Post by evaislam1144 on May 19, 2024 3:04:08 GMT
Guidelines: Payment of reimbursement for daycare or maintenance of early childhood education institutions; Flexibility in the working regime for those with children up to six years of age, including bringing forward individual holidays, flexible entry and exit times, part-time arrangements, remote work and a special compensation scheme through the time bank; Inclusion of a breastfeeding room at the headquarters of companies with at least 30 women over 16 years of age. Flexibility in the maternity leave period, in order to facilitate the return to work. Maternity at Work Guide Support for professional qualification In addition to the measures aimed exclusively at mothers, law also establishes new rules to encourage women's professional development and promote their advancement in areas with lower female participation.
Among them is the possibility of suspending the employment contract to participate in a course or professional qualification program offered by the employer – which may also grant the employee a monthly compensatory allowance. Furthermore, the law also deals with encouraging microcredit for women who wish to invest in individual or Timor Leste Email List collective entrepreneurial activities. Read also: 11 ideas (not clichés) to celebrate Women's Day at work in 2024 Combating sexual harassment and other forms of violence According to data collected by legal advice startup Forum Hub, in 2022, women will suffer five times more sexual harassment at work than men . They are also the most susceptible to other forms of violence, such as abuse of power, swearing, discrimination related to appearance or clothing, among others.
Taking this context into consideration and as a way to promote a safer working environment, law 14,457 proposes four important measures: Inclusion of rules of conduct regarding sexual harassment and other forms of violence in the company's internal rules, with their content widely disseminated to all employees; Establishment of procedures for receiving and monitoring complaints , as well as for investigating the facts and applying administrative sanctions to those directly and indirectly responsible; Inclusion of topics relating to preventing and combating sexual harassment and other forms of violence in the activities and practices of the Internal Accident Prevention Commission (CIPA); Carrying out, at least every 12 months, training, guidance and awareness-raising actions for employees at all hierarchical levels of the company on topics related to violence, harassment, equality and diversity in the workplace.
