5.6.3 Maternity policy
Srinakharinwirot University Announcement
Subject: Criteria and Procedures for Leaves of University Employees
By virtue of the authority under Article 10 (1), Article 22 (2), and Article 43 of the Srinakharinwirot University Regulations on Personnel Administration B.E. 2559 (2016), in conjunction with the resolution of the Srinakharinwirot University Personnel Administration Committee Meeting No. 5/2560 (2017) on May 17, B.E. 2560 (2017), this announcement is hereby issued regarding the criteria and procedures for leaves of university employees with full pay, partial pay, or without pay during leave, as follows:
Article 1: This announcement shall be called "Srinakharinwirot University Announcement on Criteria and Procedures for Leaves of University Employees."
Article 2: This announcement shall be effective from the day following its promulgation.
Article 3: In this announcement:
"University" means Srinakharinwirot University.
"Division" means a division of the University, as per Section 9 of the Srinakharinwirot University Act B.E. 2559 (2016).
"President" means the President of Srinakharinwirot University.
"University Employee" means a Srinakharinwirot University employee as per the Srinakharinwirot University Regulations on Personnel Administration.
"Evaluation Period" means the period from August 1st of one year to July 31st of the following year.
Article 4: University employees may take leave according to the types of leave specified in this announcement and with the permission of their supervisor, as follows:
(1) Sick leave
(2) Maternity leave and child-rearing leave
(3) Paternity leave to assist wife after childbirth
(4) Personal business leave
(5) Annual vacation leave
(6) Leave for ordination, Hajj pilgrimage, or religious practice as per Cabinet resolution
(7) Leave for military conscription or reserve mobilization
Article 5: Counting of leave days under this announcement shall be based on the evaluation period, and one year shall be calculated as 365 days.
Article 6: Sick Leave University employees are entitled to sick leave for a maximum of 15 working days per evaluation period with pay. In cases of sick leave due to prolonged recovery as advised by a doctor, the total sick leave, including normal sick leave, shall not exceed 120 days with pay. For employees appointed before July 31st who have worked for less than a full one-year evaluation period, they shall be entitled to sick leave proportionally as follows:
(1) Submit the leave request to the supervisor in order, up to the authorizing authority, before or on the day of leave. Except in necessary cases, the leave request may be submitted on the first day back at work. If the employee is too ill to sign the request, another person may submit it on their behalf, but the employee must sign it as soon as possible.
(2) Sick leave of 3 days or more requires a medical certificate from a registered and licensed medical practitioner to be attached to the leave request. In necessary or appropriate cases, the authorizing authority may order the use of a medical certificate approved by the authorizing authority instead.
Article 7: Maternity Leave and Child-Rearing Leave A university employee may take maternity leave for one instance, not exceeding 90 days, with the right to receive pay during leave, as follows:
(1) Submit the leave request to the supervisor in order, up to the authorizing authority, before delivery, on the day of delivery, or after delivery (not exceeding 90 days). Except if unable to sign the request, another person may submit it on their behalf, but the employee must sign it as soon as possible.
(2) If maternity leave overlaps with any other type of leave that has not yet expired, that type of leave shall be deemed terminated, and the period shall be counted as maternity leave from the start of childbirth.
(3) If maternity leave has been approved and leave has been taken, but delivery does not occur as scheduled, the maternity leave taken may be withdrawn and shall be considered as personal business leave.
(4) An employee who has been granted maternity leave and wishes to take personal business leave for child-rearing shall be entitled to an additional leave period, immediately following maternity leave, not exceeding 90 days, without pay during leave.
Article 8: Paternity Leave to Assist Wife After Childbirth This shall be observed as follows:
(1) A university employee is entitled to leave to assist his legal wife after childbirth for one instance, continuously for a maximum of 15 working days per child, with pay during leave.
(2) Submit the leave request to the supervisor in order, up to the authorizing authority, before or on the day of leave, within 90 days from the date of the wife's childbirth.
(3) The employee may be required to submit evidence along with the leave request for consideration.
Article 9: Personal Business Leave University employees are entitled to personal business leave for a maximum of 15 working days per evaluation period with pay. For employees appointed before July 31st who have worked for less than a full one-year evaluation period, they shall be entitled to personal business leave proportionally as follows:
(1) Submit the leave request to the supervisor in order, up to the authorizing authority. Work may only be stopped after approval. Except in necessary cases where approval cannot be awaited immediately, a leave request with reasons for necessity may be submitted, and work may be stopped beforehand. In special cases where the preceding paragraph cannot be followed, the leave request with reasons for necessity must be submitted to the supervisor in order, up to the authorizing authority, immediately on the first day back at work.
(2) If an employee granted personal business leave for other reasons has not yet completed their leave period, and an urgent necessary task arises, the supervisor or authorizing authority may recall them to work.
Article 10: Annual Vacation Leave This refers to leave from work for annual vacation, with the right to receive pay during leave, as follows:
(1) University employees are entitled to annual vacation leave for 10 working days per evaluation period. However, employees appointed within that evaluation period for less than 6 months are not entitled to annual vacation leave.
(2) If in any evaluation period a university employee has not taken annual leave or has taken leave but not completed 10 working days, the remaining leave days may be carried over to the next year. However, accumulated annual leave combined with current year's annual leave shall not exceed 20 working days. For university employees who have worked continuously for at least 10 years, they shall be entitled to carry over accumulated annual leave combined with current year's annual leave for a maximum of 30 working days. University employees who change status from civil servants shall be entitled to carry over accumulated annual leave and count their service days from their civil servant status.
Article 11: Leave for Ordination, Hajj Pilgrimage, or Religious Practice as per Cabinet Resolution
Leave for Ordination: This is leave from work for male university employees who are Buddhists, to undergo ordination. They are entitled to a maximum of 120 days leave once during their lifetime, with the right to receive pay during leave.
Leave for Hajj Pilgrimage: This is leave from work for university employees who are Muslims and wish to undertake the Hajj pilgrimage in Mecca, Saudi Arabia. They are entitled to a maximum of 120 days leave once during their lifetime, with the right to receive pay during leave.
Leave for Religious Practice as per Cabinet Resolution of December 5, 2007: This is leave from work for female university employees who are Buddhists, to observe precepts and practice Dharma at a meditation center certified by the National Office of Buddhism. They are entitled to leave for a period of not less than 30 days but not exceeding 90 days once during their lifetime, subject to prior approval from their supervisor, with the right to receive pay during leave.
The leave application process shall be as follows:
(1) For leave for ordination or Hajj pilgrimage, it is applicable only to those who have never been ordained in Buddhism or have never undertaken the Hajj pilgrimage in Mecca, Saudi Arabia. The applicant must submit the leave request to the supervisor at least 60 days in advance of the planned leave date. For leave for religious practice as per Cabinet resolution, the applicant must submit the leave request to the supervisor at least 30 days in advance of the planned leave date.
(2) In case of special circumstances preventing compliance with (1), the leave request with reasons for necessity must be submitted to the supervisor, and it shall be at the supervisor's discretion whether to approve the leave.
(3) An employee granted leave for ordination or Hajj pilgrimage must undergo ordination or depart for Hajj, as the case may be, within 10 days from the start of leave and must report back to work within 5 days from disrobing or returning to Thailand. This period must be within the total approved leave duration.
(4) For leave for ordination or religious practice, upon completion of the leave period, the employee must present a certificate or letter of recommendation from the temple or meditation center certified by the National Office of Buddhism to the supervisor.
(5) In cases where an employee granted leave has already stopped working but encounters obstacles preventing ordination, Hajj pilgrimage, or religious practice, they must report back to work and withdraw the leave. The days already taken shall be considered personal business leave. University employees who have been appointed within that evaluation period for less than 6 months are not entitled to leave under Article 11.
Article 12: Leave for Military Conscription or Reserve Mobilization University employees are entitled to leave for the entire period specified by the military authorities.
Leave for Reserve Mobilization: This is leave from work to undergo mobilization, call-up for inspection, military training, or readiness drills as per military service law.
The leave application process shall be as follows:
(1) Upon receiving a summons for conscription or reserve mobilization, report and submit the leave request to the supervisor at least 48 hours before the conscription date, counting from the time of receiving the summons. Proceed for conscription or reserve mobilization according to the date and time specified in the summons without waiting for approval. The supervisor shall report the matter in order to the authorizing authority.
(2) Upon completion of conscription or reserve mobilization, the employee must report to the supervisor to request resumption of normal duties within 7 days from the completion date. Except in necessary cases, reporting for resumption of duties may be done after 7 days but not exceeding 15 days from the completion date.
Article 13: For university employees' leaves not specified in this announcement, the head of the division shall specify and issue an announcement, provided that the total working hours in a week are not less than 35 hours.
Article 14: Approval for various types of leave under this announcement shall be the authority of the President or as delegated by the President. For leaves not specified in this announcement, it shall be the authority of the President.
Article 15: For leaves not specified in this announcement, they shall be subject to university announcements as determined by the Srinakharinwirot University Personnel Administration Committee. The President shall have the authority to decide or order, and such decisions shall be final.
Article 16: In case of any problems regarding the implementation of this announcement or any matter not specified herein, the President shall have the authority to decide or order, and such decisions shall be final.
Effective from this date forward.
(Update: August 2, 2560 B.E. / 2017 C.E.)
5.6.3 Maternity policy
Srinakharinwirot University's "Announcement on Criteria and Procedures for Leaves of University Employees" explicitly details the maternity policy for its university employees under Article 7: Maternity Leave and Child-Rearing Leave.
The key provisions of the maternity policy are as follows:
Duration of Maternity Leave:
Application Procedure (Article 7(1)):
The employee must submit the leave request to their supervisor, in order up to the authorizing authority, either before delivery, on the day of delivery, or after delivery. However, the request must be submitted within 90 days from the date of delivery.
In cases where the employee is unable to sign the request, another person may submit it on their behalf, but the employee must sign it as soon as possible thereafter.
Overlap with Other Leaves (Article 7(2)):
Absence Without Delivery (Article 7(3)):
If an employee has been approved for maternity leave and has taken time off, but delivery does not occur as scheduled, the maternity leave taken during that period may be withdrawn and will instead be reclassified as personal business leave.
Child-Rearing Leave (Unpaid) (Article 7(4)):
After completing the paid maternity leave, an employee who wishes to take additional time off for child-rearing (เลี้ยงดูบุตร) is entitled to an additional leave period, immediately following maternity leave, not exceeding 90 days. This additional leave, however, is without pay.
In summary, Srinakharinwirot University provides a comprehensive maternity policy allowing for 90 days of paid maternity leave, with provisions for application, handling of overlapping leaves, and an additional 90 days of unpaid child-rearing leave. This policy ensures financial support during the immediate post-natal period and allows for extended time with the child, though the latter half is unpaid.
Source: https://sdg.swu.ac.th/policies/12