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全面二孩政策的正式实施进一步增加了企业的用工成本和法律风险,同时对企业的管理也提出了更为严苛的要求和挑战。企业应灵活运用法律法规,完善企业规章制度的设计和执行,优化内部人事管理,这不仅有利于推动企业的合法合规经营,更能减少劳动争议和纠纷,促进社会和谐发展。其具体分为三个阶段:在入职时避免对“三期”女员工的歧视行为,重视对在职女员工的岗位、薪酬、假期的优化管理,以及建立健全“三期”女员工的退出机制。
The formal implementation of the “two-child” policy has further increased the employment costs and legal risks of enterprises, and at the same time, put forward more stringent requirements and challenges on the management of enterprises. Enterprises should flexibly use laws and regulations, improve the design and implementation of enterprise rules and regulations and optimize internal personnel management. This not only helps to promote the legal compliance of enterprises, but also reduces labor disputes and disputes and promotes the harmonious development of society. It is specifically divided into three stages: Avoid discrimination against female employees in the “Three Phases” at the time of induction, attach importance to the optimal management of the positions, salaries and holidays of working female employees, and establish and improve the “Three Phases” Employee exit mechanism.