Source: http://www.ilo.org/dyn/travail/travmain.sectionReport1?p_lang=en&p_countries=BI&p_sc_id=2000&p_year=2011&p_structure=3
Timestamp: 2014-12-20 19:27:11
Document Index: 52000330

Matched Legal Cases: ['§122', '§122', '§122', '§122', '§122', '§123', '§34', '§123', '§34', '§31', '§31', '§124', '§124', '§125', '§125', '§122', '§122']

Page 1 of 1 (1 countries) Burundi - Maternity protection - 2011
Labour Code (Decree law No. 1/037), dated 7 July 1993 Burundi - Code travail.pdfRemarks: Article 14 of the Labour Code excludes from its scope the following activities: public servants, judges, military personnel and the diferent types of police bodys personnel.
Law No. 1/10 to Establish a Social Security Code, dated 16 June 1999 Burundi - Code securite sociale.pdf
Every female worker whose state of pregnancy has been previously attested by a doctor shall suspend her work without previous notice.When of the birth, and without having the interruption considered as a cause for the breaking of the labour contract, every female worker is entitled - conditioned to the production of a medical certificate attesting the presumed date of birth - to maternity leave.Labour Code §122(1)(2) Remarks: Article 14 of the Labour Code excludes from its scope the following activities: public servants, judges, military personnel and the diferent types of police bodys personnel.
The duration of the maternity leave shall be of 12 weeks, with the possibility of extension to 14 weeks, of which at least 6 have to be taken after the birth.Labour Code §122(3) General total duration
The duration of the maternity leave shall be of 12 weeks, with the possiblitiy of extension to 14 weeks, of which at least 6 have to be taken after the birth.Labour Code §122(3) Historical data (year indicates year of data collection)
2009: 12 weeks.
The duration of the maternity leave shall be of 12 weeks, with the possibility of extension to 14 weeks, of which at least 6 have to be taken after the birth.When the birth takes place after the presumed date, the pre-natal leave can be extended untill the the effective date of birth, without having the compulsory leave duration after the birth reduced.Labour Code §122(3)(4) CASH BENEFITS
The duration of the maternity leave shall be of 12 weeks, being possible the extension to 14 weeks, of which at least 6 have to be taken after the birth.Labour Code §122(3) Amount
100 % of the wage.However, the worker on maternity leave is entitled, from the employers part, to half of her monthly salary in cash, at the time of the interruption, as well as to all the in-kind payment she was entitled to before.The amount of the daily benefit to which the worker is entitled for the maternity leave is calculated on the basis of the workers monthly average salary, and cannot be less than 2/3 of it for the daily benefit in cases of disease or accident and 50% in case of maternity.Labour Code §123(3) Social Security Code §34(3) Historical data (year indicates year of data collection)
2009: 100 % of average wage at the time of birth.
The worker on maternity leave is taken care by the social security body to which her employer is affiliated, with regards to medical care, as well as to other benefits. The act regulating such body shall precise the modalities of application of this paragraph.However, the worker on maternity leave is entitled, from the employer�s part, to half of her monthly salary in cash, at the time of the interruption, as well as to all the in-kind payment she was entitled to before.The maternity leave benefits shall be paid for the duration of the leave and it is only due if the worker�s salray has been suspended.The amount of the daily benefit to which the worker is entitled for the maternity leave is calculated on the basis of the worker�s monthly average salary, and cannot be less than 2/3 of it for the daily benefit in cases of disease or accident and 50% in case of maternity.Labour Code §123(2)(3) Social Security Code §34(2)(3) Remarks: The interpretation of the provisions mentioned above allows to understand that, during maternity leave, the worker is entitled to 50% of her salary on the charge of her employer, and the other 50% shall be paid by the social security system. Article 123(1) also obliges employers to affiliate themselves - independent of the nature of the company (parapublic, mixed or private) to a social security body able to provide the maternity benefits listed in the law.Historical data (year indicates year of data collection)
2009: Employer (50%), Social Security (50%).
The disease and maternity insurance shall cover every morbid condition arising from a natural disease, an accident occurred outside work, maternity, or birth and their consequences.Medical care comprehends:1. Medical Consultations;2. Surgery and special medical practices;3. Dental surgery;4. Acts using ionising radiation practiced by a doctor or a dental surgeon, and biological medical acts;5. Acts practiced by medical assistants;6. Acts practiced by nurses;7. Hospitalisation and treatment fees;8. Accessories and dressing fees;9. Pharmaceutical and orthopedic products;10. Medical eye glasses;11. Transportation fees, if justifiable.Social Security Code §31(1), 33 Financing of benefits
The disease and maternity insurance shall cover every morbid condition arising from a natural disease, an accident occurred outside work, maternity, or birth and their consequences.The social security system shall cover only the medical care provided within national territory.Labour Code §31(1), 40 BREASTFEEDING
During the breastfeeding period, the worker is entitled to one hour of breasfeeding break, during 6 months. This period shall be paid as working time.Labour Code §124 Remuneration of nursing breaks
During the breastfeeding period, the worker is entitled to one hour of breasfeeding break, during 6 months. This period shall be paid as working time.Labour Code §124 Transfer to another post
The pregnant worker cannot be held in a work that exceeds her physical capabilities and shall be transferred to another convenient work. If that is not possible, the labour contract shall be terminated, having the employer to pay an indemnity of notice, and where appropriate, severance pay.Labour Code §125(3) HEALTH PROTECTION
The pregnant worker cannot be held in a work that exceeds her physical capabilities and shall be transferred to another convenient work. If that is not possible, the labour contract shall be terminated, having the employer to pay an indemnity of notice, and where appropriate, severance pay.Labour Code §125(3) NON-DISCRIMINATION AND EMPLOYMENT SECURITY
During the maternity leave, the employer cannot terminate the labour contract. The employer is also forbidden to terminate the contract before or after the refered leave arguing the birth or the pregancy.Labour Code §122(5) Guaranteed right to return to work
During the maternity leave, the employer cannot terminate the labour contract. The employer is also forbidden to terminate the contract before or after the refered leave arguing the birth or the pregancy.Labour Code §122(5) Remarks: Although there is no specific reference to "a guarantee to return to work", the provision forbidds the employer of dismissing the worker on the basis of her pregancy or the birth of the child after maternity leave. Therefore, this provision would authorize its interpretation as being a "guarantee to return to work".
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