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Veronica Reading
Member - 1 post
My organisation is in the voluntary sector, with limited resources and often have short-term funding for projects.
We are currently updating our Recruitment Policy in collaboration with our Union reps. I am willing, at their request, to write in the policy that information on all vacancies will be sent to employees on maternity leave. This is our custom anyway.
Our concern in writing this into the policy, is do we then need to write about the consequences, i.e. the possible outcome. If the woman applies, meets the criteria, is interviewed and would otherwise be the most suitable candidate but still has, say, 4 months of maternity leave to run, would we be obliged to hold the job open for her return?
If yes, our resources would be stretched to do more recruitment for a temporary worker to fill the gap, and the funding may be time limited anyway.
We could stipulate that the new postholder would need to be available to start on a certain date, thus excluding the individual, but would this be seen as a "detriment" as in your illustrative case?
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