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《劳动法》《劳动合同法》《女职工劳动保护特别规定》规定了处于孕期、产期和哺乳期的女职工的待遇。这些法律规定使女职工劳动权益有了保障,但也有一些女职工错误理解了有关法律法规,造成不应有的行为,给自己带来损失。应如何避免误区,正确理解劳动保障法律法规呢?请看——用人单位能否安排女职工上夜班[案例]黄女士在某物业服务公司入职,劳动合同约定黄某任商务营运中心监控室值班员,被安排在监控室值班。后黄某于2013年1月7日分娩,产假结束后返回原岗位上班。2014年4月14日,黄某被通知自2014年
Labor Law, Labor Contract Law and Special Provisions on Labor Protection for Female Employees stipulate the treatment of female workers during pregnancy, delivery and nursing. These laws and regulations have ensured the protection of the rights and interests of women workers and staff. However, some women workers mistakenly understand the relevant laws and regulations, causing undue deeds and bringing losses to themselves. How to avoid misunderstanding, a correct understanding of the laws and regulations of labor security? See - whether the employer can arrange female workers to work on night shift [Case] Ms. Huang in a property service company, employment contract Huangmou Ren business operation center monitoring room duty Staff, was arranged in the monitoring room on duty. After Hwang delivery on January 7, 2013, after the end of maternity leave to return to the original post to work. April 14, 2014, Hwang was informed since 2014