Page 41 - EQA Employee Handbook

"breastfeeding" means breastfeeding a child or expressing breast milk and feeding it to a child
immediately or storing it for the purposes of feeding it to a child at a later time. This entitlement may
be availed of for up to 26 weeks after the date of birth of the child. Breastfeeding breaks may be taken
as one 60-minute break, two 30-minute breaks, or three 20-minute breaks per day as agreed with
your manager. Part time employees will be entitled to a pro-rata benefit to that provided to full-time
employees.

If required, the Company will provide appropriate facilities for breastfeeding mothers including;
• A clean and hygienic private room with power points and a lockable door
• A comfortable chair, table
• A refrigerator for storage of expressed breast milk
• A storage area for equipment such as an electric breast pump

To avail of this benefit, the employee must inform their manager of the intention to avail work breaks
when advising the company that she will be returning to work, i.e. not later than four weeks before
the intended return to work date. The employee should include a copy of the child's birth certificate
with such an application. Availing of such breaks will not result in any reduction of pay for the
employee.

3.8.13 Notification Requirements
Before your maternity leave begins
As soon as reasonably practicable but not later than 4 weeks before the start of your Minimum
maternity leave, you must notify your manager in writing of the date on which you will commence
your maternity leave together with a medical certificate confirming the expected week of
confinement. Notification by you for an Extension of maternity leave must be given as soon as
practicable.

Notification by you for Additional maternity leave shall be given not later than 4 weeks prior to what
would have been your expected date of return if you had not taken additional maternity leave.
Returning from maternity leave
Please note that you must provide at least four weeks written notice of your intention to return to
work after maternity leave. Please note that if you do not provide the proper notice of return to work
this may affect your right to return to work. The notice should specify the date of your return.

Further extending maternity leave on medical grounds
If you are too ill to return to work at the end of your maternity leave period, the normal Company
rules on sick leave will apply.

3.8.14 Maternity Benefit (MB)
NOTE** It is a matter for the employee to deal with the Department of Social and Family
Affairs, but for the assistance of the employee we provide the following information which is up to
date as at 1 May 2008.
To qualify for MB (paid by the Department of Social and Family Affairs) you must have:
• at least 39 weeks PRSI paid in the 12-month period before the first day of your maternity
leave; or
• at least 39 weeks PRSI paid since first starting work and at least 39 weeks PRSI paid or
credited in the relevant tax year (the second last complete tax year before the calendar
year in which your maternity leave starts); or
• 26 weeks PRSI paid in the relevant tax year and 26 weeks PRSI paid in the tax year prior
to the relevant tax year.

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