There should be no protections for women s employment20

First, it is necessary to protect the employment of pregnant women.

Second, it is necessary to protect the employment of divorced women.

Legal Analysis: In order to reduce and solve the special difficulties caused by the physiological characteristics of female employees in labor, Liang Jingbei protects the health of female employees, and the Special Provisions on Labor Protection of Female Employees provide basic employment protection for women.

Legal basis: Article 7 of the Special Provisions on Labor Protection for Female Employees is 98 days of maternity leave, of which 15 days are prenatal leave. In case of difficult birth, the maternity leave shall be increased by 15 days.

In the case of multiple births, maternity leave is increased by 15 days. The State stipulates 98 days of maternity leave in order to ensure that the mother recovers her health. Therefore, maternity leave cannot be brought forward or postponed.

If a female employee has a miscarriage less than four months before she is pregnant, she shall be granted 15 to 30 days of maternity leave in accordance with the advice of the medical department. If the pregnancy is more than 4 months old, the abortion shall be granted 42 days. During maternity leave, female employees are paid as they are.

When a female employee is pregnant, and the medical institution of the unit or the designated medical institution examines and gives birth, the examination fee, midwifery fee, surgery fee, hospitalization fee and medicine fee shall be borne by the unit to which she belongs, and the expenses shall be paid by the original medical funding channel.

Eliminating female employment discrimination is a complex issue that requires a multifaceted approach, and here are some possible measures:

Awareness-raising: Strengthen awareness and education on employment discrimination, raise awareness and awareness, and eliminate gender stereotypes and prejudices.

Provide equal opportunities: Provide equal employment opportunities, do not discriminate in recruitment and promotion on the basis of gender, and ensure that women and men can compete on equal terms.

Promote gender equality: Promote the concept and culture of gender equality, create an inclusive and equal work environment and cultural atmosphere, and encourage women to give full play to their potential and talents.

Strengthen supervision and enforcement: ** Society should strengthen the supervision and enforcement of employment discrimination, and punish and sanction violations.

Strengthen gender data statistics: Hexian conducts gender data statistics on employment discrimination, discovers and corrects discrimination in a timely manner, and avoids continued discrimination due to unclear data.

These measures apply not only to the elimination of employment discrimination against women, but also to the elimination of employment discrimination against other minority groups. Gender equality can only be achieved through continuous efforts and improvements.

The degree of pain of dysmenorrhea varies from person to person, from time to time and from situation to situation, it is difficult to quantify, difficult to evaluate the severity, difficult to be diagnosed, whether it is really painful or just mild pain, only the parties themselves know, so under what circumstances can it be identified as "dysmenorrhea leave", the spinal book has become a difficult thing to standardize, and it has brought great difficulties to the company's management assessment.

If the whole country is forced to promote "dysmenorrhea leave" and legalize it, many female employees with serious dysmenorrhea will benefit from it, but it is inevitable that there will be some people who fish in troubled waters, are not real dysmenorrhea or mild dysmenorrhea but take dysmenorrhea as a reason to ask for leave, and the number of these defenders should not be small.

As long as a few more such people are exposed, and they are reported or spread by word of mouth in the employment circle, over time, employers will think that most people who apply for leave because of dysmenorrhea are making up reasons to take leave. As a result, there will be more caution and bias in hiring female employees.

Forcibly promoting care benefits for women, such as dysmenorrhea leave, seems to be a benefit for women, but they do not know that in the end, women's discrimination in the workplace will be exacerbated by this dysmenorrhea leave, which is counterproductive.

Therefore, I think that this dysmenorrhea leave should not be legally compulsory, but should call on and advocate humanized management of enterprises and more humanistic care.

In addition, there is no need to think about menstrual pain leave, first implement the existing weekends and statutory holidays, which is already very good, and now many companies' weekends and statutory holidays are not necessarily guaranteed.

In order to improve the workplace discrimination caused by women due to childbirth, men should also be given postpartum care leave, so that both men and women have leave, which is fairer and more conducive to reducing unfair treatment of women in the workplace.

First of all, when you are obviously discriminated against, you can use the law to protect yourself. As expressly stated in the Labour Code, "women enjoy equal employment rights with men. When hiring employees, they must not refuse to hire women or raise the standards for hiring women, except for jobs or positions that are not suitable for women as provided by the State.

Secondly, the company of the recruiter who can speak brain-dead words is most likely not worth visiting, so there is no need to regret it.

Learn to deal with the discrimination you may be subjected to. Usually establish the concept of "everyone is equal before the profession", establish self-confidence, and do not follow the crowd. You can find a friend who is an HR person for consultation, guide you on your job search direction and job search skills, find out your strengths or weaknesses, and what discrimination you may encounter in job hunting, and then face it calmly.

Clause. 1. Departments such as the Human Resources and Social Security and the Women's Federation may reasonably defend their rights against employment behaviors that encounter distinctions, restrictions, and exclusions from enterprises, and seek the help of the Human Resources and Social Security and Women's Federations.

Clause. 2. Rights can be asserted through litigation. Violations and readings that undermine women's right to equal employment often involve violations of the personality rights of female job seekers.

It is possible to compensate a certain amount of spiritual solatium compensation, such as causing losses, you can claim damages and request a public apology within a certain range.

In fact, it is not difficult for us to find that these things related to discrimination are established facts, and your age, gender, education, and place of origin are all things that cannot be changed at all, so there is no need to dwell on them, or it is meaningless to dwell on them. However, there are some disadvantages that we need to actively deal with - such as the "disadvantage" of academic qualifications, such as not a prestigious school, double non-school, three books, junior college...We must first face up to this problem, students from prestigious schools are big from the perspective of "excellent efficiency", which reduces the screening time of employers, but this does not mean that students from non-prestigious schools cannot be excellent. So we can not complain that we don't have more opportunities, on the other hand, we can also improve our academic qualifications and learn other vocational skills through "postgraduate entrance examinations" (such as data calling, filial piety analysis, PPT doing well...).) to increase your success chips, but also do need more internal referrals, in the absence of absolute requirements, try to get yourself the opportunity to show, increase the success rate of the interview.

Employment discrimination refers to the act of infringing on the labor rights of workers by discriminating, excluding or giving preferential treatment on the basis of race, color, religion, political opinion, ethnicity, social origin, study style, gender, household registration, disability or physical health, age, height, language, etc., without a legitimate purpose and reason in law.

The types of employment discrimination are:

1) Wage discrimination. Refers to employees who perform the same work, and some people receive less wages than others due to non-economic personal characteristics.

2) Employment discrimination. It refers to the fact that under other conditions, even some labor suppliers have better labor supply conditions, but are rejected by employers due to the non-economic characteristics of this part of the labor force, so they suffer an undue proportion of unemployment.

3) Occupational discrimination. It refers to the fact that in the labour market, some workers are restricted or prohibited from entering certain occupations or are excluded from positions at a lower level in the same occupation because of their non-economic personal characteristics, even if they are fully capable of doing so.

When encountering employment discrimination, workers can seek remedies as follows:

1.Reporting and complaints: Report and complain about employment discrimination through the local Human Resources and Social Security Bureau, 12333 (Human Resources and Social Security Bureau (All-China Federation of Trade Unions)**, etc.

Relevant departments will adopt methods such as conversations, dialogues, and correspondence to carry out investigations and mediation, and urge corrections within a time limit. Those who refuse to accept the interview or refuse to make corrections will be investigated and punished in accordance with the law and reported to the public.

2.Application for mediation: Apply for mediation through the local human resources and social security bureau or on the "12333" software, and apply to the relevant departments to intervene and mediate the conflict and dispute with the employer.

3.Judicial remedies: apply to the local labor and personnel dispute arbitration commission to request continued work or direct compensation; At the same time, the employer can file a lawsuit with the court for employment discrimination.

In daily life, women have the same rights as men, so it is necessary to ensure equality between men and women, mainly for some positions suitable for women, employers can not refuse on the grounds of gender, and in the process of recruitment, they cannot raise the recruitment standards, and they cannot terminate the labor contract during pregnancy and breastfeeding, which belongs to women's employment rights.

For example, in the process of working in the workplace, it is also necessary to have equal employment rights, and at the same time, the company cannot be dismissed during the long-term lactation period or pregnancy, and at the same time, women also have lactation periods and maternity periods, and there are corresponding rest conditions during this period.

First of all, women have equal rights in the workplace to avoid gender discrimination, and women are also protected by the law when they are employed, and they have maternity leave during pregnancy, and they can also get some maternity allowances.

There must be equal employment rights, maternity leave, pregnancy, the right not to be dismissed during childbirth, the right to maternity insurance, and the right to rest during breastfeeding.

It is necessary to have maternity insurance during pregnancy, childbirth and lactation, and to have maternity leave, as well as the right to rest, and to be treated equally.

The state puts the expansion of employment in a prominent position in economic and social development, implements a positive employment policy, adheres to the principle of independent choice of employment by workers, market regulation of employment, and promotion of employment, and expands employment through multiple channels. 2. What are the basic rights granted to workers by the Employment Promotion Law: Workers enjoy the right to equal employment and self-choice of employment in accordance with the law. Workers shall not be discriminated against in employment on the basis of ethnicity, race, gender, religious belief, etc.

3. What are the specific provisions of the Employment Promotion Law on women's equal employment rights, which in principle declares equal employment rights and opposes employment discrimination. Article 3 stipulates that "workers enjoy the right to equal employment and self-choice of employment in accordance with the law". Workers shall not be discriminated against in employment on the basis of ethnicity, race, gender, religious belief, etc.

The right to equal employment refers to "the state protects workers through legislation, law enforcement and judicial protection to enjoy the formal equal employment rights on the basis of equal status, equal rights, equal opportunities and equal rules, etc., and the state protects the unity of the substantive equal employment rights of workers through various means and measures, including the prohibition of employment discrimination, employment protection for special groups, employment rotation and social security." 4 In fact, the right to equal employment has been clearly stipulated in the Labor Law and the Law on the Protection of Women's Rights and Interests, but it has not been fully realized due to the lack of supporting safeguards. 5How does the state guarantee that women enjoy equal labor rights with men?

Article 25 of Chapter III of the Employment Promotion Law stipulates that "people at all levels shall create a fair employment environment, eliminate employment discrimination, formulate policies and take measures to provide support and assistance to persons with employment difficulties." Article 27 stipulates that "the State shall guarantee women the right to work on an equal footing with men." Employers must not refuse to hire women or raise the standards for hiring women on the grounds of sex, except for jobs or positions that are not suitable for women as provided by the state.

When employing female employees, employers must not stipulate in the labor contract that restricts the marriage or childbirth of female employees. "In the form of a special chapter, the responsibilities and obligations of the state, employers, and employment intermediaries for women's equal employment rights are set out. 6. What should be done when encountering the problem of rights protection, Article 62 clearly stipulates that "if the employee violates the provisions of this Law and discriminates in employment, the worker may file a lawsuit with the people's court."

This includes that female workers who are discriminated against on the basis of sex in employment can initiate judicial proceedings to protect their equal employment rights.