I know that the actual DOB was quite different from the expected date of
delivery so maybe that's why it's causing a problem for all concerned.
But thanks for this information - very useful.
-----Original Message-----
From: This list is for those interested in Data Protection issues
[mailto:[log in to unmask]] On Behalf Of Anne Gadsden
Sent: 12 July 2006 14:19
To: [log in to unmask]
Subject: Re: [data-protection] Obtaining Birth Certificates of
Employees' Children
In our organisation you have to provide a form MATB1 which the midwife
completes (with expected date of delivery) before you are allowed to go
on Maternity leave. You can go on leave up to 11 weeks before the baby
is due - most people go at the last minute, and there is a clause in
there to say you must go on leave within 2 weeks of the baby's birth
(which is the only time when you might want a birth certificate).
If you have a set number of weeks (26 in our case) of Maternity pay,
then the date of birth is irrelevant - just pay the allocated weeks
wages and leave it at that. Again, no need for a birth certificate.
Anne
Anne Gadsden AHRIM
Information Governance Officer
Information Services Department
North Cumbria Acute Hospitals NHS Trust
Cumberland Infirmary
Carlisle CA2 7HY
01228 814539 (direct line)
e-mail: [log in to unmask]
>>> Samantha Hill <[log in to unmask]> 12/07/2006 01:43 >>>
In the first instance, trying to work out her maternity pay, I am not
sure how relevant her children's birth certificates are. I know when I
last went on maternity leave - 6 years ago so things may have changed -
I just had to notify my employer of when I was leaving to go on
maternity leave and when I was returning - nothing about when my kids
were born. Can you not just work on the dates she left and returned?
I know nothing about child-care vouchers (not being in a job that
offered them) but if you need to see a copy of the child's birth
certificate to be certain there is a child to claim vouchers for, then I
do not think the 3rd principle is breached. Is there any other reason
why you need the birth certificate? The employee would need to have the
reason for requiring the birth certificate explained, but if she will
not produce the birth certificate then can she still receive the child-
care vouchers?
Samantha
On 12 Jul 2006 at 13:28, Antoinette Carter wrote:
Can anyone help me with this one? An employee went off on maternity
leave, and a dispute is now ensuing about her maternity pay. We have
asked her to provide copies of the birth certificates of the children in
order to calculate her maternity pay and to organise child-care vouchers
(which we give out as a free, but taxable benefit). The employee is
refusing claiming it contravenes DP Principle 3 ie. that is not relevant
and is excessive; we think this is because she also been claiming other
benefits which she may not have been entitled to (but we don't know for
sure). Any advice, chaps and chapesses?
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