"pregnancy And Maternity Coverage In Australian Travel Insurance"

 "pregnancy And Maternity Coverage In Australian Travel Insurance" - For a one-time premium, GREAT Maternity Care provides complete coverage for mother and child from 13 weeks of pregnancy and up to the end of the third policy year.

, you can enjoy a hassle-free application without a medical evaluation on your next purchase at GREAT Maternity Care!

"pregnancy And Maternity Coverage In Australian Travel Insurance"

The Guaranteed Insurability Benefit (GIB) option can only be used once for the Mother, and once for the Newborn. The GIB option must be used within 90 days of the child's birth. The list of eligible plans, riders and the maximum sum assured is subject to change as determined by the company. The exact terms and conditions of this insurance plan are specified in the policy contract.

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This benefit is only applicable to a GREAT Maternity Care (GMC) medical policy underwritten by us. This benefit provides a life assured option to purchase 1 GMC policy or an eligible plan that provides similar benefits made by us, on her own without medical underwriting for her next pregnancy. The exact terms and conditions of this insurance plan are specified in the policy contract.

The Hospital Care benefit for the Mother is payable up to a maximum of 30 days. The insured mother is still eligible to claim Death or Total and Permanent Disability (TPD), Pregnancy Childbirth Complications and Psychological Consultations Benefit even though the Hospital Care Benefit of maximum 30 days has been used. If the Mother has twins, the Hospital Cash Benefit will be paid up to a maximum of 30 days for each child. a maximum of 30 days is used.

If the insured child is diagnosed with a covered condition as a result of a pre-existing condition before he or she reaches the age of 6 on the next birthday, we will pay the claim subject to a total limit of S$30, 000. Coverage due to pre- existing conditions will be paid only once.

Pregnancy and Childbirth complications, Hospital Care benefits and Psychological Consultation benefits expire 120 days from the birth of the child.

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The above is for general information only. This is not an insurance contract. The exact terms and conditions of this insurance plan are specified in the policy contract.

Since this product has no savings or investment component, there is no cash value if the policy expires or is terminated prematurely.

This policy is protected under the Policy Owners' Protection Scheme administered by the Singapore Deposit Insurance Corporation (SDIC). Your policy coverage is automatic and no further action is required from you. For more information on the types of benefits covered under the scheme as well as coverage limits, if applicable, please contact us or visit the Life Insurance Association (LIA) or SDIC websites (www.lia.org .sg or www. .sdic.org.sg).Maternity leave—and parental leave in general—varies from country to country. For example, in the US, new mothers have 12 weeks of statutory maternity leave. In the UK, new mothers are entitled to up to 52 weeks of paid leave. In Russia, mothers get 140 days—70 before the birth and 70 after.

If you are in charge of hiring and managing teams in Australia, you need to be familiar with national and state laws regarding pregnancy, childbirth, and adoption. This will allow you to provide your employees with the best possible parental leave conditions while ensuring compliance with state and federal laws.

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While in other countries, there is a difference between maternity and paternity leave, in Australia, both fall under parental leave.

This article will outline everything you need to know about maternity leave in Australia, so you can ensure your parental leave policies are in line with legal requirements and employee expectations.

Parents in Australia are entitled to a total of 18 weeks of paid parental leave and 52 weeks of unpaid work-protected leave (with the possibility of an additional 52 weeks).

During paid parental leave, they will continue to receive a portion of their salary each month despite their absence. In contrast, during unpaid leave, they will not receive any payment from the company during their absence from work, and the salary payment will continue upon their return.

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In both cases, their position must be open for them-usually covered by a maternity replacement-and their work will be waiting for them when they return. If their position is no longer available when they return to work, they are entitled to the same role in terms of status and salary.

Federal Government Regulations define maternity and parental leave laws in Australia. However, some state governments have their own legislation regarding parental leave, and companies can also define their own policies—which means HR departments can play an important role. to provide better conditions for parental leave.

It is important to note that, although employees may meet the eligibility requirements for maternity or parental leave, this does not mean that they are entitled to receive it from the company. Use the following links to check each employee's eligibility for:

Standard paid parental leave in Australia is 18 weeks in total, which can be split between both parents, but only one parent can get it at a time.

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Parental leave pay is calculated based on the weekly rate of the national minimum wage, which is currently $772.55 per week, or $154.51 a day before tax.

Employees can receive paid parental leave for up to 18 weeks, which is 90 days paid. This will include both:

The full unpaid parental leave entitlement is 52 weeks, with the possibility to request an additional 52 weeks. It can be shared between both parents, although they can only take up to eight weeks of unpaid leave at the same time.

If the employee wants to request an additional 52 weeks, they must give their employer at least four weeks' notice, and the company must respond to the request within 21 days. If the answer is no, you must provide a valid justification for your decision.

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If the employee is adopting, they are also entitled to two weeks of pre-adoption leave to attend relevant interviews or examinations.

To be eligible for parental leave, the employee must have worked for your company for at least 12 months:

If an employee is pregnant, they can start their parental leave up to six weeks before their due date—in other words, from the 34th week of their pregnancy.

If they adopt or are with someone who has given birth, their leave can start from the day of adoption or birth.

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If an employee is eligible for unpaid maternity leave, they may also be entitled to special maternity leave in the following situations:

If they take special maternity leave because of a pregnancy-related illness, the special leave ends when the pregnancy or the illness ends—whichever comes first.

If they are granted special maternity leave due to miscarriage, stillbirth, or termination, they have the right to remain on leave until they are fit to work.

A pregnant employee has the right to be transferred to a "safe job" if their regular role is deemed unsafe during pregnancy. This applies to all pregnant employees, regardless of their status or how long they have worked for the company. If no safe work is available, they are entitled to no safe work leave.

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If the employee transfers to a safe job position while pregnant, they will receive the same pay, hours worked, and other benefits they received in their regular role. They may remain in a safe role until it is safe to return to their normal position or until they give birth and return to work.

Australia is considered one of the more progressive countries when it comes to parental leave, which gives more flexibility to both parents. If you're considering expanding your team across borders, it's important to have parental leave policies in place for each country you hire from. Australia's approach to parental leave serves as a good example of how you should craft your parental leave policy.

See our guide to hiring in Australia for more on how to hire and pay employees in Australia. About Oysters

Oyster is a global employment platform designed to empower visionary HR leaders to find, hire, pay, manage, develop, and nurture a thriving distributed workforce. . Oyster allows growing companies to give valued international team members the experience they deserve, without the usual headaches and costs.

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Oyster is a global employment platform designed to enable HR visionary leaders to find, engage, hire, manage, develop, and nurture a thriving distributed workforce. workers.

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