.

The female civil servant, on the death of her husband, may be granted special leave on full pay, not exceeding 130 days. This leave is not debited to her leave account.

If employers tell their new employees that a pension saving plan is available, and even promise to match employees contributions, a significant fraction of employees still will not participate.

On March 13, 2001, Eazel released Nautilus 1.0 and laid off most of its employees.

The scope of the project is focused on the approximately 1.8 million executive branch employees.

In addition, significant effort has been made to increasing training available to First Nation government employees, and to providing training on land claims and cultural orientation to government employees throughout the Yukon.

Within these companies and organisations the programme focuses on female employees as well as on supervisors and personnel officers.