What should I do if I am excluded by the company after pregnancy?

I work in a private enterprise. There are about 100 people within the company. Since I joined the job, I have been responsible for personnel administrative work.In September this year, after the company knew that I was pregnant, I kept forcing me to go away and wanted to persuade me.Now I still transfer my job directly from the personnel administration as a production and a single person. I rejected it because the workshop tastes great and is harmful to the body.I must forcibly accept their arrangements.It is even more serious. They keep looking for faults and announced that I have to do well here. The information is lost there, which has caused me to become the company’s idlers.Now I am very helpless and I don’t know what to do.

Dear together, I was crowded up by the company after pregnancy. What should I do?

The important symbol of a social civilization is to see if women have been respected in the process of social development, and whether their rights and interests have been protected.In the process of modern industrialization, a large number of professional women have continued to emerge. They are active on the historical stage with wider knowledge, better ability, more confident attitude, and stronger sense of responsibility.Some areas play a more unique role.

China has always had the traditional values of women who can spend half of the sky.As professional women, they must not only bear social responsibility, but also bear more family responsibilities, work hard like men in the workplace, and should be respected by society.However, in the real society, women in the workplace still face many doubts, facing many injustices, such as: doing the same work as men, but less than men; limited promotion in the workplace, hindering career development; social life due to female births in the society;Children and daughters discriminate against female employees, and even firing female employees still happen.The above cases are not an example. It is a series of epitome of infringing the legitimate rights and interests of female employees, and it is worthy of our profound reflection.Imagine that if the legitimate rights and interests of professional women should not be protected, and their social status will not be improved, then our harmonious society, our civilization progress will eventually be empty.

First, the company has no right to dismiss pregnant female employees.

1. The Labor Contract Law stipulates that during pregnancy, the unit cannot terminate the labor contract with the workers.

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Article 42 If a worker has one of the following circumstances, the employer shall not terminate the labor contract in accordance with the provisions of Article 40 and 41 of this Law: (4) Female employees during pregnancy, yield, and lactation.Items

2. Protection of Women and Children’s Rights and Interests stipulates that no unit may unilaterally terminate the labor contract with the workers on the grounds that women’s pregnancy.

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Article 26 Any unit shall dismiss female employees or unilateral relief contracts on the grounds of marriage, pregnancy, maternity leave, and breastfeeding.

3. Special provisions of the Women’s Workers ‘Labor Protection Law: Employers shall not be due to female employees’ pregnancy and their labor or employment contracts.

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Article 5 The employer shall not reduce their salaries, dismiss, dismiss, or hire contracts due to the pregnancy, fertility, and breastfeeding of female employees.

Second, the company cannot infringe the legitimate rights and interests of pregnant female employees.

1. The Labor Contract Law stipulates that the workers have the right to refuse the employer’s work arrangement for the health of the employer to harm the health of the workers, and it is not deemed to violate the labor contract.

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Article 32 Anyone who refuses the managers of the employer for violations of regulations and the adventure operation will not be deemed to violate the labor contract.

2. Women and children’s equity protection laws stipulate that women are specially protected during pregnancy.

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Article 25 Any unit shall protect the safety and health of women during work and labor in accordance with the characteristics of women, and shall not arrange work and labor that women are not suitable for women.Women are specially protected during menstruation, pregnancy, delivery, and lactation.

3. Special provisions of the Women’s Workers’ Labor Protection Law: When female employees are pregnant, the unit will reduce their labor volume or arrange other labor that can adapt.

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Article 6 If a female employee cannot adapt to the original labor during pregnancy, the employer shall reduce the amount of labor or arrange other labor that can adapt according to the certification of the medical institution.

The scope of labor that female employees are engaged in taboos during pregnancy:

(1) Lead and its compounds, mercury and compounds, benzene, cadmium, sorcus, arsenic, cyanide, carbonate, carbonide, chloride, ivalene, chlorohylene, chlorine, epoxy, epoxy, epoxy, epoxy, epoxy, epoxy, epoxy, epoxy, epoxy, epoxy, epoxy, epoxy, epoxyEthylene, aniline, formaldehyde, etc. toxic substances that exceed the national professional sanitation standards;

(2) The operations of anti -cancer drugs, hexylhyol production, contact with anesthesia gas, etc.;

(3) The operation of non -sealing source radioactive substances, emergency response to nuclear accidents and radiation accidents;

(4) High work assignments stipulated in the hierarchical standards of high places;

(5) Cold water operations stipulated in the classification standards of cold water operations;

(6) Low -temperature operation stipulated in the classification standards of low temperature operations;

(7) The third and fourth -level operations specified in the hierarchical standards of high temperature operation

Third, communicate first, then the law, don’t swallow it.

1. Communicate first.In response to the unfair treatment of female employees in the case, female employees are encouraged to communicate with units.For example: you can find the right to communicate with the company through the Ministry of Human Resources and retain the right to continue working in the original position. If you want to transfer your post, you cannot transfer to a job environment or a large labor load that is harmful to the body;Trade unions or higher -level trade unions or women’s federations communicate with units to safeguard their legitimate rights and interests.

2. Post -law.If the enterprise ignores it, it can apply for labor arbitration, and the situation can be resorted to the law seriously.

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1) The Labor Contract Law stipulates:

Article 32 Anyone who refuses the managers of the employer for violations of regulations and the adventure operation will not be deemed to violate the labor contract.The workers have the right to criticize, report and accuse the employers for the labor conditions that are harmful to life and health.

2) Provisions of the Protection Law of Women and Children’s Rights:

Article 48 When the legitimate rights and interests of women are infringed, the infringement has the right to request the relevant authorities to deal with it, or file a lawsuit with the people’s court in accordance with the law.When the legitimate rights and interests of women are infringed, the infringed person can complain to the women’s organization. Women’s organizations should ask the relevant departments or units to investigate and deal with it to protect the legitimate rights and interests of women.

Article 50 Anyone who infringes the legitimate rights and interests of women will be corrected by the unit or higher authority, and may give administrative sanctions to the person directly responsible according to the specific situation:

(1) A complaints, accusations, and reports on infringement of women’s rights and interests, and pushing, delaying, and suppression of no investigation;

(4) Federation of female employees on the grounds of marriage, pregnancy, maternity leave, breastfeeding, etc.

If a person who violates the act of infringement of women’s rights and interests to fight retaliation, it shall be rejuvenated by the person who shares, and the report is reported.Article 6 provides criminal responsibility.

3) Special regulations for labor protection for female employees:

Article 13 If the employer violates the provisions of Article 6, (2), Article 6, and Article 9 of these regulations, the human resources and social security administrative department of the people’s government at or above the county level shall order correction within a time limit, and in accordance with the infringement of female employees who violate female employeesThe standard calculations of 1,000 yuan or less than 5,000 yuan per person are fined.

Article 14 If the employer violates these regulations and infringes the legitimate rights and interests of female employees, female employees may complain, report, and complain in accordance with the law, apply for mediation arbitration with the labor dispute mediation in accordance with the law, and refuse to accept the arbitration.litigation.

4. Enterprises should reflect on.

Women’s employees’ rights and interests are protected, and their legitimate status is respected. It should become the consensus of the whole society. The phenomenon of discrimination against female employees in corporate management cannot become the tumor of society.As an enterprise, it should be managed in accordance with the law and strengthened standards in protecting female employees. There is no operating space that reduces the cost of employment.

As a social unit, enterprises should follow the progressive civilization of social harmony and adhere to the avenue of benevolence and care.Confucius said that he was righteous and then profitable, and the gentleman met in the righteousness, and the villain Yu Li.If the enterprise has made a private interest and acts against morality and conscience, such companies will lose not only justice, but also the future of development.

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