Directive No. 03-CT/LD stipulates the allocation, rational use, training, development, care, and protection of female workers at the local level to implement Resolution No. 176a-HDBT of the Council of Ministers. This document guides competent agencies in investigating and researching the source of female labor, rationally utilizing female labor forces, vocational training, and protecting women's health.
适用范围
Provincial People's Committees, cities, special administrative regions; Labor Departments of localities;
要点
- Competent agencies must investigate the source of female labor regarding quantity, quality, and age structure (Point a, Section 1).
- Reorganize the use of female labor in state-owned enterprises to ensure it aligns with women's physical capabilities (Point b, Section 1).
- Develop plans for vocational training and improving skills for female workers to meet local production development needs (Section 2).
- Inspect working conditions at facilities with a large number of female workers to improve the work environment (Point a, Section 3).
- Fully implement policies and benefits for female workers such as maternity leave, breastfeeding breaks, and gynecological examinations (Point b, Section 3).
🌐 本文件的社会影响
- Strengthen the protection of female workers' rights in the rational use of resources.
- Enhance the skill levels of female workers to enable them to participate in new industries.
- Improve working conditions and the work environment for women.
- Financial and human resource burdens on implementing agencies.
- Women will benefit from improved working conditions and protective policies.
❓ 常见问题
Which facilities need to review their use of female workers?
All facilities with a large number of female workers, especially those with poor working conditions and heavy, hazardous jobs.
Are there specific provisions for vocational training for female workers?
Plans for vocational training should be developed based on local production development needs, equipping women with skills and knowledge.
What policies and benefits need to be implemented for female workers?
Full implementation of policies such as maternity leave, breastfeeding breaks, and gynecological examinations as prescribed by the State.
全文
DIRECTIVE
OF THE MINISTRY OF LABOUR NUMBER 03-CT/LĐ ON APRIL 20, 1985
REGARDING THE ALLOCATION, RATIONAL USE, TRAINING, ENRICHMENT, CARE, AND PROTECTION OF WOMEN WORKERS, IMPLEMENTATION OF RESOLUTION NO. 176A-HĐBT OF DECEMBER 24, 1984 OF THE STATE COUNCIL
1- Allocation, rational and effective use of female workforce at the local level:
a) In the process of surveying and researching to grasp the labour force, accurately assessing the local labour force and working time fund, it is necessary to investigate the female labour force, both in quantity, quality, age structure, occupational capacity... carefully analyze the working time fund of female workers, while calculating various social welfare service needs, kindergartens, pre-school classes... creating conditions for women to participate in production work must be one of the bases for building overall socio-economic planning and industry planning of districts, provinces, aiming to rationally utilize the local labour force.
b) Along with the construction and implementation of planning and allocation schemes on the district and provincial levels, the reorganization of production in the state sector, reviewing the division of labour for female workers in each unit, profession, area... Evaluating the use of female workers, which aspects are reasonable, which are not, from there develop plans and measures to gradually arrange professions reasonably, gender structures suitable for women's capabilities and health.
c) Inspect the situation of female workers in professions and jobs that are excessively arduous and harmful, especially those jobs prohibited by the State. Firmly transfer sisters to other jobs, first those who are pregnant and breastfeeding. For those who have not been transferred yet, still in use, specific measures such as equipping protective equipment, improving working conditions, providing physical supplements, reducing working hours must be implemented.
2- Vocational training, improving skills and cultural level for female workers:
Based on the development plan for production and local labour demand, there should be plans for vocational training, experience enhancement, scientific and technical knowledge, management capability for female workers, together with the plan for distribution and use of labour, aiming to equip sisters with a trade, create conditions to arrange and solve employment issues, allowing sisters to improve their careers, learn additional secondary skills or find alternative jobs so they can be reassigned when necessary.
Expand vocational training through various flexible and diverse forms suitable for different groups, units, and regions according to the principle of "State and people working together", "cooperatives and people doing, State assisting" etc...
Implement specific measures to supplement education for female workers, especially sisters in new economic zones, remote mountainous areas, sisters engaged in simple but arduous tasks, young sisters with promising career prospects or key figures in production work.
3- Care and protection of female workers:
a) Conduct inspections of working conditions in enterprises, industrial-agricultural-forestry farms, agricultural cooperatives, small-scale industries, especially units with many female workers where working conditions are poor, toxic gas concentration and dust exceed permissible standards, working environment is too dusty, dirty, hot, lacking light, manual labour is excessively arduous... From this, propose appropriate measures based on actual capabilities to gradually improve working conditions for sisters.
Develop plans for improving working conditions from the grassroots up, based on the needs of female workers (these needs are large and multifaceted, from building and renovating material facilities, machinery, improving tools to personal protective equipment...) and incorporate these needs into the economic and financial plans of the unit and the locality or industry, and reflect them as capital, materials, production indicators...
Direct the distribution of materials, equipment, personal protective equipment... in the locality, allocate an appropriate proportion for collective and individual sectors (the proportion of female workers in these sectors is very high).
b) Regularly inspect and urge the implementation of special policies for female workers stipulated by the State: maternity leave, breastfeeding, childcare during illness, menstrual hygiene, contraceptive devices, abortion, exemption from night shifts for pregnant workers from the seventh month and those nursing children under 12 months, gynecological examination and treatment, etc...
4- Strengthen inspection and supervision work from province to grassroots units. Increase staff (both in number, quality, means of work, sufficient authority...) to effectively carry out general and regular inspections and supervision of policies for female workers.
5- Study and propose to the State policies for female workers in collective cooperative agricultural and small-scale industries. First, the experiences of applying State policies for female workers in the state sector to female workers in collective sectors.
The Ministry of Labour requests the People's Committees of provinces, cities, and special zones to pay attention to organizing the implementation of Resolution 176A of the Council of Ministers based on the content of this directive and assign responsibility to the Provincial Labour Departments under the central government to coordinate with relevant agencies and organizations at the same level to build implementation plans for the Council of Ministers' Resolution, monitor, urge, and compile issues related to female workers in the locality, regularly report work to the Ministry of Labour.
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