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Yiming stand up (xiv) & nbsp; of female workers "three" guarantee Text / Han Jia Shrinking wages After graduation, Wang Lin (a pseudonym) northeast of the girl's break with vigor and moved to Shenzhen, became a "girls from outside." Eight years of hard work in Shenzhen, Wang Lin in finding a lucrative job, but also gain a love and had their love nest. The only thing she regretted that, because of busy work, she has not to have children. Today, Wang Lin,7nO496wAQj, a real estate company in Shenzhen,air max femme pas cher, worked for more than six years, it is a rare company in senior sales, not only stable, but also the monthly income of nearly million. Taking into account his age,0tslJVSC89, more and more, plus the elderly are urging both sides, Lin finally decided to baby. After pregnancy the protected object at home, but the whole sector, "giant panda." Female colleagues in the same department are unable to have children due to work, they will Lin pregnant as she was pregnant, caring for her, accompanied Lin look forward to the arrival of new life. While pregnant, but Lin did not hand over the task at hand. Stronger personality, she did not want to be pregnant and other eye treatment, but did not want to because of pregnancy was considered "not working hard." With the pre-production period approaching day by day, Lin's growing belly, but coincided with the arrival of real estate sales season, all company employees are working overtime. Lin naturally did not let up, she often in order to sell the program to promote the plan till midnight. "At that time, I also feel particularly tired, take a moment to back pain. Children still stomach kept moving, I do not sleep,r0nz6zt55Y, he does not sleep." With the Northeast's toughness, Lin until five days before the commencement of maternity leave, she will work at hand to other colleagues. After the 2010 New Year's Day,moncler femme, Lin family ushered in the new life, Wang Lin cesarean next 8-pound baby boy. Since then, the family will all thoughts are on this little guy who, the new mother Wang Lin is to be the little guy toes. Four and a half months of maternity leave in the busy soon over, the May Day holiday in Lin ready to go to work when her mother wanted her to be followed by a two-month leave, can be more at home to spend time with children. Lin hesitated no longer leave. "I thought, a lot of the company's affairs, I have rested for four months, wasted a lot of work, embarrassed and then leave the opening." In fact, Lin insisted there is another reason to go to work during maternity leave, Lin wages to the bank inquiry found that her monthly wage increased from 8000 yuan to become a 4,000 yuan. Lin did not have the nerve to call to ask the company's human resources department, she think it might be because he did not work the reasons for it. Now the end of maternity leave, Wang Lin want to look at the actual work their wages. Although the class, but Lin did not give the child weaning, in accordance with the provisions of, she has one hour of feeding time each day. A month later, Wang Lin found that she still paid less than 8,000 yuan. This time Lin a little wait any longer,woolrich outlet italia, she was looking for HR colleagues asked, they explained that, according to company policy, during maternity leave paid only half the wages. And after work, because Lin occupies one hour a day nursing within the normal working hours, so the company in accordance with standard accounting seven hours a day wages. After listening to the explanation of human resources, Wang Lin was angry, she thinks the company to do so unfair to her: "I'm pregnant after work has always insisted, year after year,woolrich outlet, please do not leave, it will work close to the production of the company dedicated my hands. So much, in the end production of basic rights are not protected lactation. " June 22, Lin will be the company reported to the Arbitration Commission. Lawyers stand up argument reasoning Wang Lin very common problem encountered, the advancement of women is not only reflected in the social status, more efforts and make their contribution to the enterprise, still stick to their posts during pregnancy,1f7uSjaTRq, early termination of breastfeeding to work, etc. abound yes, this spirit and attitude worth employer awards and encouragement. But not only did the company where Wang Lin incentives, but will significantly reduce her salary. Female workers in the end how to do to protect their rights? Three female workers we are talking about refers to pregnancy, childbirth, breast-feeding. In accordance with the "Female labor protection provisions" provisions, if female workers in pregnancy, lactation, the company is not scheduled to work overtime,, nor arrangements must complete the work at night, while the company also needs to be appropriate to reduce their original workload. But Lin during pregnancy,1NYz0lz4lo, the workload has not diminished, but often work late into the night. In this regard, Lin believes that he did not propose to reduce the workload. Such an interpretation let Lin heartbroken, "I am for the sake of the company, work less manpower afraid it did not propose to reduce the workload not finish, did not think the company does not appreciate." For work intensity, there is a national standard. "Physical strength rating" set forth in the "third stage of labor intensity" refers to the eight-hour working day, the average energy consumption of 1764 calories the body, the net labor time of 350 minutes, the equivalent weight of labor intensive work. Under normal circumstances, the majority of enterprises, especially companies such as real estate companies would not exist so the strength of the work, but in the "three" of female workers should be "third-level labor intensity" as a measure of an important indicator of the limits of their work, If the employer arranges overtime, or shift to,, "three" Female workers are expressly disclaims 22:00 to 6:00 the next day between. Salary is in the "three" of women workers are most concerned about, "Female labor protection provisions" shall not be required in the employer during the "three" female workers their basic wages, or labor contracts. If the employer arbitrarily reduce wages of female workers during maternity leave, or some enterprises in the labor contract or regulations expressly agreed only half of the payment of wages during maternity leave, is illegal, and it is invalid, and female workers may require the employer to make up all the deductions section, while the payment of wage deductions of additional financial compensation. May not deduct the basic wage is a basic requirement of the law, in addition, China's policies, laws for each stage of female employees "three" period how to count wages should have a more clearly defined. Female workers during pregnancy prenatal care in working time should be counted as working time,q914IRC3l6, female workers during pregnancy checks during pregnancy leave, the employer can not deduct wages, their examination fees, treatment fees can be paid or reimbursed by maternity insurance. Wages during maternity leave is for employees, along with whether to pay maternity insurance companies consider, that is, if it is within the maternity leave, the employer took part in the case of social maternity insurance, paid by the maternity insurance fund. If the employer has paid for the wages of female workers,tn pas cher, maternity allowance you can receive on his behalf by the employer to be used to pay wages paid. But does not mean that employers can not under any obligation, he also needs to pay salaries to "paying" female workers according to regulations, that is, if the worker an annual income higher than the city's average monthly wages average monthly wages of 300%, the excess does not count into their base pay and lack of payment of annual wage income, lack of social insurance funds to pay part of the maternity allowance to be filled in by their units. In short, due to the limited base pay, maternity women workers receive maternity allowance may be lower than the previous year my average monthly wage income, below the partial payment by the unit in accordance with relevant regulations. However, if the employer did not participate in the social maternity insurance, maternity leave still need to be paid as usual during normal wages of female workers. Therefore, whether to pay maternity insurance does not affect the "three" women workers enjoy the original salary. Lactation is a period of time after maternity leave, during this period, in addition to an hour a day can enjoy feeding time, the female workers must be working properly. Therefore, the employer must also be strict during lactation wages paid according to the salary level of the labor contract, not arbitrarily (unilateral) reduction and reduction. And for an hour is based on breastfeeding law, belong to the "three" female workers special leave statutory species, and species belonging to paid leave, the company can not pay for the hours deducted. According to these regulations, the company in Lin maternity leave, during lactation unilaterally make lower wages processing is clearly inconsistent with the laws and regulations, Lin can through legal means to return to their wages withheld. How smoothly and safely through the employer of "three" is indeed the issue of most concern to each female workers, with the "Labor Contract Law" popularity and apply for workers and employers, "three" Female Employee Understanding the relationship between a wider variety, but in addition to "employers 'three' period can not 'three' Female workers make no mistake disarmament and economic layoffs," but often there are some more details of the problem is ignored, It is misinterpreted, leading female worker interests, "three" period is still not guaranteed. So, whether it is labor taboo, wages, labor relations, all aspects of human resources are required to fully understand and make good use of the means of complaints, arbitration proceedings to protect their legitimate rights and interests, while, in a weak position of workers also should try comprehensive, timely collection and preservation of evidence. (From "Law and Life" fortnightly half of July)

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