Study of the effects of maternal health protection measures on manpower utilization of institution

• Main Authors: Wu,Jung-Rong, 吳春蓉
• Other Authors: Wang,An-Hsiang
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/66t9pn

碩士 === 國立中正大學 === 勞工關係學系碩士在職專班 === 107 === In recent years, job opportunities for women have continued to increase as greater freedom is provided to women choosing their working conditions. Nevertheless, working mothers continue to encounter many difficulties when participating in the labor market, such as the terms and conditions of maternity leave, the glass ceiling effect and its impact on women, and respect in the workplace. In the hope that the government will realize that working mothers provide the country with consistent profit, we provide the following aspects and practices so that working mothers can expand the labor force of the next generation under an equal, fair, and safe occupational environment. I. To provide working mothers with a dignified, equal, humane, and safe working environment, the current labor law standardizes "maternity protection", which provides relevant protection measures for working mothers when pregnant or breastfeeding to protect women and their reproductive abilities. Such measures are in line with Article 156 of the Constitution of the Republic of China, “In order to consolidate the foundation of national existence and development, the State shall protect motherhood and implement policies that promote the welfare of women and children.” II. In the Regulations for Implementing the Maternal Health Protection of Female Workers, if an institution has more than 300 workers, maternal health protection should be provided during the protection period when the workers are engaged in any work that may affect either the mother’s or infant’s health during embryonic development, pregnancy, or breastfeeding. III. To prevent maternal harm in the workplace, the Maternity Protection Convention was promulgated as early as 1919, when the International Labor Organization (ILO) was first established. In 2000, the International Labor Organization (ILO) re-enacted the Maternity Protection Convention, 2000 (No. 183), which required Member States to draft legislation that protects female workers who are pregnant and for one year after giving birth. Taiwan has established such regulations in the Labor Standards Act, the Act of Gender Equality in Employment, the Occupational Safety and Health Act, and the Regulations for Implementing the Maternal Health Protection of Female Workers. Such regulations primarily include woman’s night shifts, menstrual leave, maternity leave, breastfeeding during work hours, non-employment discrimination, paid parental leave, family care leave, and protection measures taken for hazardous work. IV. Implementing maternal protection is never easy due to its high level of complexity. In responding to the various work patterns, business owners may not be aware of the supplements to the maternal workforce and the prevention of occupational injuries despite actively implementing government policies. Enterprises have different plans and special maternal protection measures to protect the physical and mental health of working mothers. In addition to the increasing cost of multitasking, declining birthrates and labor shortages in a number of industries have left many businesses unable to operate normally. Therefore, the industry will hopefully give women workers more favorable rights and benefits, while the government should strengthen the implementation of maternal protection policies to ensure a more friendly work environment for working mothers and increase the size of that workforce in the future.