Article II. Labour protection of female employees in institutions, businesses, business units, social groups, individual economic organizations and other social organizations within the city's administration is applicable. The law, legislation and regulations provide otherwise, from their provisions.

Article 3 Human security, supervision of female workers' labour protection in the Territory, in accordance with their respective responsibilities, is carried out by the city, the area of development of new technologies in the Lake Uhana Lake, the Vilhan Economic Technology Development Zone, the Ecological Tourism Lobby, the Vhan Chemical Industrial Zone.

The sectors such as hygienic, public safety and security are responsible for the protection of women workers in accordance with their respective responsibilities.

Article IV. Trade unions, WCW organizations carry out advocacy, education, counselling and services for the protection of female workers in accordance with their statutes and related provisions, support and assist women workers in defending their legitimate rights and interests; identify the circumstances to be reflected in the relevant sectors in a timely manner in violation of the provisions of this approach and have the right to require their inspections, and the relevant departments should be identified in accordance with the law.

Article 5

To encourage the promotion and dissemination of women's mental health knowledge through mental health knowledge lectures and counselling services. Women workers are encouraged to organize regular mental health censuses, establish mental health files and provide psychological assistance services for women workers.

Article 6. A person's unit shall not be permitted to agree in a labour contract or employment contract (hereinafter referred to as a labour contract) to restrict the legal rights of female workers, such as marriage, maternity, etc., or to discriminate against female workers for gender reasons in terms of remuneration adjustment, promotion, promotion and promotion, evaluation of professional technical functions.

Article 7. Employees' units enter into collective contracts with their workers through equal consultation; women workers' labour protection matters should be included in the collective contract content; and, in accordance with equality, a special collective contract for the protection of the rights and interests of women workers may be concluded with the employee party.

Article 8. The scope of work carried out by female workers is governed by the provisions of the Special Provisions for the Protection of Women Workers (General Service Order No. 619).

Article 9 provides for female workers in the period of pregnancy, maternity, breastfeeding, non-removal or dismissal of (removal) labour contracts by a person's unit, with the exception of the law, the special circumstances prescribed by administrative regulations and the resignation or dismissal of a labour contract by a female worker herself.

Article 10 Female workers shall be accorded the following labour protection during their month period:

(i) A female worker who engages in the labour scope of the time-bound taboo, who, upon request, should arrange other work for it;

(ii) The female worker engaged in four consecutive hours of work, who, upon request, should properly arrange the rest of the work, as appropriate.

The user unit should grant the necessary sanitation supplies to female workers, as prescribed, or labour health protection.

Article 11. Female workers shall be accorded the following labour protection during pregnancy:

(i) It is not possible to arrange for its work on the labour scope of the pregnancy ban, the high temperature operation of more than 35°C, and the operation of the workplace indoor temperatures over 33°C;

(ii) The time required for female workers to carry out pre-natal inspections in accordance with the provisions during the labour period shall be considered as labour time and the amount of work determined shall be reduced accordingly;

(iii) No female worker who is pregnant for more than 28 weeks (including 28 weeks, with the same) shall be allowed to engage in night work or to extend her labour time;

(iv) Women workers who are more than 28 weeks of pregnancy are not competent to pre-existing work and, upon their request, the user units should be given one-hour breaks per day, the duration of the work break is considered as labour time and the amount of work to be determined, and the workload should be reduced accordingly;

(v) Women workers who are unable to adapt to their original labour during their pregnancy period, and the user units should adjust their wages in accordance with the certification of the three-tier medical institutions or their designated medical institutions, in accordance with the changes in the labour contract and the unit pay system;

(vi) The dismissal of pregnant women workers, in consultation with the user unit and with the approval of the user's unit. The female worker who was pregnant for 28 weeks, whose salary was paid during her rest was consulted by the parties; more than 28 weeks of pregnancy, whose rest was granted under 75 per cent of the average monthly salary not less than that of the employee's leave for 12 months prior to the break.

Article 12 Maternity leave for women workers is carried out in accordance with the following provisions:

(i) A pregnancy of less than 12 weeks of abortion and 30 days of maternity leave; 45 days of maternity leave due to a pregnancy of up to 28 weeks; and 98 days of maternity leave for more than 28 weeks of pregnancy;

(ii) A normal delivery rate of 98 days of maternity leave, of which antenatal leave is available for 15 days. (a) The early pregnancy of more than 28 weeks or the delivery of a baby is considered a normal delivery;

(iii) A 15-day increase in maternity leave when childbirth is difficult;

(iv) Female workers who have been married were born evening, 30 days of maternity leave and 10 days of care leave for their spouses;

(v) Multiple births, with more than one babi per child and 15 days of maternity leave.

The duration of maternity leave for female workers is due to the need for restal treatment for illnesses, which exceeds the related treatment during maternity leave, in accordance with the provisions on sick leave and medical treatment.

Article 13 Staff members shall be treated as working during maternity leave and care leave, and their wages shall be paid by the user unit in accordance with the employee's original salary standards.

Article 14. The leave and treatment of female workers for family planning operations are carried out in accordance with the relevant provisions of the State, the province.

Article 15. Medical expenses incurred by female workers in childbirth or in the implementation of family planning operations, the user unit has been involved in maternity insurance, which is paid by the maternity insurance fund in accordance with the projects and standards set out in the maternity insurance scheme in this city; the absence of a maternity insurance or the payment of maternity insurance contributions, taking into account the projects and standards set out in the maternity insurance scheme in the city.

Article 16 Female nursing workers are under the age of 1 years, and the user units should provide the following labour protection:

(i) It is not possible to arrange for its work on the scope of the work carried out by the lactoke;

(ii) No extension of labour time and the organization of night work;

(iii) Two nursing hours per day are granted, at least 30 minutes per day. The number of children born by multiple adults is less than 30 minutes per baby. The daily breastfeeding time can be consolidated, with the amount of work determined, and its workload should be reduced accordingly.

Female workers have completed their breastfeeding, and the medical institutions designated by more than three medical agencies or by the user units have confirmed that the baby is a weak child and the child's unit can properly extend the period of breastfeeding for female workers, up to 6 months.

Article 17 Female workers may adjust their jobs in consultation with female workers, as evidenced by the above-mentioned three medical institutions or their designated medical institutions, in accordance with the changing labour contract and the unit's salary system.

Article 18 is more concentrated and more than 100 women workers, and the user unit should establish a female worker's washing room, maternity break rooms, breastfeeding facilities, based on the needs of women workers.

Article 19 User units should organize a female worker for a 1 gynaecology check every 1 to 2 years. Inspections are considered as working hours and the inspection costs are borne by the user units. Women workers are encouraged to organize breast cancers, cervical cancer screenings on a regular basis by qualified user units.

Article 20 should strengthen workplace preventive measures to prevent and combat sexual harassment of women workers.

Female workers who are subject to sexual harassment have the right to complain and access to relevant organizations such as the user unit, gynaecologists, etc., and should be dealt with in a timely manner, after receiving complaints of sexual harassment and recourse. Female workers who have been sexually harassed may also report to the public security authorities or initiate civil proceedings with the People's Court.

The relevant units and organizations should protect the privacy of women workers in accordance with the law when dealing with complaints of sexual harassment by women workers.

Article 21, in violation of the provisions of this approach, punishes the provisions of laws, regulations and regulations, such as the Labour Code of the People's Republic of China, the Special Provisions for the Protection of Women Workers (General's Order No. 619), the Labour Safeguards Monitoring Regulations (State of State Order No. 423).

In violation of this approach, female workers may lodge complaints, reports, complaints, etc. in accordance with the law, or apply for mediation to labour personnel dispute mediation organizations in accordance with the law. The arbitral awards are not uniform and are brought before the People's Court by law.

Article 23. In violation of this approach, a person's unit violates the legitimate rights and interests of women workers and inflicts harm on women workers, shall be liable under the law; administrative disposition of the responsible person directly responsible and other persons directly responsible; and criminal liability by law.

Article 24