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Ningxia Hui Autonomous Region Of Female Workers Labor Protection Measures

Original Language Title: 宁夏回族自治区女职工劳动保护办法

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Chapter I General

In order to strengthen the protection of women workers and to maintain their safety and health, this approach is based on the relevant laws and regulations such as the State Department's Special Provisions for the Protection of Women Workers.

This approach should be adhered to by an individual unit such as an institution, enterprise, business unit, social group, individual economic organizations and other social organizations.

Article 3 Governments of more people at the district level should strengthen their leadership in the protection of women workers and integrate the protection of women workers into women's development planning and monitoring implementation.

Authorities such as human resources security, safe production supervision, etc., at the district level, monitor the protection of female employees in the unit in line with their respective responsibilities.

Trade unions, women's organizations are governed by the law by women workers' labour protection.

Chapter II Labour protection

Article IV shall be responsible for the protection of female workers in this unit by the principal head of the unit.

Article 5

(i) Establish a system for the protection of women workers.

(ii) Improve the safety and health conditions of female workers, and training for female workers in working safety, occupational health and mental health.

(iii) To comply with the State's prohibition on the scope of work for female workers.

(iv) The payment of social contributions to women workers by law.

(v) To inform, in accordance with the law, about possible occupational hazards and their consequences in the course of the work of women workers and to implement occupational protection measures and treatment.

(vi) Measures to protect the safety of female workers in night work.

(vii) Other provisions relating to the protection of female workers' labour are regulated by the laws and regulations.

Article 6.

(i) To deny access to women or to raise the criteria for female use (other than female work or employment).

(ii) Constraints such as labour contracts, employment contracts or variations that restrict the marriage, maternity of female workers.

(iii) Reduce their wages due to the marriage, pregnancy, childbirth, breastfeeding of female workers, limiting the promotion, promotion, evaluation of professional technical functions, resigned or simply removed labour contracts.

(iv) Other acts that undermine the labour rights and interests of women workers.

Article 7. Collective contracts between the employee and the user's unit, the protection of the rights and interests of women workers, should clarify the protection of female workers.

Article 8. Female workers in the dispatched workers, and in the labour dispatch agreement concluded between the labour dispatch units and the labour force units, there should be a clear agreement on the protection of female workers.

Article 9

(i) Healthcare fees for women workers who are not less than $3.5 per month.

(ii) Over four hours of continuous work, 20 minutes of breaks are scheduled every two hours.

(iii) Employees with severe pain or excessive numbers of female workers cannot stay in normal work, which can be granted between 1 and 2 days.

Article 10 is subject to the application of a pregnant woman worker, who may be protected by the labour scope of the pregnancy ban.

Article 11. Female workers shall be given the following protections:

(i) In the course of the labour period, prenatal inspections are carried out in accordance with the provisions, and the time required for inspection is taken into account.

(ii) Inadequate labour positions, according to medical institutions, the appropriate reduction of labour or other appropriate labour positions is justified.

(iii) Distinguished pregnancy for a period of three months and severe pregnancy response, and a certain rest time has been arranged within the labour period.

(iv) Female workers who are pregnant for more than seven months shall not extend their working hours or arrange night work and, within the time of labour, arrange certain rest times; and

Article 12

(i) The maternity leave of women workers is granted by law for 158 days (98 days of maternity leave provided by the State, 60 days of the increase in maternity leave in the self-government area) and 25 days of care leave for their spouses under the law.

(ii) A female worker's antenatal leave granted a maternity leave not exceeding 15 days (for statutory maternity leave).

(iii) Female workers are disproportionately born, up to 15 days of maternity leave, with more than one child born and 15 days of maternity leave.

(iv) The pregnancy is less than four months of abortion, granting 15 days of maternity leave; the pregnancy has reached 4 months of abortion and the provision of 42 days of maternity leave.

In addition to the 42 days of maternity leave, female workers who had been pregnant for seven months could receive a maximum of 56 days in consultation with the user units. The extension of the treatment is carried out in the context of the special collective contract for the protection of the rights and interests of women workers in enterprises, the criteria for the treatment established in the collective contract for wages and collective contracts for the protection of the rights and interests of women workers in enterprises, and the extension of leave is determined in consultation with the parties.

A female worker's maternity or pregnancy reaches 7 months of her pregnancy, a person's unit could be granted an adequate nutrition support fee.

Article 13: Female workers who perform family planning operations shall be accorded the following protection:

(i) Placement of homewives, for two days, with no arrangements for heavy labour during the first week of the art, maternity leave and maternity leave, excerpt from the uters and one day.

(ii) Place the vegetation agent under the pipeline for a period of two days; access to the vegetation of the vegetation agent and rest for two days.

(iii) Lobby, 21 days after the rest, the maternity leave was closed and the maternity leave was extended; and the delivery of the zourry was 21 days.

(iv) Other family planning operations under the State.

Article 14. Female workers' maternity, implementation of family planning operations, participation by a person's unit in maternity insurance, and female workers receive maternity insurance in accordance with the provisions of the State and autonomous areas; and unpaid participation in maternity insurance are paid by the user unit.

Article 15. Female workers who are under the age of 1 years shall be given the following protections:

(i) There shall be no extension of the labour time or the placement of night work.

(ii) One hourly period of breastfeeding within the daily working hours; more than one baby per day. Daily breastfeeding hours can be consolidated or used separately. The period of breastfeeding does not include the time to return to the road. The level of labour is in place, with a corresponding reduction in workload.

(iii) Female workers who are far from being able to return to their home lactories, whose time after maternity leave can be converted into a certain number of days, combined with maternity leave or used separately.

After one year after the period of breastfeeding, the medical institutions have confirmed that the duration of the breastfeeding period is required by the medical institution, which could be extended for a period not exceeding six months.

Article 16, with the application of female workers, allows a person's unit to grant her breastfeeding leave to the age of one year, requests the treatment of specific collective contracts for the protection of the rights and interests of women in enterprises during the leave period, criteria for the treatment of collective contracts for wages and collective contracts for the protection of the rights and interests of women in enterprises, and criteria for the treatment of collective contracts for wages.

The breastfeeding leave expires, and the user unit may grant the time of adaptation for women workers between 1 and 2 weeks.

Article 17 Female workers are unable to adapt to their pre-vocational work due to the fact that they are unable to adapt to the full-time complications, according to medical institutions, they can make appropriate mitigation of their labour or other appropriate jobs.

Article 18 shall organize a female worker's gynaecological health check each year to increase the number of female workers over 30 years of age to prevent uterine cancer, prevent breast cancer inspections, and the inspection costs are borne by a user unit.

Article 19 provides for the establishment of a female worker's health room, maternity breaks and breastfeeding facilities, in accordance with regulations.

Article 20 encourages female workers to be granted labour protection in addition to the provisions of this approach.

Chapter III Oversight inspection

Article 21 authorities, such as human resources security, safe production supervision, and trade unions, women's organizations, should establish coordination mechanisms for the protection of women workers and mechanisms for dispute management.

Any organization or individual who violates this approach may report to the competent authorities such as human resources social security, safe production monitoring, the authorities concerned shall verify, process and inform the reporting person in a timely manner.

Authorities such as human resources social security, safe production supervision management can be checked with trade unions, women's organizations, women's organizations, and women's workers' labour protection in women's units, and to identify acts that undermine women's labour rights and interests.

Article 23 violates the legal rights and interests of women workers in violation of this scheme by a person's unit, which is recorded by the human resources social security sector in the integrity of the social security law and is made public.

In violation of this approach by the user unit, the grass-roots trade unions, local industry trade unions may submit to the user units the Women Workers' Labour Protection Monitoring Opinion, which requires that units should be converted in a timely manner; the denial of correction, local trade unions can submit to the competent human resources security, safe production supervision management proposals for the protection of women workers, and that the authorities should deal with trade unions in a timely manner, in accordance with their respective mandates.

Chapter IV Legal responsibility

Article 25

(i) The extension of working hours, the placement of night work for female workers who have been pregnant for more than seven months, or the absence of rest time during the labour period.

(ii) Reduce the statutory maternity leave for women workers or limit the maternity leave for female workers.

(iii) Extension of working hours for female workers who are under one year of age or arrangements for night work.

Article 26

Article 27 does not perform collective contracts, protect the rights and interests of women workers, violate the legitimate rights and interests of women workers, and trade unions may monitor the change of the user's unit and require its responsibilities under the law; and trade unions may apply for arbitration, prosecution, in accordance with their collective contracts, women's rights and protection of special collective contracts.

Article 28 authorities, such as human resources security, safe production monitoring, and their staff members, abuse of their duties, play negligence, provocative fraud, treating directly responsible supervisors and other direct responsibilities under the law.

In violation of this approach, female workers may lodge complaints, reports, petitions, in accordance with the law, to the labour personnel dispute mediation arbitration body for arbitration, incompatible with arbitral awards, and in accordance with the law.

Article 31 violates the right to labour protection of women workers, which causes damage to women workers, provides reparations under the law; acts committed by a person's unit and its supervisors and other persons directly responsible.

Chapter V

Article 31 of this approach is implemented effective 1 October 2016. The Act on the Protection of Women Workers in the Nin summer Self-Government Zone, published by the Government of the People of the Autonomous Region on 20 December 1989, was also repealed.