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Labor code on the rights of pregnant women. Features of the provision and registration of the vacation period

The pregnancy of one of the employees causes quite natural concern for the employer.

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The establishment of this fact means that the woman has new rights, and the head of the organization, accordingly, new responsibilities. And their non-fulfillment threatens with responsibility.

Consider how to avoid conflict in such a situation

What does the law say?

Even a normal pregnancy is associated with health changes such as fatigue or instability.

Besides. many types of work, especially those associated with physical exertion, can lead to sad consequences. Therefore, the legislator introduces a number of special rules governing the work of pregnant women.

This is done to preserve their health, and not to complicate the life of the employer.

Normative base

The main document regulating relations in the field of wage labor is the Labor Code. Most of the norms that enshrine the rights and guarantees of pregnant workers are contained in it.

The provisions of this law are valid throughout the country and for any employer, including individual entrepreneurs.

With regard to women working in positions of municipality or public service, in law enforcement agencies, etc., then their legal status is determined, first of all, by special laws. The Labor Code applies only in strictly defined cases.

Rights and warranties

The Labor Code of the Russian Federation establishes a number of rights and guarantees for pregnant women:

inadmissibility due to pregnancy;
providing paid;
ban on ;
the possibility of using it outside the schedule;
reduced work schedule;
translation into "easy work", etc.

For pregnant women, according to the labor code, it is established at their request. This is a right that a woman can exercise. Or don't use it. The employer cannot force her to transfer to another regime.

The decision is made by the woman voluntarily. If she decides that a 40-hour week of work will not be detrimental to her health, then she continues to work as usual until she takes her vacation.

The transition to such a reduced work time does not affect the provision of the next vacation.

Its terms, duration and calculation of payment do not change. Moreover, a pregnant woman can use her vacation outside the schedule by adding maternity leave.

Employer's obligations

But the law obliged the employer, according to the written desire of the pregnant employee, to review the duration of her working hours (Article 93 of the Labor Code).

The employer has no right to refuse to transfer to part-time work. Even if for this you have to revise the work schedule of the entire team. However, you can always find a reasonable compromise that will suit both parties.

It is also the responsibility of the employer to review the schedule of a pregnant woman.

The legislator forbids involving her in work:

on night shifts (Article 96 of the Labor Code);
on weekends and holidays (Article 112 of the Labor Code);
overtime (Article 99 of the Labor Code);
on shifts (Article 298 of the Labor Code).

Working hours for pregnant women according to the Labor Code

If a pregnant woman wishes to exercise her right to a reduction in her working hours, she applies to her employer.

She can do this at any time. The gestational age or length of service of the woman in the organization does not play any role.

Part-time work can also be negotiated immediately upon hiring a woman in a position to work. You can also return to your normal schedule at any time.

Application example:

employee application template

Visiting a doctor in a antenatal clinic

Registration and obtaining a certificate of pregnancy imposes on a woman the obligation to undergo periodic medical examinations.

The working hours of medical institutions, as a rule, coincide with the working hours of most organizations and enterprises. This means that you have to undergo medical examination during working hours.

In order for a woman not to lose her earnings and not refuse medical research on this basis, the legislator provided for a number of measures, namely, the preservation of the average salary for a woman during the medical examination.

In addition, her absence from the workplace is not considered as. Even if she didn't warn the employer. It is enough to take a certificate from the clinic and provide it to the head after visiting the doctor.

Norms of time and reduction of its duration

Reducing working hours due to pregnancy is possible in the following options:

For example, manager Tarelkina's working day is reduced from 8 hours to 6.5, and cleaning lady Chashkina is offered to work 4 instead of 5 working days.

Establishment of a part-time job

The procedure for establishing a partial day for a pregnant woman will be as follows:

Get a certificate of your condition from the antenatal clinic.
Write an application to the head of the organization. In it, indicate exactly how you would like to reduce working hours: shorten the day or get an additional day off. The duration of such a regime is also indicated. It could be like all the time before maternity leave, and a shorter period of time.
Submit the application and certificate to the personnel department. It will not be superfluous to write a statement in two copies. This will help in the event of a dispute.
Familiarize yourself with the order on the establishment of a part-time day and sign it.
Sign an additional agreement to the employment contract and keep one copy.

If the employer refused to change the working time, a woman can protect her rights by filing a complaint with the labor inspectorate. This will require a second copy of the application and a certificate of pregnancy.

Documentation

For a woman to apply for a part-time job, one document is enough - a medical certificate. Her absence gives grounds to consider absenteeism from work and impose a disciplinary sanction.

The employer, having received an application and a certificate, issues an order to establish part-time work, and then draws up, since such a regime entails a change in pay.

Additional agreement example:

Payment nuances

Part-time work, unlike shortened, also involves a proportional reduction in pay (part 2 of article 93 of the Labor Code). The law does not oblige the employer to keep the employee who works less than the previous earnings.

The legislator does not make exceptions for pregnant women.

The fact of a change in wages is reflected in the supplementary agreement to the employment contract. An employee is not entitled to require the employer to maintain her previous salary if she has signed a part-time agreement.

Accounting for hours worked in the time sheet

The legislator does not establish a minimum limit for part-time work for a pregnant woman. As, in fact, the "ceiling".

They are determined by the parties themselves. It is precisely this agreed time that is entered in the time sheet. This is necessary for correct billing. If summarized accounting is kept or the work schedule is flexible, then the time actually worked every day is put down in the time sheet.

Prejudice against pregnant women at their employment or already at work is one of the forms of discrimination. It is widespread enough, a rare employer will gladly take or keep an employee who, for one reason or another, cannot work to the fullest. That is why many women, when pregnancy is discovered, have a fear of how such a joyful event will affect her career.

Rights of a pregnant woman at work

The rights of a pregnant woman under the Labor Code are regulated by some articles from 254 to 261 of the Labor Code of the Russian Federation. Their essence is reflected in the following aspects:

maternity leave is paid by the employer in full, regardless of how much time was worked;
the exit of the employee on maternity leave retains her current workplace at the same salary level, at the same time, the length of service continues to be accrued in full;
the employer does not have the right to dismiss this employee on his own initiative, in this regard, only dismissal by agreement of the parties or dissolution of employees in connection with the termination of the organization's activities is available;
if the employment contract is fixed-term, and its period ends during pregnancy, the woman must submit an appropriate application for its extension, while the employer may not remind her of this, but she also has no right to refuse;
for dereliction of duty, a pregnant woman also cannot be dismissed under Art. 81 of the Labor Code of the Russian Federation, in this case it is protected by article 261 Labor Code;
during the probationary period, an employee also cannot be fired in case of pregnancy.

You can download the Labor Code of the Russian Federation in the latest edition with comments at the link:

Rights and obligations of a pregnant woman at work

It is rather difficult to combine such concepts as pregnancy and work in the current realities - the rights of pregnant women under the Labor Code, although they protect against too blatant discrimination, do not guarantee normal working conditions. In fact, with pregnancy, the duties of a woman at work do not change in any way. However, she has full right demand loyalty to one's position:

reduction of working hours;
transfer to easier working conditions, excluding weight lifting, contact with harmful substances and other aspects that are harmful to health;
appropriate working conditions, implying a comfortable ventilated and bright room, the absence of a large amount of equipment and other points.

At the same time, the woman will have to write all the necessary statements herself, as well as provide the relevant certificates. The employer is obliged to keep her position and the established salary, but at the same time, she can offer vacancies that are more appropriate for her condition.

According to the Labor Code, a woman herself, in connection with pregnancy, may well count not only on concessions, but also on a complete failure to fulfill her duties. Many use this in a way that is beneficial to them, since the maximum that an employer can do in this case is to deprive her of bonuses. However, do not forget that the pregnancy will end anyway, and then you will have to show the maximum return if the employer is ready to fire the negligent employee at the first opportunity. That's why the best option will perform his duties as well as possible in the current position.

Can a pregnant woman be fired from her job?

Do they have the right to lay off a pregnant woman from work - this moment becomes one of the most relevant when pregnancy is detected. And not only for the employee herself, but for the employer too. The legislation of the Labor Code gives a clear definition that pregnant women cannot be fired in any case. It is also impossible to recall her from vacation, even with her own consent. In fact, there are only three reasons why such a worker can lose her job:

the position held is related to incompatible working conditions during pregnancy, in this case the employer is obliged to provide all available vacancies that meet the required conditions, and only if the woman does not agree to them, she can quit;
mutual agreement of the parties is also an opportunity to terminate labor activity;
organization or individual entrepreneur ceases to operate.

Protecting the rights of pregnant women at work

In case of dishonest actions of the employer, it often becomes necessary to protect their rights. An important point in this case, there are written evidence that the pregnant woman applied on the necessary issues, but these appeals were either rejected or ignored.

A complaint against a company in case of discrimination can be filed with the labor inspectorate, the prosecutor's office or the courts. For infringement of rights in accordance with the Labor Code, in this case, one can incur not only administrative, but also criminal liability.

Infringement of the rights of pregnant women at work

The question of whether they have the right not to take a pregnant woman to work is quite in demand, especially considering that organizations very rarely voice the reasons for refusal. It should be understood that no one needs a pregnant employee - this is an unpleasant moment, but it is real.

Therefore, in this case, you can require a written certificate of refusal. If the applicant has all the necessary skills for a vacancy, and she was refused for some trifling reason, this option may well be a reason to go to court.

Pregnant women should also be aware that, under the Labor Code, they are not required to disclose their position when applying for a job, just as no one has the right to demand such recognition from them. However, at work, pregnancy must be reported in order to obtain all the necessary working conditions.

The Plenum of the Supreme Court of the Russian Federation, in Resolution No. 1 dated January 28, 2014, clarified a number of issues regulating the specifics of the work of women, persons with family responsibilities and minors. The explanations are given taking into account the practice and questions that arise in the courts when considering labor disputes on similar topics. The clarifications of the Plenum of the Supreme Court of the Russian Federation will ensure the unity of the application of labor legislation by the courts and put an end to long-standing disputes between employees and employers.

1. If the employer did not know about the employee’s pregnancy and filed a dismissal in a situation where, according to the law, termination of the contract with pregnant women is prohibited, then the subsequent request from the employee to reinstate at work is subject to satisfaction
Reason: Clause 25 of the Resolution of the Plenum of the Supreme Court of the Russian Federation dated January 28, 2014 No. 1

2. The employment contract, the end of which took place during the period of the employee's pregnancy, in general, must be extended until the end of the pregnancy. At the same time, in the case of the birth of a child, the need for dismissal is indicated not within a week after the child’s birthday, but on the last day of maternity leave
Reason: Clause 27 of the Resolution of the Plenum of the Supreme Court of the Russian Federation dated January 28, 2014 No. 1

3. Testing for employment is not established for pregnant women, women with children under the age of 1.5 years, as well as persons under 18 years of age. This rule also applies to other persons raising children under the age of 1.5 years without a mother.

If a test was established for such employees, then termination employment contract with them according to the results of the test illegally
Reason: Clause 9 of the Resolution of the Plenum of the Supreme Court of the Russian Federation dated January 28, 2014 No. 1

Guarantees at the conclusion of an employment contract

In Art. Art. Articles 64 and 70 of the Labor Code stipulate the guarantees provided to pregnant women at the conclusion of an employment contract. Yes, it is forbidden:
- refuse to hire a woman for reasons related to her pregnancy (part 3 of article 64 of the Labor Code of the Russian Federation);
- install probation when hiring for pregnant women (Article 70 of the Labor Code of the Russian Federation).

Labor Relations

So, the employment contract with the employee is concluded. Consider what guarantees and benefits rely on in the framework of labor relations for pregnant employees.

part-time work

Pregnant women may be assigned a part-time work regime.
In fact, the modes of operation can be as follows:

part-time (shift). When a part-time work day (shift) is established for an employee, the number of hours of work per day (per shift) accepted for this category of employees is reduced;

part-time work week. When an employee is found to have incomplete working week the number of working days is reduced in comparison with the working week established for this category of workers. At the same time, the length of the working day (shift) remains normal;

combination of part-time work modes. Labor legislation allows a combination of a part-time work week with part-time work. At the same time, the number of hours of work per day (per shift) established for this category of workers is reduced, while the number of working days per week is also reduced.

Pregnant women can apply to the employer with a request to establish a part-time (shift) or part-time working week both at the time of employment and subsequently. The employer is obliged to satisfy such a request (part 1 of article 93 of the Labor Code of the Russian Federation). Part-time work can be established both without time limit, and for any period convenient for employees.

Special working conditions for pregnant women

With regard to pregnant women, the Labor Code establishes a number of rules prohibiting their involvement:

to work at night and to overtime work (part 5 of article 96, part 5 of article 99 and part 1 of article 259 of the Labor Code of the Russian Federation);

work on weekends and non-working holidays(part 1 of article 259 of the Labor Code of the Russian Federation);

work on a rotational basis (Article 298 of the Labor Code of the Russian Federation).

If a woman is pregnant, the employer does not have the right to send her on business trips (part 1 of article 259 of the Labor Code of the Russian Federation).

Transfer to light work

Pregnant employees, on the basis of a medical report and at their request, should have reduced production rates, service rates, or they should be transferred to another job that excludes the impact of adverse production factors (part 1 of article 254 of the Labor Code of the Russian Federation).

Guaranteed average earnings

The Labor Code establishes several cases in which a pregnant employee retains average earnings:

the period during which a pregnant woman performs lighter work. This time is paid based on the average earnings of an employee in her previous job (part 1 of article 254 and article 139 of the Labor Code of the Russian Federation);

the period during which the employee is released from work due to her harmful effects until she is provided with suitable work. The working days missed as a result of this are paid based on the average earnings from the previous job (part 2 of article 254 of the Labor Code of the Russian Federation);

the period of her passing a mandatory dispensary examination in a medical institution (part 3 of article 254 of the Labor Code of the Russian Federation).

Note. Do I need to confirm the passage of a dispensary examination? The Labor Code does not impose on a woman the obligation to submit to the employer any documents confirming the passage of a dispensary examination. Nevertheless, it is advisable in writing (referring to the norm of part 3 of article 254 of the Labor Code of the Russian Federation) to the employee to warn about her absence from the workplace for this reason, so that it would not be regarded as absenteeism and during this time average earnings were saved.

Granting maternity leave

Maternity leave - special kind holidays. It is provided on the basis of an application and a certificate of incapacity for work (part 1 of article 255 of the Labor Code of the Russian Federation). For calendar days of maternity leave, the employer assigns an appropriate allowance. The period a woman is on maternity leave is taken into account when calculating the length of service giving the right to annual paid leave (part 1 of article 121 of the Labor Code of the Russian Federation).

Guarantees when granting the next vacation

By general rule the right to use leave for the first year of work arises for the employee after six months of his continuous work with this employer (part 2 of article 122 of the Labor Code of the Russian Federation). At the same time, for certain categories of workers, the Labor Code provides for an exception from general rule. So, regardless of the length of service with this employer (even before the expiration of six months from the start of continuous work in the organization), paid leave at the request of the employee must be granted:

women before maternity leave or immediately after it, or at the end of parental leave (part 3 of article 122 and article 260 of the Labor Code of the Russian Federation). The employee determines the date of her annual paid leave on her own. As a rule, annual leave turns into maternity leave. In addition, it is forbidden to withdraw a pregnant employee from the annual main and additional holidays (part 3 of article 125 of the Labor Code of the Russian Federation) and replace these holidays or parts thereof with monetary compensation (part 3 of article 126 of the Labor Code of the Russian Federation);

husband while his wife is on maternity leave (part 4 of article 123 of the Labor Code of the Russian Federation).

At the same time, the annual paid vacation for this category of persons is provided at a time convenient for them, regardless of the vacation schedule drawn up. The minimum duration of the annual basic paid leave is currently 28 calendar days (part 1 of article 115 of the Labor Code of the Russian Federation).

Prohibition on dismissal at the initiative of the employer

The Labor Code prohibits the dismissal of pregnant women at the initiative of the employer (with the exception of cases of liquidation of the organization or termination of activities individual entrepreneur) (part 1 of article 261 of the Labor Code of the Russian Federation).
However, there are options for terminating an employment relationship with a pregnant employee. For example, if a pregnant employee works under a fixed-term employment contract.

Dismissal is not allowed if...

During the period of validity of a fixed-term employment contract, a pregnant employee will write an application to extend the validity of the employment contract until the end of pregnancy and submit an appropriate medical certificate, the employer is obliged to satisfy the request of the woman (part 2 of article 261 of the Labor Code of the Russian Federation). At the same time, at the request of the employer, the employee must submit a medical certificate confirming pregnancy, but not more than once every three months. A change in the terms of the term of the employment contract must be fixed in an additional agreement.

Please note: the moment of concluding a fixed-term employment contract (before or after the onset of pregnancy) does not matter for extending the term of this contract.

If a woman actually continues to work after the end of her pregnancy, then the employer has the right to terminate the employment contract with her due to its expiration within a week from the day when the employer knew or should have known about the end of the pregnancy.

On a note. The actual end of pregnancy should be understood as the birth of a child, as well as artificial termination (abortion) or miscarriage (miscarriage) of pregnancy.

Maternity leave and benefits. During the term of the employment contract, a pregnant employee can take maternity leave. In this case, she must be paid the appropriate allowance in full for all calendar days of maternity leave (Article 255 of the Labor Code of the Russian Federation)

Dismissal is possible if (part 3 of article 261 of the Labor Code of the Russian Federation) ...

a fixed-term employment contract was concluded with her for the duration of the performance of the duties of an absent employee. In this case, the dismissal of a pregnant employee is allowed due to the expiration of the employment contract (clause 2, part 1, article 77 of the Labor Code of the Russian Federation);

the organization does not have work that a pregnant employee can perform, or she refused the proposed work options (clause 8, part 1, article 77 of the Labor Code of the Russian Federation).

What kind of work should an employer offer a woman?

According to part 3 of Art. 261 of the Labor Code of the Russian Federation:

not only that job or vacant position that corresponds to her qualifications, but also a lower position or a lower-paid job;

all available vacancies that meet health requirements;

vacancies and jobs available to the employer in the area. Vacancies and work available in another locality must be offered in cases where this is provided for by the collective agreement, agreements or employment contract.

If the woman agrees to the transfer, some conditions, such as the place of work, position or term of the employment contract, are changed by concluding an additional agreement to the employment contract.

24.10.2017, 17:32

The period of bearing a child becomes the basis for providing a woman with a work site without harmful effects external factors. Light labor for pregnant women, the features of its application in practice are described in article 254 of the Labor Code of the Russian Federation. The list of documentation required for the transfer of an employee to a workplace with improved working conditions has been legally established. What is light work? How many hours a day can you do light work? From what period is light labor provided during pregnancy? Let's figure it out.

Rules for transferring to another position

In order to realize the desire of an employee during pregnancy to transfer to another department or to another position to reduce the load on the body, she presents:

an application for light work during pregnancy, a sample of which can be given in the personnel department of the enterprise;
medical opinion.

In the absence of one of the documents, a pregnant employee will not be able to have a significant impact on the employer. To implement the idea of transferring to another position (sometimes new duties do not correspond to the direction of professional training), a manager needs grounds fixed on paper.

The content of the concept of easy work for pregnant women is revealed by the Labor Code with a piecework wage system as a reduction in standard output and a decrease in the standard number of clients served. If it is impossible to ensure work with an individual procedure for calculating the optimal output, transfer to other positions is practiced. The relevance of such a measure increases when a woman works at production facilities with harmful working conditions.

The conditions for transferring to light work are substantiated in the medical report. It is imperative to comply with a number of requirements for a new workplace:

physical activity should be moderate;
impact of biological and chemical substances and their active elements cannot harm the body of a pregnant woman, the level of their influence must be minimized;
light labor during pregnancy may not be carried out indoors without access to fresh air and source of natural light.

Separately, the issue of the need for interaction with computer technology is considered. If possible, work with a computer is excluded from the daily list of duties of a pregnant woman, replaced by other types of tasks. Easy work for pregnant women - how many hours can work with a computer last? The maximum period of contact with harmful radiation from office equipment is 3 hours per day.

At the legislative level, the exact timing of the transfer to another position for pregnant employees is not specified. In practice, the employer must immediately respond to the employee's application and offer her everything possible options problem solving. The Labor Code of the Russian Federation guarantees easy work for pregnant women, but subject to the employer having such an opportunity. If there are no vacant positions with facilitated working conditions, the manager can go to the removal of the employee from work.

In cases of dismissal from work due to the inconsistency of current working conditions with the minimum allowable level during pregnancy, the woman retains the average salary. It is paid from the employer's funds. To implement such a measure, it is necessary to issue an order.

Registration of the transfer procedure

When an employer and employee agree on what light work means for pregnant women, they agree on a suitable temporary position. At the next stage, it is compiled writing an agreement between the parties indicating a new labor function and the validity period of the document. A separate block in the contract prescribes a modified system of remuneration.

In accordance with the content of the agreement between the parties, the manager issues an order to transfer on a temporary basis. An additional document-the basis for drawing up an order is a certificate of transfer to light work of a pregnant woman. For the order, a unified T-5 form or a document format individually developed at the enterprise is used.

IN work book records of temporary transfers are not made, a forced relocation to another position will not affect the content of the records in the labor. The updated information is entered into the payroll records. A certificate of transfer to light work can be indicated on the employee's personal card (section 3).

Pregnant employee pay plan

The level of earnings after the transfer can:

To be equal to the average salary - if the new salary, taking into account bonuses, is lower than the previous one.
Correspond to the current output with equal earnings indicators for both positions.
How is light work paid, if the salary is higher at the new place - based on earnings at the new place of work.

End of easy labor period

The period of stay in a temporary position is limited to the time before the occurrence of an insured event - going on maternity leave. The supplementary agreement terminates on the eve of leaving the vacation. Everything related to light work for an employee is automatically canceled from the date of opening the sick leave.

Every leader wants to see experienced, hardworking workers in his staff. Therefore, the rights of certain categories of workers are often infringed. These workers are most often pregnant women. To protect yourself from limiting your privileges guaranteed by law, please read the information provided.

The rights of pregnant women at work under the Labor Code

Pregnant women are a vulnerable category of workers. Therefore, Russian legislation ensures the safety of their rights, and also guarantees them certain benefits and privileges. The Labor Code contains the following provisions regarding this issue:

At the request of the employee, the employer is obliged to reduce the duration of work. This will not affect the length of service, but payments will be made depending on the time worked;
When transferring to a safer job, a prerequisite is the preservation of the position and remuneration;
When an employee is in the hospital wage is preserved;
The performance of overtime and hazardous work is prohibited by law;
The workplace of the employee must comply with the norms of the law;
The provision of annual leave is accompanied by full payment of wages.

What are the rights of a pregnant woman at work?

To find out what rights pregnant women have at work, you need to refer to the norms of the Labor Code. By law, a girl has the following privileges:

Payment for maternity leave is made without taking into account the length of service;
The place of work will be maintained throughout the maternity leave;
When calculating the length of service, time taken to care for a child is taken into account;
It is prohibited to cancel an employment agreement with an employee in the position. There are some exceptions;
It is impossible to dismiss an employee even if she violates the rules of internal labor regulations;
If a woman carries out labor activities under a contract, then she has the right to count on its extension until she goes on maternity leave;
An employee undergoing an internship cannot be fired;
The employer is obliged to release the worker for a medical examination and pay for this time;
Women workers in position are exempted from overtime hours of work.

The main duty of a pregnant woman at work is to notify the employer of her situation in a timely manner. Confirm given fact is due by providing a doctor's certification.

Can a pregnant woman be fired from her job?

For all pregnant workers, the issue of continuing their labor activity is a topical issue. It often happens that unscrupulous managers seek to get rid of employees in a position. However, this process is against the law. There are some rules in the Labor Code of the Russian Federation that cover this issue.

An employer has no right to dismiss a pregnant woman on her own initiative. An employee can leave the place of service only at her own request;
Even if the employee violates the rules of the internal charter, it is impossible to deprive her of her place of work. In such situations, she can be punished by taking away a bonus or by reprimanding;
The only legal way to dismiss is the termination of the operation of the enterprise;
If a woman is employed under a contract, she has the opportunity to extend it, so such an employee cannot be fired. Cancellation of the contract is possible only after the birth of the child.
Also, for many representatives of the weaker sex, the question of whether they have the right to dismiss a pregnant woman from work is relevant?
When reducing the apparatus of employees, the employer has the right to deprive any worker of work. An exception is an employee in position.

Does a pregnant woman have the right to get a job?

By law, a pregnant woman has a significant list of rights and benefits. also in legal acts issues of employment of a woman being in position are noted. In such a case, there are some rules governing this process:

Refusal to hire a pregnant woman because of her situation is regarded as a violation of her rights;
When hiring, consideration should be given exclusively to professional quality working;
The employer must substantiate his negative answer in writing, indicating the reasons for such a decision;
When applying for a new duty station, employees in the position are not subject to a probationary period. The manager is only required to conclude an employment agreement with a new colleague.

Violation of the rights at work of a pregnant woman

Very often, a pregnant woman, due to her ignorance, is infringed on her rights at work. To avoid deception and injustice at the duty station, it is recommended that you familiarize yourself with the provisions of labor legislation regarding the rights of girls at work.
If you encounter a similar problem, you should act according to the presented algorithm:

It is necessary to consider the legislative norms on the rights of pregnant women and familiarize the head with them;
If the employer refused to follow them, try to solve the problem by filing an application addressed to the administration of the enterprise. An important condition is the reference to the provisions of the law and the designation of their requirements;
If this method did not have the desired effect, it is recommended to apply in writing to the appropriate authorities. It is important to supplement the complaint with a doctor's conclusion;
The final option to protect your rights will be a lawsuit. In this case, the deadline for submitting an application should be taken into account. It should not exceed three months.

Any woman can face the abuse of the employer's rights. At the same time, one should not forget that the law is on the side of the employee and she has the opportunity to protect her privileges.

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