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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