Maternity and Paternity Policies
University policies aimed at supporting women’s rights and addressing their specific needs in the workplace encompass a range of important measures. These include women access schemes, a 60-day maternity leave policy, a provision for 2 hours of breastfeeding time following maternity leave, the establishment of a dedicated female prayer room, and the option of taking two weeks of unpaid leave after the initial 60 days of maternity leave. These policies collectively contribute to fostering a workplace environment that is equitable and inclusive for all employees.
Women access schemes are strategically designed to assist women who may encounter obstacles in pursuing education and employment due to social or economic factors. These schemes typically encompass a spectrum of support mechanisms, such as financial assistance, mentorship programs, and additional resources, all aimed at empowering women to excel in their academic and professional endeavors.
The 60-day maternity leave policy is a pivotal aspect of supporting women as they become mothers. This policy ensures that women can take time off from their work responsibilities to care for their newborns and recover from childbirth, all without the fear of job loss or income reduction.
Moreover, the provision of 2 hours of breastfeeding time following maternity leave reflects a commitment to supporting women who choose to breastfeed their infants. This policy grants them the necessary time and suitable accommodations to meet their child’s nutritional needs.
The availability of a dedicated female prayer room within the university campus is another crucial policy catering to women’s religious requirements. This private and comfortable space enables Muslim women to practice their faith in a serene and respectful setting, particularly during religious observances.
Finally, the option of taking two weeks of unpaid leave after the initial 60-day maternity leave recognizes that women may have diverse needs during this transitional period. This policy acknowledges the importance of allowing women the flexibility to adjust to their new roles as mothers and to fulfill their personal and family obligations, all while safeguarding their job security and financial stability.
Leave, Attendance and Overtime Policy
Applied Science University has maternity and paternity policies that aim to help the women in this situation. Thus, according to the document of Leave, Attendance & Overtime Policy of the Department Human Resources, the policy which deals with Maternity and Paternity Leave are contained at 6.2 Section about Types of leave, specifically in the subsections 6.2.3 and 6.2.4.
6.2.3. Maternity Leave
6.2.3.1. Female employees shall be entitled to maternity leave for 60 calendar days with full-pay
6.2.3.2. The period of 60 calendar days can be extended by 15 calendar days without pay. The cumulative period of maternity leave cannot extend beyond 75 calendar days.
6.2.3.3. Employees availing themselves of maternity leave will have to produce a medical certificate attested by the Ministry of Health stating the expected date of confinement.
6.2.3.4. Maternity Leave can include the period before and after confinement. However, should the employee wish to take maternity leave before confinement, it should be continuous and should be taken within a continuous period beyond the confinement date (e.g. an employee can take maternity leave from a week before the confinement date for a period of 60 consecutive calendar days).
6.2.3.5. Maternity Leave can start only 20 days prior to the confinement date or subsequent to that date.
6.2.3.6. Short absences (classified as intermittent leave taken before confinement) during the pregnancy will be treated as sick leave in line with the rules governing such leave. In case the employee is unable to produce the necessary medical certificates required for sick leave then such short absenteeism would be classified as annual leave.
6.2.3.7. A female employee shall be entitled after her maternity leave and until her child is six (6) months of age to two periods of care to breastfeed her newly born child each of which shall not be less than one hour. She shall also be entitled to two periods of care for 30 minutes each until her child completes one year of age. A female employee shall have the right to combine these two periods and such two additional periods shall be considered to be part of the working hours without resulting in any reduction of the salary. An employer shall fix the time of the care period referred to in the preceding paragraph according to the female employee conditions and the interest of the university.
6.2.3.8. Approvals
The female employee is required to inform their Line Manager, Dean / Director and HR at least 1 month, prior to commencing her maternity leave.
6.2.4. Paternity Leave
6.2.4.1. A male employee is entitled to a leave period of 1 full working day upon the birth of his child. This leave should be taken within two days of the birth of the child. The leave would not be accrued in cases where the employee is already on annual leave, sick leave or any other leave
6.2.4.2. Approvals
Upon resumption of services, a leave form must be completed and signed by the Line Manager, Dean or Director and the HRD, the leave form must be attached with the birth certificate of the new born child.
Bahrain extends maternity leave by 10 days
https://www.gulf-insider.com/bahrain-extends-maternity-leave-by-10-days/
Parliamentarians yesterday approved a proposal ratcheting up the length of maternity leave of government employees by ten more days to 70.
Earlier, woman employees in government jobs had only 60 days to take care of her baby, before returning to work. The new rule also gives a father a three-day leave to help the mother and baby. Earlier, he had only a single day for that.
Equality and Diversity Policy
https://www.asu.edu.bh/wp-content/uploads/2021/11/Student-Handbook-English-2022-2021.pdf
10.1 Policy Statement
This policy outlines the commitment of Applied Science University to create an environment where differences are valued and equality of opportunity is evident among all staff, students, and any stakeholder.
- This policy defines certain actions that are not permissible and that are considered unlawful. These are called ‘Types of Discrimination’.
- It also identifies so-called ‘protected characteristics’ which are best described as certain attributes that regular people possess which the University considers should be safeguarded. When ‘safeguarded’ it means against the ‘Types of Discrimination’.
The Applied Science University is fully committed to promoting equality of opportunity and fairness and to eliminate discrimination against all national and international staff, students, and anyone associated with the University (e.g. visitors, contractors and service providers) regardless of:
- Age
- Disability
- Marital Status
- Pregnancy and Maternity
- Race (colour, ethnicity, or nationality)
- Religion or Belief
- Gender
- Unfair Dismissal
No kinds of discrimination, harassment, or bullying are tolerated at the Applied Science University.
International Women’s Day
https://www.asu.edu.bh/wp-content/uploads/2023/04/PND-V8-Issue-13-6-April-2023.pdf
Under the patronage of Dr. Ammar Peter Kaka, the President of Applied Science University, the Student Affairs Department organized an event on Wednesday, March 4th, in collaboration with the Women’s Club and the Entrepreneurship Center, to celebrate International Women’s Day. The event featured an exhibition showcasing innovative projects by female students and graduates of the university, held in the university’s atrium and lobby.
Numerous female students participated in the exhibition, presenting their innovative and impactful projects that aim to improve society and encourage a spirit of entrepreneurship among women. The event aimed to highlight the role of women in society, enhance their status, and empower them in the field of entrepreneurship. Furthermore, it aimed to encourage female students to develop their skills, initiate new projects, and assist them in achieving their entrepreneurial dreams.
Dr. Ammar Peter Kaka, the President of the university, and Dr. Hamatma, the Vice President of the university, visited the exhibition to provide support and encouragement to the participating female students. This event holds significant value for the university as it reflects its support for women and their empowerment in the field of entrepreneurship. It also contributes to the role of women in society and the achievement of sustainable development goals.