Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1694841039649.pdf (Malta)
VERŻJONI ELETTRONIKA B 1827 Suppliment tal-Gazzetta tal-Gvern ta’ Malta Nru.

18,732, 8 ta’ April, 2011 Taqsima B ____________________________________________________________________ A.L.

130 tal-2011 ATT DWAR L-IMPIEGI U R-RELAZZJONIJIET INDUSTRIJALI (KAP.
452) Regolamenti ta’ l-2011 li jemendaw ir-Regolamenti dwar il-Ħarsien tal-Maternità (Impieg) BIS-SAĦĦA tas-setgħat mogħtija bl-artikoli 10 u 48 (2) tal- Att dwar l-Impiegi u r-Relazzjonijiet Industrijali, il-Prim Ministru għamel dawn ir-regolamenti li ġejjin- 1.
It-titolu ta’ dawn ir-regolamenti huwa Regolamenti ta’ l-2011 li jemendaw ir-Regolamenti dwar il-Ħarsien tal-Maternità (Impieg) u għandhom jinqraw u jinftiehmu ħaġa waħda mar- Regolamenti ta’ l-2003 dwar il-Ħarsien tal-Maternità (Impieg), hawn iżjed ’il quddiem imsejħin “ir-regolamenti prinċipali”.

Titolu.

A.L.

439 tal-2003.

2.


Fis-subregolament (1) tar-regolament 2 tar-regolamenti prinċipali, minflok it-tifsira “impjegata tqila” għandu jidħol dan li ġej: Jemenda r-regolament 2 tar-regolamenti prinċipali.
“ “impjegata tqila” tfisser impjegata li tgħarraf lill-prinċipal tagħha bil-miktub bit-tqala tagħha u li sussegwentement, fi żmien ħmistax-il ġurnata, tgħarraf formalment lill-prinċipal bit-tqala tagħha u bid-data tat-twelid mistennija permezz ta’ ċertifikat maħrug minn tabib jew qabla reġistrati;”.

3.

Minflok is-subregolament (5) tar-regolament 3 tar- regolamenti prinċipali għandu jidħol dan li ġej: Jemenda r-regolament 3 tar-regolamenti prinċipali.
“(5) Tul il-leave speċjali tal-maternità msemmi fis- subregolament (4), il-prinċipal għandu jħallas lill-impjegata, għall-perjodu kollu neċessarju biex iħares is-sigurtà jew is- saħħa tagħha, allowance speċjali ekwivalenti għar-rata ta’ benefiċċju tal-mard pagabbli skond l-Att dwar is-Sigurtà Soċjali.

Kap.

318.
Kap.

318.

B 1828 VERŻJONI ELETTRONIKA Iżda l-impjegata għandha tibqa’ intitolata, meta jintemm il- leave speċjali tal-maternità, għall-benefiċċji kollha li jistgħu jkunu intitolati għalihom impjegati oħra ta’ l-istess klassi jew kategorija ta’ impieg f’dak il-post tax-xogħol.”.

Jemenda r-regolament 12 tar-regolamenti prinċipali.

4.
Ir-regolament 12 tar-regolamenti prinċipali għandu jiġi emendat kif ġej:- (a) fis-subregolament (1) tiegħu, minflok il-kliem “din l-impjegata tinnotifika formalment lill-prinċipal bit-tqala tagħha” għandu jidhol il-kliem “dik l-impjegata tgħarraf lill- prinċipal, permezz ta’ ċertifikat maħrug minn tabib jew qabla reġistrati, bit-tqala tagħha”; u (b) minflok is-subregolament (2) tiegħu għandu jidħol dan li ġej: “(2) Id-disposizzjonijiet tas-subregolament (1) huma mingħajr preġudizzju u m’għandhomx japplikaw għal każijiet li jaqgħu taħt l-artikolu 36 (4) u (14) ta’ l-Att.”.
Iżid ir-regolament 12A ġdid mar- regolamenti prinċipali.

5.

Minnufih wara r-regolament 12 tar-regolamenti prinċipali, għandu jidħol dan ir-regolament ġdid li ġej: “Tkeċċija waqt il- perjodu ta’ prova.

12A.
Fil-każ ta’ impjegata li hija tqila jew li għadha kemm welldet jew li qed tradda u li tkun fil- perjodu ta’ prova, id-disposizzjonijiet li ġejjin għandhom ikollhom effett u għandhom jipprevalu f’każ ta’ kunflitt ma’ xi rekwiżit speċifiku li jirregola l-perjodu ta’ prova fl-Att: (a) fil-każ ta’ impjegata tqila li tkun fil- perjodu ta’ prova tagħha, jekk il-perjodu ta’ prova ma ġiex eżawrit fid-data ta’ meta l-impjegata tqila tkun ser tibda il-leave tal-maternità, il-perjodu ta’ prova għandu jitqies li ġie awtomatikament sospiż fil-bidu tal-leave tal-maternità għall-perjodu kollu tal-leave tal-maternità u għal kull perjodu ta’ inkapaċità għax-xogħol minħabba xi kondizzjoni patoloġika li tinqala’ mill-ħlas fil-ħames ġimgħat wara t-tmiem tal-leave tal-maternità kif imsemmi fl-artikolu 36 (17) tal-Att, u kull perjodu ta’ prova li jifdal għandu jkompli jiddekorri mar-ritorn tagħha għax-xogħol wara t-tmiem tal-leave tal-maternità VERŻJONI ELETTRONIKA B 1829 jew mill-perjodu ta’ inkapaċità għax-xogħol wara t-tmiem tal-leave imsemmi, skond kif ikun il-każ; (b) fil-każ ta’ impjegata tqila jew impjegata li għadha kif welldet jew li qed tradda’ tingħata leave tal-maternità speċjali qabel il-perjodu ta’ prova jiġi eżawrit, il-perjodu ta’ prova għandu jiġi kunsidrat li ġie awtomatikament sospiż għat-tul tal-leave tal-maternità speċjali u għandu, bla ħsara għall-paragrafu (a) preċedenti, jibda jiddekorri biss mar-ritorn tagħha għax-xogħol; (ċ) minkejja l-artikolu 36 (2) tal-Att, fil- każ ta’ impjegata tqila li tkun fil-perjodu ta’ prova, jekk il-prinċipal jiddeċiedi li jkeċċi impjegata tqila waqt il-perjodu ta’ prova, il-prinċipal għandu jkun marbut li jagħti ir-raġuni jew raġunijiet għat-tkeċċija tal-impjegata bil-miktub fil-ħin tat- tkeċċija biex jiġġustifika illi t-tkeċċija mhijiex relatata mal-kondizzjoni tal-impjegata.
Jekk il-prinċipal jonqos milli jagħti raġunijiet bil- miktub għat-tkeċċija fil-ħin tat-tkeċċija jew jekk l-impjegata tikkunsidra li xi raġuni mogħtija mill- prinċipal mhijiex ġustifikata, u li hija tikkunsidra t-tkeċċija bħala waħda inġusta, l-impjegata tista’ tippreżenta ilment ta’ allegata tkeċċija inġusta quddiem it-Tribunal Industrijali fi żmien erba’ xhur mid-data tat-tkeċċija.
F’xi proċeduri, fejn l-impjegata tistabbilixxi quddiem it-Tribunal fatti li minnhom wieħed jista’ jippresumi li kien hemm diskriminazzjoni diretta jew indiretta relatata mal-kundizzjoni tagħha, il-konvenut irid jipprova li t-tkeċċija kienet ibbażata fuq raġuni ġusta u suffiċjenti u fin-nuqqas ta’ dik il-prova min-naħa tal-konvenut, it-Tribunal għandu jilqa’ l-ilment.
Barra minn dan, jekk il-prinċipal jonqos li jagħti r-raġuni jew ir-raġunijiet għat-tkeċċija tal- impjegata bil-miktub fil-ħin tat-tkeċċija, dan in- nuqqas għandu jiġi kunsidrat mit-Tribunal bħala inferenza illi t-tkeċċija kienet fil-fatt relatata mal- kondizzjoni tal-impjegata.”.

B 1830 VERŻJONI ELETTRONIKA L.N.

130 of 2011 EMPLOYMENT AND INDUSTRIAL RELATIONS ACT (CAP.
452) Protection of Maternity (Employment) (Amendment) Regulations, 2011 IN exercise of the powers conferred by articles 10 and 48(2) of the Employment and Industrial Relations Act, the Prime Minister has made the following regulations – Title.

L.N.

439 of 2003.

1.


The title of these regulations is the Protection of Maternity (Employment) (Amendment) Regulations, 2011 and they shall be read and construed as one with the Protection of Maternity (Employment) Regulations, 2003, hereinafter referred to as “the principal regulations”.

Amends regulation 2 of the principal regulations.

2.
2.

In sub-regulation (1) of regulation 2 of the principal regulations, for the definition “pregnant employee” there shall be substituted the following: “ “pregnant employee” means an employee who informs her employer in writing of her pregnancy and who subsequently, within fifteen days, formally informs her employer of her pregnancy and of the expected date of confinement by means of a certificate issued by a registered medical practitioner or midwife;”.

Amends regulation 3 of the principal regulations.


3.

For sub-regulation (5) of regulation 3 of the principal regulations, there shall be substituted the following: “(5) During the special maternity leave referred to in sub-regulation (4), the employer shall pay the employee, for the whole of the period necessary to protect the employee’s safety or health, a special allowance equivalent to the rate of sickness benefit payable in terms of the Social Security Act: Cap.

318.
318.

Provided that the employee shall remain entitled on termination of the special maternity leave, to all benefits which may accrue to other employees of the same class or category of employment at that place of work.”.

Amends regulation 12 of the principal regulations.

4.
4.

Regulation 12 of the principal regulations shall be amended as follows: VERŻJONI ELETTRONIKA B 1831 (a) in sub-regulation (1) thereof, for the words “such employee formally notifies the employer”, there shall be substituted the words “such employee informs her employer”; and (b) for sub-regulation (2) thereof, there shall be substituted the following: “(2) The provisions of sub-regulation (1) are without prejudice and shall not apply to cases falling under article 36(4) and (14) of the Act.”.

5.
5.

Immediately after regulation 12 of the principal regulations, there shall be inserted the following new regulation; Adds new regulation 12A to the principal regulations.

“Dismissal during probation.

12A.
In the case that an employee who is pregnant or has recently given birth or who is breastfeeding is in her probationary period, the following provisions shall have effect and shall prevail in case of conflict with any specific requirement regulating the probationary period in the Act: (a) in the case of a pregnant employee who is in her probationary period, if the probationary period has not been exhausted on the date when the pregnant employee is to start her maternity leave, the probationary period shall be deemed to have been automatically suspended on the commencement of the maternity leave for the whole period of maternity leave and of any period of incapacity for work owing to a pathological condition arising out of confinement in the five weeks following the end of maternity leave as referred to in article 36(17) of the Act, and any remaining probationary period shall thereafter continue to run upon her return to work following the end of the maternity leave or from a period of incapacity for work following the end of such leave, as the case may be; (b) in the case that a pregnant employee or an employee who has recently given birth or who is breastfeeding is granted special maternity leave before the probationary period has been exhausted, the probationary period shall be considered to have B 1832 VERŻJONI ELETTRONIKA been automatically suspended for the duration of the special maternity leave and shall, subject to the preceding paragraph (a), only start to run again upon her return to work; (c) notwithstanding article 36(2) of the Act, in the case of a pregnant employee on probation, if the employer decides to dismiss a pregnant employee during the probationary period, the employer shall be bound to give the reason or reasons for the employee’s dismissal in writing at the time of dismissal to justify that the dismissal is unrelated to the employee’s condition.
If the employer fails to give written reasons for dismissal at the time of dismissal or if the employee considers that any reason given by the employer is unjustified, and that she considers that the dismissal was unfair, the employee may present a complaint of alleged unfair dismissal before the Industrial Tribunal within four months from the date of the dismissal.
In any proceedings, where the employee establishes before the Tribunal, facts from which it may be presumed that there has been direct or indirect discrimination related to her condition, it shall be for the defendant to prove that the dismissal was based on a good and sufficient cause and in the absence of such proof on the defendant’s part, the Industrial Tribunal shall uphold the complaint.
Furthermore, if the employer fails to give the reason or reasons for the employee’s dismissal in writing at the time of the dismissal, this failure shall be considered by the Tribunal as an inference that the dismissal was indeed related to the employee’s condition.”.
VERŻJONI ELETTRONIKA B 1833 B 1834 VERŻJONI ELETTRONIKA _________________________________________________________________________________________________________________________ Ippubblikat mid-Dipartiment tal-Informazzjoni (doi.gov.mt) — Valletta — Published by the Department of Information (doi.gov.mt) — Valletta Mitbugħ fl-Istamperija tal-Gvern fuq karta riċiklata — Printed at the Government Printing Press on recycled paper Prezz/Price €0.36