Key Benefits:
(Act No. 174 of the People's Government Order No. XIV of 22 April 2004) In order to preserve the legitimate rights and interests of women workers, this approach is based on the provisions of the Labour Code of the People's Republic of China, the People's Republic of China Women's Rights Guarantee Act and other relevant laws, regulations and regulations. Article 2 Business, individual economic organizations and agencies, business organizations, social groups, non-commercial units (hereinafter referred to as an owner unit) within the province's administration should be subject to this approach. Article 3 shall establish a system for the protection and security of female workers in accordance with the physical characteristics of women workers and the occupational characteristics of their work, improve labour conditions, guarantee safe production, prevent occupational hazards, and identify special persons responsible for the protection of women workers. Article 4 The executive authorities, such as health, trade, security production, population and family planning, should cooperate with the implementation of this approach in accordance with their respective responsibilities. Relevant groups and units such as trade unions, gynaecologists are entitled to monitor the implementation of this approach. Article 5 Governments of more people at the district level should establish maternity insurance systems for female workers and social integration of maternity insurance costs. A person's unit should perform the payment obligation in accordance with the social insurance-related provisions. Article 6. Women and men have equal labour employment rights and equal pay for men. In the case of female workers, in addition to legal, regulatory and regulatory provisions that do not fit women for work or jobs, the user's units shall not deny access to women for gender reasons or arbitrarily raise the criteria for women's access. Article 7. The recruitment of female workers by a female unit should be concluded or employed. These criteria, such as labour compensation, the conditions of labour protection, cannot be lower than those of collective contracts. Female workers may not reduce their wages during pregnancy, childbirth, breastfeeding periods consistent with family planning requirements, without interruption, termination of labour contracts or hiring contracts. Labour contracts or employment contracts are due to the expiry of the period of maternity, maternity, maternity, breastfeeding, or employment contracts should be extended to the period of pregnancy, childbirth, and breastfeeding. Article 8. As a result of production, business needs plus, working hours may be extended after consultation with trade unions and female workers, but not to meet the standards set by the State and paying overtime pay in accordance with the provisions. Article 9 prohibits the placement of female workers in the labour force and other work carried out by female workers under the mines' wells, as prescribed by the State. Article 10 provides for female workers who are engaged in high-level, low-warming and tertiary-level workforce intensity operations under the State and shall be temporarily restructured, arranged for appropriate work or paid one to two days during the month. After the medical unit has proved that there have been severe painstaking and the number of female workers in the month, during which the unit should be granted a paid rest of one to two days. Article 11. The unit shall not arrange for the operation of female workers who have not been childized and who have been married to be pregnant as part of national toxic operational sub-standards, at the third and fourth levels. Article 12. Female workers during pregnancy shall not be allowed to engage in the work of the State-mandated Labour and Premier Pornography during the pregnancy period; shall not extend the period of work; and if the medical insurance-consistency hospital proves to be difficult to carry out their work, it shall reduce their workload or arrange appropriate work. Female workers who have been pregnant for more than 7 months (including 7 months) may not normally arrange for their night work. Upon request, the user unit shall arrange for a certain rest time within the working period and deduct the corresponding workload. The female worker during pregnancy is subject to a pre-natal inspection within the working period and shall be calculated within the working hours, with the corresponding workload. A pregnant worker carrying out a pre-natal inspection by a targeted health-care institution participated in maternity insurance by a person's unit, whose antenatal inspection costs were incurred from the maternity insurance fund as set out in the maternity insurance fund; and whose antenatal inspection costs were borne by a user unit. Article 14. The maternity leave and related treatment of women workers shall be implemented in accordance with the following provisions: (i) The normal delivery rate is less than 90 days (15 days for prenatal leave); (ii) More than seven months of early or higher delivery, which is treated in normal delivery; (iii) In the event of childbirth, there were difficulties in carrying out an automated operation, with a 15-day increase in post-natal leave; (iv) In the event of childbirth, there were difficulties in the delivery of the maternity service, with an increase of 7 days after childbirth; (v) More than 15 days after birth of a baby; (vi) The pregnancy period is less than three months of abortion (including natural abortions, artificial abortions) and the post-natal leave is 20 to 30 days; (vii) More than three months of pregnancy, up to seven months of abortion and abortion, and 50 days after childbirth; (viii) Women's workers are not allowed to make delivery at designated health-care institutions and for emergency or other special reasons for emergency or other special reasons, and their inspection fees, pharmacies, operating expenses, inpatient fees, treatment fees, etc., by providing for expenditure from the maternity insurance fund or by the user unit; (ix) Wage payments during maternity leave for women workers without prejudice to their entitlements. Female workers are required to receive treatment after childbirth, according to the State-mandated medical treatment. Article 15. Female workers are subject to certain leave, medical expenses incurred from the maternity insurance fund or by the user units. Article 16, during the period of unemployment insurance payments, female unemployed persons who are in line with family planning provisions, may apply to the urban, district labour service agencies for maternity benefits equivalent to the three-month unemployment insurance. Article 17, after the expiry of the maternity leave for female employees who had received the sole-born child's patriarchal certificate, there was a difficulty in raising infants, who could grant six months of breastfeeding leave at their own request, and a conditioned unit could grant a one-year leave (including statutory maternity leave). The treatment of female workers during the leave period is carried out in accordance with the relevant provisions of the Zangi Population and Family Planning Regulations. Article 18 Female workers' maternity leave expires, and the user units should be given one to two weeks of adaptation to enable them to gradually recover their work. For physical reasons, medical institutions have proved that they are more than the rest of maternity leave and are governed by the State's medical treatment. Article 19 Female workers who are under one year of age (including artificial feeding) who are under one year of age shall be allowed by a person's unit to arrange not less than one hour of breastfeeding within the working day; multi-born births are more than one babies and a breastfeeding period of one hour. The female worker's breastfeeding time and the period of breastfeeding within this unit shall be calculated as the time of work and shall deduct the corresponding workload. During the period of breastfeeding, female workers may not be allowed to organize their work in the first three-tier force maximity of the country's mandate and in the mammal period, without prolonging their working hours and without scheduling night work. Article 20 states that more yearly complications have been identified by an integrated medical institution than at the secondary level and that female workers who are not adapted to their work should be properly mitigated or temporarily arranged for other appropriate work. Article 21, female workers who have paid their wages, are entitled to paid rest, according to the scheme, and their salary base is determined by 70 per cent of the average salary for the 12 months prior to the normal production of the enterprise. The salary scale is lower than the local minimum wage standard and is determined by the minimum wage. Article 2 contains more than 100 female workers (100) units, which should be set up for female workers' health rooms; 100 female workers have the following units, which can set a simple water box and abundance; and women workers who work in mobility or dispersal work should be distributed to singles for themselves. More than five female workers in pregnancy should be given temporary maternity leave. In the case of new construction, expansion and alteration of productive homes, the design, installation of female workers' labour protection facilities, as required by the Industrial Enterprise Design Health Standards. Article 23 should establish a female worker's health file with a reproductive health check for women workers every two years, and also conduct periodic occupational health inspections to check the time required. Article 24 provides for systematic vocational education and technical training for female workers in this unit. Article 25, paragraph 2, of this approach provides that a person's unit is in breach of article 6, paragraph 2, of this scheme, and that the labour security sector should be rectified, with a fine of up to 5,000 dollars. Article 26 (i) Reduce the wages of female workers during pregnancy, childbirth and breastfeeding; (ii) Removal or termination of labour contracts or employment contracts during the period of maternity, childbirth, breastfeeding. Article 27 violates the legitimate rights and interests of women workers in this approach, and the relevant laws, regulations, regulations and regulations have been applied in accordance with the relevant laws, regulations and regulations. In violation of this approach, the rights and interests of women workers are lawful, the laws, regulations, regulations are not penalized and are corrected by the labour security sector and punishable by a fine of up to $50 million; and liability should be borne for women workers. In violation of this approach, the personnel administration is inspected in accordance with the relevant provisions of this approach. In cases of discrimination, abuse and stigmatization of female workers, the authorities concerned should be treated in accordance with the law; they constitute crimes and are criminalized by law. Article 28, when the rights and interests of women workers are violated, has the right to petition the relevant authorities and the labour security sector, and the sectors receiving the complaint should take a decision within 30 days of the date of receipt of the complaint. The protection of the rights and interests of women workers may be subject to arbitration and prosecution by law. This approach is not applicable in accordance with the relevant provisions of family planning. Article 33 The provisional provision for the protection of female workers in the province of Zangan was also repealed. |
