Eric (Not real name) had recently gotten a dream job after five years of unemployment, he painted a beautiful picture of the organization and the supportive role of his female head of department who gave all the necessary support and ensured that the job was truly a dream come true.
Eric described his boss as the best boss ever, very supportive and encouraging yet strict and committed to the organization. She never entertains shoddiness nor takes anything below 100% as a good job. Eric being a relatively young man gave his all and got a recommendation for a pay rise after five months on the job.
According to Eric, my boss is someone that operates an open door policy and gives you the opportunity to approach her on anything including personal issues that you needed advice on. She is just naturally a nice person.
Recently, Eric became uncomfortable with his boss and sort for an independent advise from me, he said, some few months back, my boss called me towards the close of work to go and buy an ointment from a nearby drug store. Quoting Eric, When I returned with the ointment my boss rested her head on the desk and asked me to help massage her back.
Cutting a long matter short, this has become a regular occurrence that I am not comfortable with.
When asked, if he had personally complained to her, he said, I fear to lose my job and the indignity of being out there on the street without a job and the inability to meet up with other personal and family responsibilities made it difficult for me.

WAS THE BORDERLINE CROSSED?

Obviously, Eric does not work in a gymnasium or a spa, he was employed as an Audit Assistant, hence, the demand by his boss for him to massage her back partially dressed is an act of workplace sexual harassment, therefore, the borderline has been crossed.

BUT THEY ARE BOTH ADULTS, SO WHAT ABOUT IT?
Both are adults, it is, however, obvious that Erics boss had taken advantage of her position to sexually harassed Eric to submission.

SEXUAL HARASSMENT, A GLOBAL MENACE

The above scenario is what a lot of people are living with at workplace, unconscious of the negative impact of such act on productivity and by extension the nations Gross Domestic Product, human dignity, workers psychological well being and their right to demand remedy and protection.
The primary objective of this article is to x-ray workplace sexual harassment, look at the position of the Nigerian Labour Act and come up with some solutions to this ubiquitous problem that is grossly unreported and culturally cover-up in most workplaces.

WHAT IS WORKPLACE SEXUAL HARASSMENT?

To avoid ambiguity, I will adopt a number of definitions and highlights key points to bring home a commonly understood definition of sexual harassment.
Sexual harassment means the unwanted conduct of a sexual nature or the conduct based on sex affecting the dignity of man and woman at work. This can include unwelcome physical, verbal and nonverbal conduct. Thus, a range of behaviour may be considered to constitute sexual harassment. It is unacceptable if such conduct is unwanted, unreasonable and offensive to the recipient; if a persons rejection of, or submission to, such conduct on the part of the employers or workers ( including superiors or colleagues) is used explicitly or implicitly as a basis for a decision which affects that persons access to vocational training or employment, continued employment, promotion, salary or any other employment decisions, and /or such conduct creates an intimidating, hostile or humiliating working environment. European Commission Committee on the Protection of the dignity of women and men at workplace
According to Article 26, of the Italian Code of Equal Opportunities, sexual harassment is defined as Unwanted conduct of a sexual nature expressed in any way which violates, or is intended to violate the dignity of an employee or which creates an intimidating, hostile, degrading, humiliating or offensive working environment.

CONTINUE TO: –
WORKPLACE SEXUAL HARASSMENT IN THE FACE OF THE NIGERIAN LAW

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The post SEXUAL HARASSMENT AT WORKPLACE: THE POSITION OF THE LAW, ORGANIZATION DUTIES OF PROTECTION AND THE ROLE OF WORKERS appeared first on Kayode Ibukunoluwa-Micah's Blog.

The scope of this article shall be limited to maternity leave in contrast with paternity leave (where men to whom a child had been delivered are given time off to care for their wives and the newly born child as recently legislated in the Lagos State Civil Service and practiced in many countries of the world , sometimes called SHARED PARENTAL LEAVE).

What is maternity?

This is a statutory right enjoy by women to leave their work for a specified numbers of days or period of time with the sole aim of attending to their personal health arising out of pregnancy, (including adoption and surrogacy) of a yet to be born child and the care for their newly born child (children) having produced a medical certificate or report stating their period of confinement and expected date of delivery.

Maternity leave is made of two part prenatal (ante-natal) and postnatal leave. Prenatal Leave according to the Nigerian Labour Act is the six weeks period preceding child’s birth while the postal leave is another six weeks immediately after the child’s birth. By implication and statutorily too maternity leave in Nigeria is twelve weeks (three months) leave with pay or benefits.

Article 54 (1) subsection (a) states that a woman shall have the right to leave her work if she produces a medical certificate given by a medical practitioner stating that her confinement will probably take place within six weeks

Subsection (b) of the Act further states that shall not be permitted to work during the six weeks following her confinement.

BASIS FOR MATERNITY LEAVE

Reproduction and the sustainability of the human race are linked majorly to healthy sexual-cohabitation and maternal well-being. There are of course scientific breakthroughs that have further made conception and delivery easier than they were some years back. However, because of the delicate nature of the human biological and physiological make up it has become necessary to pay attention to pregnancy, child bearing and nurturing processes in every society.

Therefore, the fundamental reasons for granting maternity leave would include but not limited to the following:

• Ensure the sustainability of the human race through both natural and artificial contraceptive methods. Because human beings are not robots it then implies that human race can only regenerate itself through natural conception or artificial insemination or fusing of the mans sperm and the womans egg or ovary or other scientific methods, but it must involve the male and female reproductive system.
• To promotes the joy of parenthood. Most women would talk of the joy of being pregnant and knowing that there is a fetus that receives live in them. People are at liberty to conceive through the natural or artificial ways and are not to be denied the right of parenthood.
• To mitigate complications arising from being pregnant. Being pregnant sometimes comes with its attendants health concerns and challenges. This necessitated the need to set aside adequate time and precautions for such envisaged or un-envisaged pregnancy related illness. The International Labour Organization (ILO) stated clearly that On production of a medical certification, leave shall be provided before or after the maternity leave period in the case of illness, complications arising out of pregnancy or childbirth. The nature and the maximum duration of such leave may be specified in accordance with national law and practice. This provision implies that even after the maternity leave might have been exhausted if there is certified medical concern for the mother or childs health such period of absence from work for the purpose of recuperation must be extended.
• The need to sustain the human production system (Industry and human civilization). Without disregard for the enormous benefits of family planning and birth control and mechanism by different government to manage their population the fact still remains that the human civilization can and will only be maintain and sustained by paying attention to family health and procreation.

• To promote parents and child bonding at early infancy. Numerous research finding and study have shown that when parents mostly mother and infant stay close at early infancy the babies tend to grow healthy and become strong emotionally. Deepak Chopra, M.D. stated that close attachment between the infant and the mother prevent diseases, boost immunity, and enhance IQ in baby

To further support this an experiment by the Ohio State University, shows that rabbits that were engaged and cuddled by their mothers were better and well protected against artery €“clogging affect of high cholesterol diet
The researchers came up with the statements that The love and attention affected the rabbits hormone level and help them withstand heart diseases
In another research at the MCGill University in Montreal Canada, it was discovered that female rats that stayed attached and lick their pups, have pup that grew up to be less stressed and more adventurous and become well groomed.
The emphasis here in to promote bonding between parents and infant, even when the child and mother are separated at birth that union that comes after are healthy for the development of the child.
• The need to put the expectant mother in a stress-free condition prenatal and promote recuperation after childbirth (Postnatal). As a father I understand the burden of motherhood and I know quite well that it could be problematic when adequate time is not given for the expectant mother to rest and fully recovered before going back to work. This has informed government and employers of labour to pay adequate attention to such issues as maternity leave.

• To promote breast-feeding. Research and pediatric opinions have shown that breastfeeding is not only good for the child but its equally help the breastfeeding mother to stay healthy and well. Six months exclusive breast feeding is recommended. Researches has shown that babies that are properly breast fed develop better resistance to stomach viruses, respiratory illnesses, ear infections and lower risk of babies having asthma. Breast milk contains antibodies that help children fight bacteria and other child related diseases. One way of effectively supporting breastfeeding is to grant leave to the mother to attend to the care of their children while they still retain their means of livelihood. Though mothers must not necessarily be with their babies 24/7 with the advent of milk extraction devices such as breast pump however the observation of half an hour twice-a-day break time should be observed and granted to nursing mothers.

IS MATERNITY LEAVE STATUTORY?

Most nations of the world are members of the International Labour Organization, since members subscribe to the ILO convention it then means once decisions are taken by the organization all members who subscribed to it must effectively domesticate the convention decisions and ensure that they are implemented.

To the effect above, Article 183 titled: Maternity Protection Convention 2000 ( No. 183), concerns itself majorly with the revision of the maternity protection convention ( Revised) 1952 and enter into force on February 7th, 2000 adopted by signatories to the Geneva 88thILO session, June 15th, 2000).
Article 4 of the convention resolution states that a woman to whom this convention applies shall be entitled to a period of maternity leave of not less than 14 weeks Subsection (2) went further to state that The length of the period of the leave referred to above shall be specified by each member in a declaration accompanying its ratification of the convention.

On the issue of duration, subsection 3 states that Each member may subsequently deposit with the Director General of the International Labour office a further declaration extending the period of maternity leave This provision accounted for the variation in the period of maternity across national boundaries but specified a minimum of 14 weeks.

WHAT IS THE POSITION OF THE NIGERIAN LABOUR ACT ON MATERNITY LEAVE?

Nigeria is a signatory to the ILO convention on maternity protection, the Nigerian Labour Act states clearly in Article 54 section 1 subsection (a) that a woman shall have the right to leave her work if she produces a medical certificate given by a registered medical practitioner stating that her confinement will probably take place within six weeks

b) Shall not be permitted to work during the six weeks following her confinement

This implies that the Nigerian Labour Act recognizes a 12 weeks maternity leave period. However, this can be extended based on the advised of a registered medical practitioner on the ground of illness.
COMPARING LENGTH OF MATERNITY LEAVE AND PER CENTAGE OF WORKERS WAGES PAID AS MATERNITY LEAVE ALLOWANCE
S/N COUNTRIES LENGTH IF MATERNITY LEAVE EARNING PERIOD PERCENTAGE OF WORKERS WAGES PAGE AS ALLWANCE
1 Sweden 68 weeks
( At least 60 days for each parent with the rest being transferable) 80 % for 390 days while lump sum is paid for 90 days
2 Croatia 52 Weeks 100% for 26 weeks and lump sum paid for the remaining 26 weeks
3 Serbia 52 weeks 100%
4 United Kingdom 52 weeks 90%
5 Canada 50 weeks 0 %
5 Italy 20 weeks 80%
6 Russia 140 Days
( 70 days before the birth and 70 days after childbirth) 100%
7 Lesotho 12 weeks 0 %
8 United States of America 12 weeks 0 %
9 Swaziland 12 weeks 0%
10 Papau New Guinea 6 weeks 0 %
11 Tunisia 4 weeks 50% for women in agricultural employment, 67% for those covered by the Labour code and 100% for civil servants

ENTITLEMENTS AND BENEFITS DURING MATERNITY LEAVE

• Absence for the purpose of maternity for a period of twelve (12) or (16) weeks as the case may be
• Shall be paid a minimum of 50 per cent of her regular salary (Some organization pay full salary during maternity leave period).
• Upon resumption to work for the next three week she shall be entitled to half an hour twice a day for the care of her child. This implies that she shall be allowed to close an hour ahead of her regular closing time.
• If for reasons of illness arising from her pregnancy or childbirth she shall be given an extended period of time recommended by a registered medical practitioner.
• Cannot be dismissed or sack during the prescribed or recommended period of maternity. Any notice of dismissal expiring during her period of maternity is a nullity.
• Marriage is not a condition for the granting of maternity leave since the law does not differentiate between legitimate and illegitimate child, they are same in the face of the Nigerian Labour law. So the practice of demanding for marriage certificate or marriage documents before granting such approval is illegal.
• Six months of continuous employment will qualify an employee for maternity leave with paid benefits.
• Enjoy general pay rise decision taken in the organization during the period of maternity leave absence.
• The right to return to work after the expiration of the maternity leave
• In case of early arrival of baby, maternity leave start a day after the unexpected delivery.
• Leave commences automatically if the worker is off duty for pregnancy related illness for the six weeks before the due date.

APPROVED PROCESSES IN OBTAINING MATERNITY LEAVE

I have discovered in the course of my interaction with people that sought for my opinion in area of maternity leave dispute with their employers that most of the time they failed to follow the due process in applying and obtaining approval for maternity leave. Also, Human Resource Department does not provide the staff with adequate information on their maternity right and processes that it entails.

STEPS TO FOLLOW WHEN APPLYING FOR AND OBTAINING MATERNITY LEAVE

1. Notification. Childbirth does not happen by accident at least a careful mother to be would noticed that she is pregnant at least six months into the pregnancy to sufficiently prepare and approach his or her line manager to obtain information on basic requirement for applying for and obtaining maternity leave.

2. Certificate or letter from a certified medical practitioner. This is about the most important aspect of obtaining approval for maternity leave. In Nigeria it is better to approach the company retained hospital or approved healthcare provider who will conduct a scan and determine a probable time of delivery and specified the period of confinement pre and postnatal.

3. Written and signed certificate of expected delivery confinement dates should be issued and addressed to the organization. It is expected that the original copy is kept by HR in the staff personal file and copies with approval should be sent to the line manager and unit heads for record purposes.

4. HR Approval. HR is to issue a letter addressed to the staff stating the commencement of her prenatal leave and postnatal leave and the staff expected return date to work and the twice half-hourly off period to attend to child care and its duration.

5. Finance and payment of benefit. It is the responsibility of HR to notify the finance or account department on the due date for the staff and instruct that the computed maternity pay be made readily available to support the expected mother. Payment must be prompt since the objective of such pay is to support the mother in caring for herself and the new born.

7. Leave extension arising from pregnancy related complication will require another letter from the healthcare provider advising the organization on the nature of the illness and the need for a predetermined numbers of extended days, weeks or month as the case may be.

8. Maternity related issue should be properly documented from the side of the staff as well as the organization because if not properly done it could result into legal tussle and related losses both to the individual and the organization.

A case in hand was Houben V. Telular Corp; 7th Cir.), where a sales manager (Susan Cooper Houben) for a company secured a contract in Europe in which she would be paid a percentage of all sales. But announced to her employer that she was pregnant, her appointment was almost immediately terminated with no reason given and her commission for the contract deal with Motorola not paid. She sued under the Federal Pregnancy Discrimination Law and other states laws in the USA. A Jury awarded her $ 98,364. The employer lost the case and subsequent appeal.

Another celebrated case in Nigeria was the case of Okunbowa V. Group Consultants Nigeria Project Adviser (Nigeria) Limited. The plaintiff was refused her wages by the defendants who went on to terminate her appointment while she was away on maternity leave having previously served the defendants a medical certificate from a certified medical practitioner. The court held that she was wrongly terminated even when her contract of employment did not provide for maternity leave entitlement. The court, however, aver that she was entitled to such leave by virtue of the Labour code now section 54 (1) and (4) earlier cited in this article. She was awarded the case and the defendants were asked to pay her salaries for the whole period of her confinement as well as damages for wrongful termination of appointment.

It is necessary to take note that in the UK, under The Equality Act 2010, Chapter 8.4 that it is an act of unlawful discrimination to treat a woman unfavorably because of her pregnancy or a related illness, or because she is exercising, has exercised or is seeking or has sought to exercise her right to maternity leave

The implication her is that if you follow the appropriate due process and taken the right steps, maternity related discrimination cannot and would hardly be won in any court of law by an employer.

SOME QUESTIONS AND ANSWERS RELATING TO MATERNITY LEAVE

It is important to state here before attempting to answer the under-listed questions which came from individuals who sought for my personal opinion on issues relating to maternity leave. Most of these questions are from Nigerians readers and some from other readers abroad. My answers shall relate only to Nigeria and will not in any way exhaust the discussions or claim to provide total solutions to the problem.

Also, I want it to be noted that my answers will relate to the ILO convention and the Nigeria Labour Act and at the same times my personal experience as an HR practitioner.

Lastly, it must be pointed out that the law provides a general guideline for maternity and mother/child protection right, it is however, important to understand individual contract of employment or collective agreement requirements entered into by individuals and their organizations.

Question

I was entitled to a thirty day annual leave, but during the course of my leave I took in (became pregnant) and fell due for maternity leave eight months after. My organization said I can only take the maternity leave and not the annual leave combine, what is your opinion on this? Thank you.

Answer

Legally speaking, annual leave vacation or holiday is different from maternity leave, hence, it cannot be said to be same thing. Having said this, it is however, important to look at individuals contract of employment since we have some organizations that agreed with their staff ab-initio that maternity leave and annual leave shall be combined depending on which comes first. Addressing your question, you can carry your annual leave to the subsequent year and still get paid if you are entitled to a paid annual leave.

Question

What happens in a situation when you became pregnant with another child while on maternity leave?

Answer
I have seen cases like these; it is not uncommon to see nursing mother gets pregnant post delivery even as early as one month or some few weeks after delivery. The standard practice is to inform your organization by providing them with the appropriate notices, appropriate notice here will include certificate from a certified medical practitioner. The law permit that you are granted maternity leave when you are due for it.
Question

I recently attended an interview when I was about six months pregnant, I presumed to have done well at the interview but one of the panelists asked about my expected delivery date to which I responded to in the affirmative. I was excused for a moment but when I was re-invited I was told that I wasnt qualified for the position. When I asked for the reason for my disqualification I was told it was internal to the panel. Can I sue for discrimination?

Answer

Honestly, the decision to whether you did well or otherwise at an interview rest solely with the panel, this is not to question your assessment of your performances. In as much as you have not been offered an employment contract or a letter intention to employ you it will be difficult to prove that you are discriminated against.
Question

I was less than six months with an organization when I applied for maternity leave; I was permitted to go for the leave but denied maternity pay benefit. Is this right?

Answer

The Nigerian Labour Act does not preclude any woman from maternity leave irrespective of length of employment. However, Section 54 (1) and (c) provided that such a woman who is less than six months in employment may not be paid maternity leave entitlement. If she is absence from her work in pursuance of paragraph (a) or (b) of this subsection and had continuously employed by her then employer for a period of six months or more immediately prior to her absence, shall be paid not less than fifty percent of the wages she would have earned she had not been absent: Having said that, organizations , contracts of employment or collective agreement may grant some concession. Please check with your employer for more information
Question

I worked in a multinational organization; I noticed that the expatriates staffers are given paternity leave while we the local male staff are denied such opportunity. What is the position of the Nigerian Law on this?
Answer

Honestly, the Nigeria Labour law is silent on the issue of paternity or Shared Parental Leave but in recent times we have seen some states government take such initiative i.e. Lagos State Civil Service now enjoy some limited privileges of paternal leave. However, it must be understood that majority of expatriate staff most times are employed based on their homes countries laws and so if such leave exist in their countries of original and it is specified in their contract of employment even if it does not exist in their countries of deployment they will definitely enjoy the leave while the local staff will not. But if such leave is recognized by your National Law and some staff are given while others are not then it would be said to be discriminatory.
Question

I could not return back to work after my maternity leave due to health challenges which necessitated me staying back for another two and half week. I put a call through to HR and the HR Assistant advised that I should take adequate care of myself and upon resumption that I should come with a doctors report. When I resumed back to work, the Head of HR asked that I should be issued with a query for overstaying my maternity leave to which I responded based on the advised given by her assistant. In the final analysis, the over stayed period was deducted from my salary. Is this right?

Answer

My personal opinion has always been that policy related matters should be properly documented, if you have obtained a written approval from the HR Assistant your position would have been better. Also, such request for an extension should be at the behest of the doctor and not you just putting a call across. It will be better that you asked the doctor to issue you with a written request and if you cannot deliver the letter to you organization, you can have someone do that on your behalf or scan it across to them and get a confirmation. In your case I dont think you have a strong case since there are no indications that you obtained the necessarily approvals.
Question

Is it an acceptable practice to fuse the entire three month of maternity into one as against dividing it into pre and postnatal leave?

Answer

The standard procedure to divide maternity into two parts namely antenatal and postnatal, but I have had situations where some women think that the second half is usually not enough for them to care for their new born so they request to stay on until some few days to delivery date. However, from the perspective of HR this also has some legal implications; for example, I had a case of a woman that was taken from the workplace to the maternity ward and she delivered when she was been driven to the hospital. For example, if there was a medical challenge the organization might be held liable. However, it is possible to have such arrangement depending on your organization but it should be purely advised in writing by a certified medical practitioner.
Question

I was given an approval to proceed on maternity leave based on a medical advice, but after proceeding for the ante-natal leave I had a delayed delivery for another one month. Since this delay would denied me time to care for my new baby can I asked for an extended time beyond the approved time?

Answer

It is important to note that maternity leave is time-bound and there are provisions for extension majorly on the ground of illness and the need for recuperation. The best option is to inform your organization of your condition and you will be guided accordingly. In some instances you could be granted extension that is not paid for or based on mutual understanding deducted from your annual leave.
Question

Upon resumption from maternity leave, I was told to report to another department. I tried to find out from my Head of Department who simply weaved it aside as mere internal arrangement.

Answer

Honestly, it is the prerogative of your organization to deploy you or move to department where they believe you can function effectively, if it is in the best interest of the organization you can be redeployed but not demoted or made you to suffer salary lost upon resumption from leave. What about if upon resumption you were informed that you have been promoted I am sure that will not be an issue?
NOTE
• Whilst I have made every effort to be guided by the Labour Act and common HR practices in my responses to the above questions, this information should however not be taken as a substitute to specific legal advice, your contract of employment or other collective agreements entered into. This blogger or writer or www.askkayodemicah.com.ng cannot be held liable for any errors or omissions arising therefore.

Conclusion

Every organization operates within the ambit of the Law both International and States or local laws so also is maternity leave and other related matters govern by law. Because maternity matter is treated as a statutory matter then individual workers and HR practitioners should be conversant with the enabling laws and conventions.

It is also important to say that practices, collective agreement and contract of employment are necessary tools that gives meaning to the implementation of maternity leaves and it must be treated holistically and not in isolation of one another.

Women constitute a significant percentage of global workforce and the onerous responsibility of conception and nurturing are placed in their hands even more than their male counterpart as such greater attention should be paid to their welfare, health and economic well-being.

This attention is also needed in the preservation of the human population and the preservation of world civilization.

Global best practices condemn any attempt at discriminating against woman in the workplace and more especially any of such action that impinge on pregnancy right and the health of the child.
This article has painstakingly pay attention to maternity leave matters, explaining individuals right, processes and procedures that governs maternity and it has also attempted to answer some questions that the writer had received from readers in recent times.

I hope you find this article helpful or if you would like to share more insight on it kindly feel free to contact the writer.

Thank you

REFERENCES

1. Having a baby in Russia www.expatica.com/ru/out-and-about
2. Houben v. Telular Cor. United States Court of Appeals Seventh Circuit. Susan Cooper Houben, Plaintiff v. Telular Cor. Defendant. Nos.99-2734,99-2892. Decided : November 03, 2000

3. Maternity Protection Convention , 2000 No. 183, Geneva, 88th ILO Session, June 15th, 2000
4. Nigerian Labour Act, Chapter 198 Laws of the Federation of Nigeria 1990.

5. Laws of Trinidad and Tobago, Maternity Protection Act, Chapter 45:57

6. Maternity and Paternity t work Laws and Practice across the World By Laura Addati , Naomi Cassirer and Katherine Gilchrist, 2014

7. Statutory Maternity Pay and Leave: employer Guide www.gov.uk
8. Womens Rights to work in Nigeria: An Appraisal Asika Ige and Olukemi Adekile 2012

9. 10 Things to know about Breastfeeding Sara Lippmann. In American Baby Magazine

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The post MATERNITY LEAVE : BASIS, PROCESSES AND THE LAW appeared first on Kayode Ibukunoluwa-Micah's Blog.

It is important to states right from the outset that paid annual leave is a statutory provision that employees are entitled to as provided for by the Nigerian Labour Acts 1990 and other amendments. Section 18, subsection 1 of the Labour Act, states clearly Every worker shall be entitled after twelve months continuous service to a holiday with full pay of

a) At least six working days, or

b) In the case of a person under the age of sixteen years (including apprentices), at least twelve working days.

From the above citation, it is clear that annual leave is statutory and backed by law. However, the critical issues with most people hinges on its implementation, numbers of days that an employee should be entitled to, the minimum amount to be paid as leave allowance and the procedure to be followed in its implementation. Also, one contending issue is the misinterpretation of the word holiday in the provision of the act

Also for the purpose of clarity, the word holiday means leave or vacation or the period for which the employee is permitted off duties for the purpose of utilizing his or her leave earnings. This becomes important because leave is different from approved public holidays which are not and should not be included when computing the leave entitlement period.

For example, if an employees leave is twelve working days and there are approved public holidays say two days that fall within the approved leave period of twelve days, it then automatically means that the employee will earn his or her twelve days plus the two days of public holidays thereby making fourteen working days.

In this write-up, I will make effort to address all the highlighted issues and give clarifications to the annual leave imbroglio.

WHAT IS ANNUAL LEAVE?

According to Wikipedia, Annual leave is paid time off work granted by employers to employees to be used for whatever the employee wishes The crucial elements of this definition are:

1) Annual. This means that it is an entitlement that is qualified for after a one-year continuous service or employment. It is an accumulated paid off duties vacation that an employee is qualified for after a one year or yearly service in an organization.

2) Annual Leave Allowance. Annual leave comes with pay. This means that employers are to pay their employee for the annual leave earning period or days. Does it mean that the employee earns an extra allowance other than his or her regular monthly income? The answer is yes. The employee is not only paid his or her full salary by month end but they are paid for the numbers of days for which they are entitled to leave.

3) Off Work. During the period of annual leave, an employee stays off work and is liberty to use his leave for whatsoever purpose that is best to him. It could be used for rest, personal development, travels/vacation or private endeavors.

4) It is given or granted by the employer. This means that there is an application and approval requirement for annual leave to be granted. It is must be done by the worker’s supervisor after operational needs must have been taken into cognizance. The fact that an employee attends twelve months of continuous does not automatically mean that he or she would take the annual leave automatically. It is must be properly scheduled in such a way that the companys operations does not suffers. And this does not also means that it should be denied or prolonged unnecessarily. It is must be planned and adequately structured by HR and the staff involved.

Section 18, subsection 2, of the Nigerian Labour Act is very clear on this and its states:
The holiday mentioned in subsection (1) of this section may be deferred by agreement between the employer and the worker: Provided that the holiday-earning period shall not thereby be increased beyond twenty-four months continuous service.
WHAT HAPPENS WHEN AN EMPLOYEE CEASES FROM EMPLOYMENT BEFORE ATTAINING TWELVE MONTHS OF CONTINUOUS SERVICE?
We sometimes have justification why an employee cannot continue in service beyond a period of time and such reasons will include: redundancy, termination of appointment, incapacitation and others. In such situation what does the act says?
Section 18, Subsection 4 states that Aperson who ceases to be employed after having
Completed-
(a) Less than twelve but not less than six months in the continuous employment of an employer; or
(b) Not less than six months in the continuous employment of an employer since last qualified for a holiday under subsection (1) of this section,
shall be paid with respect to that period of employment an amount bearing the same proportion to full part for one week at his normal rate as that period bears to twelve months.
The standard practice is to pay an employee who has served up to six months on prorated basis which is a proportion of his leave entitlement had he or she completed twelve months of continuous service.
For example
If A is entitled to an annual leave allowance of N 35,000 for a leave period of 20 working days per annual, if he resigned his appointment seven (7) months or after his last leave, his terminal benefits would include the unearned period of his leave.
Prorated unearned Leave Allowance: N 35,000 * 7 / 12 = 20,416.67.67
IS IT WITHIN THE AMBIT OF THE LAW TO PAY LEAVE ENCASHMENT
Leave encashment for terminated staff is supported by the Nigerian Labour Act, but section 18, subsection 3, made it illegal and contravention of the law to pay those still in employment money in lieu of their annual vacation or leave.
It shall be unlawful for an employer to pay wages in lieu of the holiday mentioned in subsection (1) of this section to a worker whose contract has not terminated.

WHY SHOULD EMPLOYEE GO ON ANNUAL LEAVE

It is fashionable for young employees and those who have urgent needs for cash to want to demand for payment in lieu of notice without a properly understanding of the benefits of time off from regular day-to-day activity.
• The Need for Rest
The human body requires a significant amount of rest to enable it rejuvenate itself for better performance, and it will be unfair to treat the body as an unserviceable machine that would finally break down under pressure. So, from medical point of view it is important to take some times off work for rest and other activities.
• The Need to Gain New Perspectives
The question has been asked that about what the employee do with their leave vacation, the important answer is whatever they do during this time is good for their mind , understanding of their environment and self. When you are free from a monotonous daily routine, your senses and mind tends to perceives and process information differently.
• The Need to Correct Negative Impressions
Annual Leave holiday helps the organization erased the misconception of without-me the organization cannot survived mind-set. My experience in organizational change and re-engineering shows that most HR or entrepreneur unconsciously creates the impression in the mind s of their staff that they (employees) are indispensable when they refused to allow them take some days off. It is good for the health of the organization that staffers are allowed to take their leave.
• The Need to Portray the Organization as a Responsible Corporate Citizen
Enhancement of companys image. Corporate image-building are deliberate actions aimed at portraying the organization as a responsible corporate person. Good image is seen as a competitive edge and attracts the best hands to the organization. Good hands would like to take job roles in organizations that obey the laws and protect their interest including vacation.
• The Need to Develop Leaders from within the Organization
When staff precedes on leave other people or an immediate subordinate is given opportunity to act as a reliever in the place of the worker on leave. This arrangement has often brought out the best from such subordinates who show leadership and bring new ideas on board. When you give people the opportunities to act most of the time its brings out the best in them.
WHAT IS THE MANDATORY NUMBERS OF DAYS THAT WORKERS ARE ENTITLED TO AS THEIR LEAVE VACATION?
Section 18, gave an insight to this, it explains that the minimum leave earning period shall be 6 working days while in the case of persons under the age of 12 including apprentices it shall be twelve working days of paid leave.
Citation below:
Section 18, subsection 1 Every worker shall be entitled after twelve months continuous service to a holiday with full pay of
(a) at least six working days; or
(b) in the case of persons under the age of sixteen years (including apprentices), at least twelve working days.
However, by practice and agreement, major adjustment is made to this as we have junior workers who earn as much as two weeks to as much as 20 days and above. This is particularly so in the oil sector where the union and management have collectively agreed on condition of service.
The Act allows for such flexibility and negotiation as can be seen in section 18, subsection 2 which states as follows
The holiday mentioned in subsection (1) of this section may be deferred by agreement between the employer and the worker
It is however, appropriate to correct the erroneous impression which some hold onto which can be seen in the workmen Compensation Act. Let us look at that section Subject to the workmen Compensation Act, a worker shall be entitled to be paid wage up to twelve working days in any one calendar years during absence from work caused by temporary illness certified by a registered medical practitioner. Nigerian Labour Act, 1990 Section 16.
It is also clear from the foregoing that the reference to twelve days is for health or sickness related off work payment as against annual leave or vacation pay.
SO WHAT IS THE PRACTICE?
The honest truth about days and leave entitlement period is dependent on conditions of service or contract of employment, agreement reached with the employee (Non-Discriminating standard practice in the organization), collective agreement and industry practice.
Section 7, subsection 1 (g) provides that holiday and holiday pay should form part of employment contract or condition of service that should be in written form and given to the employee not later than six months of his or her appointment.
Its stated that
(g) any terms and conditions relating to-
(i) hours of work, or
(ii) holidays and holiday pay, or
(iii) incapacity for work due to sickness or injury, including any provisions for sick pay; €¦
Must be stated in written, so leave entitlement days and payment should be agreed upon at the point when the employment agreement is being negotiated and contracted

S/N COUNTRIES ANNUEL LEAVE ENTITLEMENT ( BY NUMBERS OF DAYS)
1 Angola Workers are entitled to 22 working days per year, excluding weekends and approved rest days and public holidays.

2 Algeria Calculated on the basis of 2 and ½ days per month, but the total numbers of the days cannot exceed 30 calendar days per year.

3 Argentina 14 calendar days from 0-5 years
21 Calendar days from 5 to 10 years
28 calendar days from 10 to 20 years
35 calendar days from 20 and above

4 Benin Republic 2 working days per month of effective service. The law in Benin however, states that unless there is a favourable provisions in collective agreements or contract of employment the above condition shall suffice.

5 Brazil The length of annual leave is dependent on the numbers of absence from work by the employee.
30 days when the worker was absence from work for more than 5 days. 24 days when absence between 6 to 14 days, 18 days of leave when absence between 5 to 23 days and 12 days when absence between 24 to 32 days.

6 Burkina Faso 2 ½ ( Two and half days) per month spent in the service of the employer for a continuous one year of employment.

7 Kenya Employees are entitled to not less than 21 working days after twelve consecutive month of active service with the employer
10 South Korea 15 days for workers who have worked up to a period of three years, one day will thereafter be added to every one year continuously worked but not more than 25 days of leave.

11 United States of American There is no law in the United States that require employers to provide paid vacation or annual leave to its employees. Employers are at liberty to offer their employees paid leave. According to the US Bureau of Labor Statistics, an average of 10 days paid leave is offer by private employers. It is however, not mandatory by law.

12 Uruguay Public and private sector workers are entitled to a minimum of 20days of annual leave.

13 United Kingdom In the United Kingdom, employees are entitled to 5.6 weeks annual leave that is 28 days of paid leave in addition to the 8 days of public and banks holidays which are not paid for. It is of equal importance to say that leave period is often associated with the number of years in service to a maximum of 30 days per year
A look at the cross countries evaluation shows that leave earning periods are mostly provided for by law except in the United States where is not prescribed by law but it is being observed by most organizations. It is however important to states that in all countries x-rated here, workers are entitled to both annual leaves and approved public holidays that are exclusive of annual leave.
Also, I believe we can learn from some of the countries and enriches our practice as a nation. In some countries leave entitlements are accumulated and it ultimately accrued to the workers. While in some jurisprudence it is related to efficient performance for the period of a year.
The impression of just waiting to earn leave even while no meaningful value has been added by employees in the course of the year could be eliminated and then gradually build in the Nigerian workforce a culture of value for money.
CAN SICK LEAVE BE ANNUAL LEAVE DEDUCTIBLE?
Annual leave is different from sick leave and they dont in any way affect the length of each other. So the practice where the annual leave of a staff is deducted from the numbers of days spent in attending to ill-health is illegal and against the law.

PROCEDURE FOR GRANTING ANNUAL LEAVE

Procedurally, the employee is expected to make a formal request for annual leave on or before the completion of one year of continuous service.

This application should be made through his or her immediate supervisor; who will endorse same and send it to HR. The reason for this is to ensure that operation is not affected negatively due to the shortage of manpower necessitated by absence from work by the worker.

It is not right for HR to haphazardly grant leave approval without the line managers or supervisors approval. I have seen this create unnecessary bickering in most organizations.

HR should give a formal approval in writing stating the start date of the leave and when the staff should report back to work.

Also, the approved letter should be copied to the line manager or direct supervisor and the Finance and Account department for the processing of the annual leave allowance.

Application and approval letter should be kept in both personal files of the worker and the personnel or HR file.

It is important to note that proper documentation should be done because during staffs annual leave vacations they still remain in the employment of the company and you have the duty of care over them.

It is important to ask an employee in the application form where they will be spending their leave and if they will be traveling outside their state of cities of work. This will enable HR to relate with them in case of emergencies or operational exigencies. For example, when I worked for an industrial catering company in Rivers State in Nigeria, we got a contract with the Nigeria Liquefied Natural Gas Company and it was necessary that we mobilized to site all most immediately, we would put the best hands together because of the short notice is given to us. This necessitated the recall of our most senior Chef from his annual leave vacation. Imagine if there was no contact how difficult it would have been for us.

It is appropriate to call the worker a week before resumption and intelligently remind him or her of the resumption date. We have cases where the employee picked up another appointment without recourse to present employer. Such knowledge will allow HR plan adequately for a replacement or put a hold on other staff leave pending when such replacement was found.

HUMAN RESOURCE PLANNING AND ANNUAL LEAVE SCHEDULING

Scheduling staff leaves and vacations require adequate and careful planning more so as most staff will fall due on the anniversary of their employment. In a situation, where people started a new operation on the same day, if they all asked for leave on the anniversary of their employment it means a total collapse of operation.

My suggestion is for HR and line managers to plan ahead of time by properly scheduling workers leave for different months and time without exceeding the 24 months deferment time frame.

The standard practice is to design a Leave Roster which is sent to the supervisors or line Managers. The line Managers will, in turn, discuss with the employees on when they would have their annual leave scheduled for the year. When all necessary adjustments are made and clashes in dates ironed out then the roster can be returned to HR for documentation and implementation.

COMPUTATION OF ANNUAL LEAVE PAY

Section 19, of the Labour Act, gives information on the basis for computation of leave or sick benefits when its stated inter alia that
In the calculation of leave pay and sickness benefits only that part of his wages which a worker receives in money (excluding overtime and other allowances) shall be taken into account.
This means that depending on the agreed percentage either determined by a contract of employment or collective agreement, the computation shall be based on the staff annual base pay That is Basic + Housing + Transportation excluding other allowances, bonuses, overtime rates etc.
I have equally seen an organization where leave pay is computed as a factor of Annual Basic salary thereby excluding Housing and transportation allowance.
However, in order not to sound too prescriptive, it is important that the principle of collective agreement, contract of employment, practices within a sector or industry be taken into consideration when computing leave allowance.
An organization can decide to do more but the fundamental rest on section 19 of the Act.

CONCLUSION

It is intended that this article will be further expanded upon to cover other leave related matters such as maternity leave, compassionate, study leave and examination leave. Its also planned to look at specific organizations and the government agencies if such permission is given.

In the overall, the objective of this blog article is to clarify some of the gray issues surrounding the interpretation of the provision of the Nigerian labor Act regarding annual leave allowance and its implementation. I sincerely hope that this article has been helpful to you and I will be willing to answer your questions on this and other posts that I have written.

References

Alan Cave ” Managing Change in the Workplace New Approaches to Employee Relations” Coopers & Lybrand 1994

Nigerian Labour Act 1990

Rebecca R. Milla Sanes and John Schmitt ” No Vacation Nation, Revisited” May 2013. Center for Economic and Policy Research ( CEPR)

Sola Fajana, ” Human Resource Management An Introduction” Labofin and Company, Lagos. 2006

Nwagbo Eze ” African Industrial – Organizational Psychology” Pumark Nigeria Limited. 2004

Wikipedia

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The post ANNUAL LEAVE VACATION AND THE NIGERIAN LABOUR ACT: ADMINISTRATION, ENTITLEMENT AND PAYMENT. appeared first on Kayode Ibukunoluwa-Micah's Blog.