In addition to the half-day holiday on March 8, women also have these 10 exclusive benefits
CCTV News:During the two sessions, the spring is strong, and it is the "March 8" International Women’s Day.
International Women’s Day is a festival for women all over the world to strive for peace, equality and development. According to the "National Holidays and Remembrance Days" promulgated by the State Council,On Women’s Day, women (generally speaking, female employees who have established labor relations) have a half-day holiday.
Although Women’s Day is a legal holiday, it is worth noting that:
On Women’s Day, female employees go to work without overtime pay.If the holiday falls on Saturday and Sunday and the unit arranges employees to work overtime, it shall pay overtime pay for rest days according to law;
Employers also have no legal obligation to issue women’s day benefits.If there is an agreement in the collective contract or labor contract, or there is a provision in the rules and regulations, it should be handled according to this agreement and provision.
Benefits granted on Women’s DayNot included in total wages.
In addition to half a day off, women in the workplace also have these exclusive rights!
For more than a century, women in various countries have made unremitting efforts to fight for their rights. The implementation of the Labor Law and the Law on the Protection of Women’s Rights and Interests provides special labor protection for female employees during menstruation, pregnancy, childbirth and lactation. In addition, women also enjoy a number of exclusive rights and preferential benefits.
Fair employment, equal pay for equal work
The first paragraph of Article 23 of the Law on the Protection of Women’s Rights and Interests stipulates that all units shall not refuse to hire women or raise the employment standards for women on the grounds of gender, except for jobs or posts that are not suitable for women.
Article 27 of the Employment Promotion Law stipulates that an employer may not refuse to employ women or raise the employment standards for women on the grounds of gender.
Multi-property leave can be extended for up to one year.
The Special Provisions on Labor Protection of Female Employees clearly stipulates that female employees enjoy maternity.98 days maternity leaveAmong them, you can take 15 days off before delivery; In case of dystocia, maternity leave will be increased by 15 days; In case of multiple births, the maternity leave will be increased by 15 days for each additional baby.
At present, many provinces (autonomous regions and municipalities) have revised the local population and family planning regulations, and all localities have increased the duration of maternity leave for women to varying degrees. In 2017, Tibet explicitly extended maternity leave to one year through a document jointly issued by government departments, which is also the longest maternity leave in all provinces in China.
On the basis of the 98-day maternity leave in the Special Provisions on Labor Protection of Female Workers, the revised regulations in various places have increased maternity incentive leave or extended maternity leave.Generally reaching 138 days to 158 days.And there is a man’s escort leave or nursing leave, which is generally 15 days to 30 days.
Pay more attention to "special period"
On March 1st, the Special Provisions on the Implementation of Labor Protection for Female Employees in Shaanxi Province came into effect, providing special labor protection for female employees during menstruation, pregnancy, childbirth and lactation. It is worth mentioning that this regulation specifies the "dysmenorrhea leave". If a female employee can’t work normally due to severe dysmenorrhea or excessive menstrual flow, she can apply for one to two days’ leave from the unit with the certificate of a medical institution above the second level.
At present, at least 19 provinces have implemented "dysmenorrhea leave", which allows female employees to take a day or two off during special periods. However, local regulations are inconsistent. Some regulations only need to provide proof from medical institutions, while others limit the types of work, and only allow female employees with "third-level physical labor intensity" and "long-term standing and walking labor" to take "dysmenorrhea leave".
Enjoy maternity leave and paid annual leave at the same time
Article 6 of the Measures for the Implementation of Paid Annual Leave for Enterprise Employees stipulates: "The holidays prescribed by the state, such as family leave, funeral leave and maternity leave, which employees enjoy according to law, as well as the period of work stoppage with pay due to work-related injuries are not included in the annual leave."
Therefore, there is no conflict between maternity leave and paid annual leave, and female employees can enjoy maternity leave and paid annual leave at the same time.
Exclusive lounge
According to the "Special Provisions on Labor Protection of Female Workers", employers with more female workers should establish facilities such as female workers’ health rooms, pregnant women’s lounges and nursing rooms according to the needs of female workers, so as to properly solve the difficulties of female workers in physical hygiene and breastfeeding.
For female employees who need to stand for a long time in shopping malls, supermarkets, etc., the unit should set up rest seats in their workplaces.
"Subsidy" is one more per month.
At present, many provinces and cities have made it clear that female workers can receive a certain monthly subsidy for sanitary products. In recent years, with the rise in prices, this "subsidy" has also risen.
For example, from November 1, 2015 in Hebei, the health expenses of female employees will be 4 to 6 yuan per person per month or the corresponding sanitary products will be adjusted and raised to 30 yuan per person per month or the corresponding sanitary products.
From March 1st, 2009, the subsidy for sanitary products for female employees in Heilongjiang Province was raised from 10 yuan to 20 yuan per person per month.
In Shanxi, it is clear that employers need to provide female employees with health expenses not less than that of 30 yuan per person per month, at least once a year for gynecological examination, "two cancers" special examination, 2% one-time nutrition subsidy and occupational health examination.
"Life events" don’t toss
In the face of "life events" such as marriage and having children, you don’t have to bother God anymore.
Article 23, paragraph 2, of the Law on the Protection of Women’s Rights and Interests stipulates that all units shall sign labor (employment) contracts or service agreements with female employees in accordance with the law, and the labor (employment) contracts or service agreements shall not stipulate the contents that restrict the marriage and childbirth of female employees.
The third paragraph of Article 27 of the Employment Promotion Law stipulates that an employer shall not stipulate in the labor contract the contents that restrict the marriage and childbirth of female employees. Even if there is a similar agreement in the labor contract, it is invalid.
"Phase III" is well protected.
"Phase III" refers to the female employees’.Pregnancy, childbirth and lactation. There are many laws and regulations in our country to protect the rights and interests of female employees from infringement during the "three phases".
(1) jobs and wages are guaranteed.
Article 26 of the Law on the Protection of Women’s Rights and Interests stipulates that no unit may dismiss female employees or unilaterally terminate labor contracts on the grounds of marriage, pregnancy, maternity leave and breastfeeding.
② Night shift and overtime work should be as little as possible.
The "Special Provisions on Labor Protection for Female Employees" clearly stipulates that for female employees who have been pregnant for more than 7 months, the employer shall not extend working hours or arrange night work, and shall arrange certain rest time during working hours. If you are pregnant within 7 months, you can arrange it, but it is recommended that the employer try not to arrange it. In addition, the employer shall not extend working hours or arrange night shift work for female employees who breast-feed babies under one year old.
(3) labor dispatch workers shall not be returned.
According to the "Interim Provisions on Labor Dispatch", if the dispatched workers are in the "third phase", before the expiration of the dispatch period, the employer shall not return the female employees in the third phase to the labor dispatch unit due to economic layoffs or major changes in the objective situation; If the dispatch period expires, it shall continue until the corresponding situation disappears before it can be returned.
④ The labor intensity can be reduced.
According to the Special Provisions on Labor Protection of Female Workers, if a female worker can’t adapt to the original labor during pregnancy, the employer shall, according to the certificate of the medical institution, reduce the amount of labor or arrange other adaptable labor.
Menopausal care is indispensable.
In addition to pregnancy, childbirth and lactation, the "Regulations on Health Care for Female Workers" includes menopausal health care. It requires employers to publicize the knowledge of menopause physiology and health, so that female workers entering menopause can get extensive social care.
In order to ensure the physical and mental health of menopausal female workers, the Regulations on Health Care for Female Workers also requires employers to check and treat gynecological diseases every one to two years. At the same time, if the medical or maternal and child health care institutions at or above the county (district) are diagnosed as menopausal syndrome, and the treatment effect is still not significant, and they are not suitable for the original work, appropriate work should be arranged temporarily.
Heavy manual labor can be refused.
According to the "Special Provisions on Labor Protection of Female Workers", female workers have the right to refuse to engage in heavy manual labor such as underground mine operations:
(1) Underground operations in mines;
(two) the fourth level of physical labor intensity specified in the classification standard of physical labor intensity;
(three) the load of more than 6 times per hour, each time more than 20 kilograms of work, or intermittent load, each time more than 25 kilograms of work.
Female workers during pregnancy and lactation also have the right to refuse to engage in operations where the concentration of toxic substances exceeds the national occupational health standards.