Russian writing in its historical development. Old Russian writing and the Slavic alphabet

It's no secret that many employers prefer to hire men. The reason they do this is simple: such an employee is unlikely to leave maternity leave. It is he who “scares” many managers, forcing them to refuse young women. Or force them to resign of their own free will when reporting pregnancy. Let's try to figure out whether maternity leave is so terrible for an employer, and whether a woman can protect her labor rights in such a situation.

Labor rights and responsibilities of a pregnant woman

Strictly speaking, any employee, regardless of his Family status, there are two main responsibilities: to personally perform the work provided for in the contract concluded with the employer, and also to obey the internal rules and regulations of your organization or enterprise. For this, he has the right to be provided with a workplace that meets numerous rules and regulations, the work specified in the contract, as well as to receive wages in full and on time.

At the same time, the legislator establishes a number of special rules for women in general and for pregnant women in particular. They begin to operate from the moment you contact your future employer regarding employment issues:

Deny employment The employer has no right to cite gender or pregnancy status as a reason; this is discrimination, which is expressly prohibited by law. The grounds for refusal can only be business qualities or non-compliance with qualification requirements.
There are a number of professions in which female labor is prohibited in principle. The list, which is approved by Government Decree, contains about 500 specialties. They are associated with difficult, harmful or dangerous working conditions, as well as underground work. Pregnant women are not allowed to work at night.
The law also requires the employer to take into account the health status of female employees. If there are medical indications for reducing production standards or excluding any adverse effects, then, at the request of the woman, she should be translated to more light work .
If the employer does not yet have the opportunity to transfer to light work, then before it becomes available, the employer must exempt a pregnant woman from work, but pay for this time as time worked.

A pregnant employee retains her average salary:

during mandatory visits to doctors;
after transfer to light work.

That is, all the time she will receive the same amount as in her old place. As for medical examinations, their completion must be confirmed by a certificate from the clinic. Otherwise, absence may be regarded as lateness or absenteeism and may result in a penalty.

The right to leave for a pregnant woman

What else are pregnant women entitled to at work? Special leave is established for them in connection with the birth of a child. The familiar term “maternity leave” actually combines two different leaves: for pregnancy and childbirth and for caring for a child under 3 years of age. Both of them are provided at the request of the woman, but are issued and paid for differently. During this time, the employee retains her position. But instead of a salary, she will receive Social Security benefits.

Grounds for maternity leave, in addition to the application, there will be a certificate of incapacity for work (). Either parent or even grandparents can take leave to care for a child. They can use it either in full or in parts. During this leave, a woman can work from home, remotely or part-time. At the same time, she will receive both benefits and salary.

A woman can add her regular annual leave to her maternity leave. Moreover, both before it began and after. For the father, according to his application, the employer is obliged to arrange the next leave in such a way that it coincides with his wife’s maternity leave.

Can a pregnant woman be fired from her job?

Labor legislation establishes a direct ban on the dismissal of employees on leave. This fully applies to maternity leave. The law also establishes a number of prohibitions for an employer to fire a woman while pregnant. This creates the misconception that such an employee cannot be fired in principle. However, it is not.

There are few cases when the dismissal of a pregnant woman is legal, but they exist:

liquidation of the employing organization, that is legal entity and individual entrepreneur (clause 1, part 1, article 81 of the Labor Code) or a branch of a legal entity (part 4, article 81 of the Labor Code);
agreement of the parties, drawn up in writing (clause 1, part 1, article 77 of the Labor Code);
a woman’s own desire (clause 3, part 1, article 77 of the Labor Code);
end of urgent employment contract(clause 2, part 1, article 77 of the Labor Code);
disagreement of a pregnant employee to work with the new owner (only for the director, his deputies and the chief accountant), in changed working conditions, or to move with the employer (respectively, clauses 6, 7 and 9, part 1, article 77 of the Labor Code).

Protecting the labor rights of a pregnant woman: where to go?

Labor legislation provides several opportunities for a working pregnant woman to protect her labor rights. First of all, this is an appeal to the primary trade union organization or commission on labor disputes (CTS) directly at the place of work. The appeal must be in writing, indicating exactly what rights were violated.

In case of illegal dismissal, you can challenge it in district court. You can contact it in other cases, bypassing the CTS and the trade union. Required for trial statement of claim, to which it will be necessary to attach documents serving as evidence of the employer’s wrongdoing.

Complain about illegal actions employer can also prosecutor's office or the State Labor Inspectorate. The complaint must be written and contain both information about the employee who applied and a description of the violations of labor rights committed by the employer.

Good afternoon, my readers. Does everyone remember the first time they saw the two coveted lines on a pregnancy test? What did you experience? Excitement, joy, happiness, but also anxiety, isn’t it? Now life will change dramatically, and you need to tell the good news to one person. But how will he perceive it...

This is not about the future daddy at all. He will undoubtedly share your emotions and begin to make plans for the future. But your boss at work may not be happy at all, and will begin to plot intrigues in order to quickly get rid of the “inconvenient” employee. After all, it will be necessary to pay maternity benefits, make all sorts of concessions, it’s easier to fire a pregnant woman and take someone else in her place.

Unfortunately, such cases happen all the time. And we, little knowledgeable about the laws, we cannot protect ourselves from the arbitrariness of employers. Stop putting up with this, I tell you! The rights of pregnant women at work are clearly stated in the Labor Code and we are obliged to know them and not to offend ourselves and the baby.

Accept cannot be refused

It is not uncommon for women to find out they are pregnant while looking for work. Let's say you worked as an ordinary salesperson, and then you were offered a place in another store as a deputy director. You quickly quit your job, and then suddenly you find out that you are expecting a child.
If your employer intended to hire you, but upon learning about your pregnancy, refused, know that this is illegal! The reason for refusal may be a lack of experience, medical contraindications, inappropriate education, but not the “interesting position” of the employee. By refusing a job to a job applicant, the employer may be punished in accordance with the Criminal Code of the Russian Federation, compulsory work, or a significant fine. Please note that both probation your boss has no right to tell you. (Article 70 of the Labor Code of the Russian Federation)

Situations where, when preparing documents for employment, an employee is required to sign an agreement that she will not become pregnant in the next few years are also legally illegal. You may not sign such papers, because this is a violation of the inviolability of privacy(according to the Constitution of the Russian Federation).

Harmful job and harmful boss

If you are already working, the employer must fulfill a number of conditions:
Free the pregnant woman from harmful and dangerous work that can harm her well-being. When registering, tell the gynecologist about your work, and if the doctor considers that your activities and bearing a child are incompatible, she will issue you a certificate. Based on this, the boss will be obliged to transfer you to a less dangerous position, or significantly reduce production standards. (Article 254 of the Labor Code of the Russian Federation)

When transferring, the salary must remain at the same level, even if the new vacancy provides a lower salary compared to the previous one. If the employer is unable to find an easier job for the pregnant woman, he will pay the forced “downtime” for the expectant mother from his own pocket.

What specific working conditions are considered harmful? In order not to guess, let us turn to the “Hygienic Recommendations for the Rational Employment of Pregnant Women” approved by the Russian Ministry of Health. They were developed back in 1993 and are still in effect this year, 2017.
So, it is not recommended for pregnant women:
- stand or sit at work for a long time
- lift weights
- come into contact with radiation
- be in very noisy rooms (for example, a factory floor with loud equipment)
- work with toxic or chemicals
- breathe excessively humid or dry air.

Shift work for expectant mothers is also prohibited (Article 297 of the Labor Code of the Russian Federation). If your employer asks you to go on the night shift, go on a business trip, or simply work beyond the norm, feel free to refuse and refer to the same Labor Code (Articles 96,99,113,259).
Surely, your work involves sitting at a computer. Try to reduce your “communication” with the monitor to 3 hours a day or completely refuse to contact it. In this case, sanitary and epidemiological standards are completely on your side (SanPiN 2.2.2/2.4.1340-03).

Send a pregnant woman for a scheduled or emergency examination to a doctor at any time of the working day. At the same time, there can be no talk of any working out of “lost” time or deductions from wages. (Article 254 of the Labor Code)
At the request of the pregnant woman, the employer is obliged to shorten the working week or day. For example, you worked on a 6/1 schedule, 10 hours a day. Now, in your situation, such a schedule is simply unacceptable, and with each passing month it will be more and more difficult to maintain this mode of work. Go to your superiors and put your demands in writing. Don't be alarmed, the shortened hours and days will not be compensated by your next vacation or your length of service. (Article 93 of the Labor Code)
Attach the next leave to maternity leave at the request of the employee. According to the Labor Code (Article 260), it does not matter whether the pregnant woman has “earned” leave by this time (that is, whether she has worked the required 6 months or not). If a woman decides that she wants to take leave before maternity leave simply because she is not satisfied with the pre-established vacation schedule, then she has every right to do so.
Do not call a pregnant woman back from her current vacation. (Article 125 of the Labor Code)
Provide prenatal leave of 70 calendar days. Usually the gynecologist calculates when the expectant mother can already be released from work. At the 30th obstetric week (not calendar!), a pregnant woman may temporarily leave workplace. If you have a multiple pregnancy, you can start resting 2 weeks earlier.
Postpartum leave of 70 days will also be provided while maintaining your job and salary. To do this, the woman is required sick leave and a statement. Childbirth with complications gives the right to take 84 days of leave, and for the birth of 2 or more children - 110 days.
After the postpartum period, complete all documents, benefits and government payments that the employee will receive on maternity leave (up to 1.5, and then up to 3 years).

You no longer work for us

Considering the widespread infringement of the rights of pregnant women, when employers do not want to make concessions for pregnant employees and simply fire them, we will also touch on this issue. Do bosses have the right to do this? Definitely no! Art. 261 of the Labor Code of the Russian Federation states that an employer has no right to terminate a contract with a pregnant woman. The exception is the complete liquidation of the organization or the woman’s own desire to quit.

You cannot fire a pregnant woman for violating labor discipline and absenteeism. In this case, milder “punitive” measures are applied: a reprimand or reprimand.
Many work on the basis of a fixed-term employment contract. If it has expired and you are expecting a child, then the boss must extend it until the due date.

Unfortunately, there are situations when protecting the rights of pregnant women is the work of the pregnant women themselves, and not the state and its laws. I am now talking about those who have unofficial work. Here, employers are extremely reluctant to fulfill their responsibilities towards employees, and salaries are not always paid on time, and then there’s the matter of dealing with a pregnant woman. Fire - that's the whole conversation.

In this case, lawyers unanimously say: you can’t count on maternity pay, and they can kick you out with impunity, since you are officially unemployed anyway. You can, of course, fight for your rights by contacting the prosecutor’s office and labor inspection at the place of residence. The boss will be subject to inspections, including visits from representatives of the tax and pension fund.

In general, they will arrange " sweet life“, only in this case you are not guaranteed anything at all. It’s better to leave the unscrupulous boss and go apply for all the benefits from the state. And after maternity leave, look for an official job.

Where to complain

If you work at a state enterprise, but your rights as a pregnant woman are not respected, then you have every right to contact the following authorities:
— labor inspection (if you are forced to quit)
- to the district court (if you have already been fired)
- to magistrates (on other controversial issues)

To hold the employer accountable and file a claim, prepare: copies of the employment contract, dismissal order, work record book, salary certificate.
And remember, although the law on the protection of pregnant women does not exist in our country as such, women’s rights are regulated by other documents, and their violation is punished with all severity.

Discrimination against the weaker sex, who are often oppressed when hiring and in other situations, is unacceptable, and here the state is completely on our side. I hope I was useful to you today, and now you can defend your rights and avoid disagreements with your superiors. Have an easy pregnancy and may it not be overshadowed by hard work and malicious employers.
For further discussions on the topic, I look forward to seeing you, as always, on the forum. Tell us about your difficulties in the workplace and how they were resolved. We'll be happy to listen. And you will hear from me very soon. Meet us here!

The Plenum of the Supreme Court of the Russian Federation, in Resolution No. 1 of January 28, 2014, clarified a number of issues regulating the peculiarities 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 courts when considering labor disputes on similar topics. The clarifications of the Plenum of the Supreme Court of the Russian Federation will ensure uniform application of labor legislation by 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, by law, termination of a contract with pregnant women is prohibited, then the subsequent request from the employee for reinstatement at work must be satisfied
Reason: Clause 25 of the resolution of the Plenum of the Supreme Court of the Russian Federation dated January 28, 2014 No. 1

2. An employment contract, the end of which occurred during the employee’s pregnancy, generally needs to be extended until the end of the pregnancy. Moreover, in the event 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. The employment test is not imposed on 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 1.5 years of age without a mother.

If such employees were given a test, then termination of an employment contract with them based on the results of the test is unlawful.
Reason: Clause 9 of the resolution of the Plenum of the Supreme Court of the Russian Federation dated January 28, 2014 No. 1

Guarantees when concluding an employment contract

In Art. Art. 64 and 70 of the Labor Code stipulate the guarantees provided to pregnant women when concluding an employment contract. So, it is prohibited:
- refuse to hire a woman for reasons related to her pregnancy (Part 3 of Article 64 of the Labor Code of the Russian Federation);
- establish a probationary period when hiring for pregnant women (Article 70 of the Labor Code of the Russian Federation).

Labor Relations

So, an employment contract has been concluded with the employee. Let's consider what guarantees and benefits pregnant employees are entitled to within the framework of labor relations.

Part-time work

Pregnant women may be assigned a part-time work schedule.
In fact, work modes can be as follows:

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

part-time work week. When an employee is assigned a part-time working week, the number of working days is reduced compared to the working week established for this category of employees. At the same time, the length of the working day (shift) remains normal;

combination of part-time working hours. Labor legislation allows a combination of part-time work and 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 simultaneously reducing the number of working days per week.

Pregnant women can apply to the employer with a request to establish a part-time working day (shift) or a part-time working week both upon hiring and subsequently. The employer is obliged to satisfy such a request (Part 1 of Article 93 of the Labor Code of the Russian Federation). Incomplete work time can be set either without a time limit or 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 employment:

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 days 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, based on a medical report and at their request, should have production standards and service standards reduced, or they should be transferred to another job that excludes exposure to adverse production factors (Part 1 of Article 254 of the Labor Code of the Russian Federation).

Guarantee of maintaining average earnings

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

a period during which a pregnant woman performs lighter work. This time is paid based on the employee’s average earnings previous job(Part 1 of Article 254 and Article 139 of the Labor Code of the Russian Federation);

the period during which an employee is removed from work due to harmful effects until she is provided with suitable work. Working days missed as a result of this are paid based on the average earnings at the previous job (Part 2 of Article 254 of the Labor Code of the Russian Federation);

the period of her undergoing mandatory medical examination in a medical institution (Part 3 of Article 254 of the Labor Code of the Russian Federation).

Note. Is it necessary to confirm the completion of a medical examination? The Labor Code does not impose an obligation on a woman to provide the employer with any documents confirming the completion of a medical examination. Nevertheless, it is advisable to warn the employee in writing (referring to the norm of Part 3 of Article 254 of the Labor Code of the Russian Federation) about his absence from the workplace for this reason, so that it is not regarded as absenteeism and during this time the average earnings are maintained.

Providing maternity leave

Maternity leave - special kind vacation. 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). Behind calendar days During maternity leave, the employer assigns an appropriate benefit. The period a woman is on maternity leave is taken into account when calculating the length of service that gives 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

As a general rule, the right to use vacation for the first year of work arises for an employee after six months of continuous work with a given employer (Part 2 of Article 122 of the Labor Code of the Russian Federation). However, for individual categories workers The Labor Code provides an exception to the general rule. Thus, regardless of the length of service with a given 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 provided:

women before or immediately after maternity leave 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 going on annual paid leave independently. As a rule, annual leave turns into maternity leave. In addition, it is prohibited to recall a pregnant employee from annual main and additional leave (Part 3 of Article 125 of the Labor Code of the Russian Federation) and to replace these leaves or parts thereof monetary compensation(Part 3 of Article 126 of the Labor Code of the Russian Federation);

to the 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, annual paid leave for this category of persons is provided at a time convenient for them, regardless of the vacation schedule. The minimum duration of 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 (except in 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 the employment relationship with a pregnant employee. For example, if a pregnant employee works under a fixed-term employment contract.

Dismissal is not permitted if...

During the period of validity of a fixed-term employment contract, a pregnant employee will write an application to extend the term of the employment contract until the end of pregnancy and submit a corresponding medical certificate; the employer is obliged to satisfy the woman’s request (Part 2 of Article 261 of the Labor Code of the Russian Federation). In this case, the employee, at the request of the employer, must provide a medical certificate confirming pregnancy, but not more than once every three months. Changing the terms of the employment contract must be fixed in additional agreement.

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

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

Maternity leave and benefits. During the period of validity of the employment contract, a pregnant employee can take maternity leave. In this case, the corresponding benefit must be paid to her 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 duties of the 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 Labor Code of the Russian Federation:

not only the job or vacant position that corresponds to her qualifications, but also a lower position or 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 other localities must be offered where applicable collective agreement, agreements or employment contracts.

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

Should I work throughout my pregnancy, go on vacation early, or quit? Don't rush into a decision. First, consult your gynecologist: if there is a risk of complications, you may have to forget about work for a while.

If there are no health problems, and you decide to work, as they say, until the last minute, then you should prepare for certain difficulties:

firstly, now you will have to avoid physical activity, nervous stress, prolonged sitting or standing still at all costs;
secondly, work associated with strong vibration, as well as conveyor mode, is now contraindicated for you;
thirdly, the working day should be no more than eight hours, with a mandatory rest break;
fourthly, now you are highly discouraged from working with chemical, toxic, and detergent substances.

Be prepared for the fact that your bosses may not meet you halfway after learning about your situation: some employers, despite the law, are trying in every possible way to get rid of the “burden.” If this happens, do not give up - understand your rights and boldly defend them.

You shouldn't agree even to very tempting offers in exchange for your dismissal. If an employer, pursuing the goal of saving money, risks dismissing a pregnant woman, he will be punished by law.

Certificate of pregnancy for work

For women who work, maternity and pregnancy benefits will be paid at their main workplace. Other expectant mothers must contact the social security department at their place of registration.

As soon as you have reliably learned about pregnancy, you need to register with a gynecologist at the antenatal clinic. There you will be given a certificate of pregnancy, which you will bring to the HR department, or directly to your superiors at your place of work.

It is necessary to submit documents for work during pregnancy, since such a certificate can guarantee that you will not be fired or laid off under any circumstances. Moreover, according to this document, you will be required to receive maternity benefits. The amount of this benefit depends on how much money you received on average over the last six months.

When calculating maternity benefits, in addition to official wages, bonuses, additional payments, accruals, travel allowances, and vacation pay are taken into account.

If you, having received a certificate of incapacity for work, do not go on maternity leave, but decide to continue to go to work, then maternity leave will not be paid to you. The current law does not provide for joint payment of wages and benefits.

Individual entrepreneurs are paid maternity benefits from the social insurance fund, and unemployed people and students are paid by the department of labor and social protection at their place of registration.

Rights of a pregnant woman at work

Most expectant mothers are fully confident that, despite pregnancy, they will be able to cope with work responsibilities without any problems. However, things may be different. If you feel like you can’t cope, don’t be modest. Talk to your boss about reducing the amount of work, give up difficult responsibilities for you. Now the interests of your health should come first, and overworking you during this period, to put it mildly, is not recommended.

If you can’t cope at work without outside help, you can safely ask for it, and management must meet you halfway.

If your job is not an occupationally hazardous activity, you can work for almost the entire duration of your pregnancy. However, remember that at the slightest deterioration in your health, if fatigue or suspicious symptoms appear, try to forget about work for a while.

Do not forget that a working pregnant woman has the right:

take sick leave as many times as necessary;
demand an easing of production standards, a shortening of the working day, or a transfer to another position with a lighter load (while the salary for the previous position must be maintained);
give up night shifts, overtime, working off days off, business trips;
retain your job until you return to work after the end of maternity leave.

Retrenchment or dismissal of a pregnant woman without her consent is prohibited by law. An exception may be bankruptcy or complete liquidation of the organization: in this case, dismissal must be associated with the mandatory subsequent employment of the woman.

The expectant mother has every right to an individual work schedule during pregnancy. A flexible schedule may allow for both part-time and part-time work. The determination of any specific working conditions is carried out separately by order for the institution, which will indicate the duration of the working day, rest, and the scheme of days off. However, it is necessary to ensure that legal rights pregnant women were not limited: allotted leave must be provided in the same amount and with the same vacation pay, length of service during pregnancy must be maintained (including preferential and length of service), and all previously awarded bonuses must be paid.

Pregnancy and part-time work

In our unstable times, many women, in order to somehow ease their financial situation, manage to work in several places at the same time. Any place of work other than the main one is called “part-time” by the legislature.

An interesting fact is that a woman going on maternity leave has all the rights to receive financial benefits not only at her main workplace, but also at an additional one. Naturally, if the expectant mother is an insured person, since cash payments are carried out at the expense of insurance premiums paid by the employer.

Since payments at work during pregnancy are based on the so-called certificate of incapacity for work (certificate of pregnancy), when working part-time, the woman presents a copy of it, certified by the seal and signature of the boss at the main workplace. Financial benefits due to pregnancy are assigned, as a rule, in the presence of a copy of the certificate of incapacity for work, certified at the main place of work and a certificate of the average salary also at the main place of work. The total accrued amount of such assistance should not be greater than the maximum amount monthly salary, from which insurance premiums were deducted.

Sedentary work during pregnancy

If you have a sedentary job and are pregnant, then you need to know a few rules:

the chair should be comfortable, with a back and armrests;
the height of the chair should be such that the legs are bent at right angles and the feet are firmly planted on the floor;
objects that you have to pick up while working should be at hand or eye level, so that you do not have to bend down to pick them up;
you cannot sit in one place for a long period, every 40-45 minutes give yourself a break for 10-15 minutes, during which you walk, get distracted, and rest;
If you work on a computer, pay attention to the location of the monitor. Its upper edge should be at eye level to keep the head as straight as possible;
It is not recommended to cross your legs. In addition to the fact that this increases the risk of developing varicose veins, this position can also compress the vessels of the pelvic organs, and this is undesirable during pregnancy.

During pregnancy, the load on the spine increases significantly due to the enlarged uterus. Incorrect sitting position can aggravate this load, which will manifest itself as pain and congestion in the pelvis.

Sitting for long periods of time without breaks can contribute to the appearance of hemorrhoids, so it is recommended to sometimes get up from your workplace, or even better, do light preventive exercises.

Pregnancy and computer work

Many expectant mothers who, due to professional activity have to work at a computer, they are concerned whether this will harm the development of the fetus. After all, a woman can sit at a computer all day, being in close proximity to it.

Experts have been trying for decades to find out whether computers are safe for pregnant women. Many studies were conducted, statistics were kept on the number of women working at the computer and the percentage of fetal development disorders and spontaneous abortions. However, the connection between the computer and the possibility of miscarriage, fortunately, was not confirmed. Yes and modern computers much safer than those that were, for example, 20 years ago, when you had to use protective screens to protect yourself from electromagnetic radiation.

We also receive such radiation to varying degrees from TV, microwave ovens, and various medical devices.

Of course, it is impossible to talk about the guaranteed safety of long-term use of a computer during pregnancy, but the good news is that scientific evidence No harmful effects have yet been demonstrated.

The only important thing when sitting near a computer is to maintain the correct position of your back and body, and also to periodically get up from the table, giving rest to your eyes, shoulders and hands.

Pregnancy registration at work

If you are pregnant, you must register with the antenatal clinic before the 12th week, possibly earlier, but in no case later. It is necessary to understand that registration is needed not for medical workers, but for you and your child.

When registering, you will be asked to fill out a questionnaire for pregnant women so that the doctor can present a picture of your pregnancy, taking into account the condition of your body.

Your leading gynecologist will fill out two more documents when registering you. These are the “Individual card for pregnant women and women in labor” and the “Exchange card”, which will be issued to you personally. The exchange card will become your main document, which you will carry with you all the time, until you are sent to the maternity hospital, where you will also need it.

You are unlikely to need a pregnancy registration document at work. You will need a registration certificate after the thirtieth week of pregnancy and up to six months after the birth of the baby. It is submitted to the Social Security Administration to receive state aid at the birth of a child.

Pregnancy and contract work

Women who are hired under a civil contract, unfortunately, do not have the right to receive financial benefits at the expense of material resources Social Insurance Fund for temporary disability, since such pregnant women are not subject to compulsory social insurance for temporary disability and are not insured persons. Simply put, contract employment does not require your employer to pay your insurance premiums.

Therefore, when you register for pregnancy at the antenatal clinic, ask not for a sick leave, but for a medical certificate of pregnancy. According to such a certificate, you will be able to receive maternity benefits, but its amounts will be the same as for non-working women, that is, minimal.

How to hide pregnancy at work?

Once you find out about your pregnancy, think about how to approach your boss with such news. Unfortunately, not all enterprises consider the appearance of a pregnant woman in the team as happiness. The main thing is not to make a scandal, do not provoke insults or threats, try to clarify the issue with a smile.

When planning to go on maternity leave, inform your boss in advance. You'll have to do it anyway. Don't wait for management to find out the truth on its own: in this case, the boss will feel deceived by you, and this negative attitude is unlikely to benefit you. The experience of observing such situations shows that it is better to dot all the “I’s” in a timely manner than to escalate the situation and demonstrate one’s secrecy, distrust of superiors and lack of responsibility for one’s position.

By telling your manager the news about your pregnancy on time, you give him the opportunity to find a replacement in your place while you are on sick leave or maternity leave. Do not forget that the boss must also foresee everything and prepare for unforeseen situations on your part.

Regardless of what you decide - to quit or go on maternity leave - do it beautifully and with dignity.

Labor Code and work during pregnancy

If you clearly know your rights, you can easily correctly plan your behavior strategy at the place of work. In addition, you will be able to take advantage of your rights described in the labor code during employment. After all, a pregnant woman has every right to get a job, since by law she is considered able to work until the seventh month of pregnancy. Of course, in this case, there is a high probability of getting a refusal from the employer: after all, you as an employee will be of little use, and there will be enough problems with payments and maternity leave for management.

However, according to the labor code, no enterprise or institution has the right to refuse to hire you because of pregnancy. You are required to be employed, even without a probationary period.

The purpose of the labor code is to ensure maximum protection of the rights and labor of a woman who is preparing to become a mother. Of course, not everyone likes such laws, but everyone is obliged to follow them. The only thing that is required of you is to actively and boldly defend your rightness and position. Do not be afraid to protect yourself and your rights, because the law is on your side.

You can plan to leave work during pregnancy as early as the thirtieth week. In consultation, the gynecologist will issue you a certificate of incapacity for work; this paper will indicate the duration of your pregnancy and the expected date of labor. You will need to provide this document to management at the same time as the registration certificate.

The standard duration of leave before the onset of labor is 70 days, and for multiple pregnancies - 84 days. The total duration of postpartum leave (subject to uncomplicated childbirth) is the same 70 days. Complicated childbirth allows you to extend such leave to 86 days, and for the birth of twins - 110 days.

As soon as your maternity leave is nearing completion, you will be able to submit to your superiors an application for special maternity leave, which you have the right to remain on until the baby turns 3 years old. Naturally, during this entire period, the enterprise or organization is obliged to retain your job and count your continuous work experience. At any time while on maternity leave, you may decide to return to the workplace. By the way, if you interrupt your vacation and return to work for full time, child care benefits are stopped. If you want to keep your benefits, you will need to return to work on a part-time basis. This situation is usually agreed with management and is allowed as an exception.

How to combine work and pregnancy?

Pregnancy and the first time after the birth of a baby are called “golden” by many. By carrying a child, listening to his movements, watching the already born baby, giving him your warmth and care, you yourself become happier and make your child happy. Consider whether sacrificing personal happiness for work during pregnancy is worth it.

Many women worry - what to do with their career, work, what will their colleagues and boss say? Your responsibility is a good character trait, but remember that the health of your unborn child is an equally important moment, and perhaps it is your hard work that will not have a very beneficial effect on your unborn baby.

The first years of a child’s life are a very important and touching period when it is so important for the baby that his mother is always nearby. Running to work, leaving the child with the grandmother, nanny, neighbor - is this right? Yes, nowadays it is difficult to make a choice between work and family. Evaluate your priorities, because work is work, and a child’s attachment to his mother is formed precisely in the first years of his life.

Pregnancy and work, to be or not to be...

No matter how difficult this choice may be, it is only yours. And let work not interfere with the health and well-being of your baby, and let pregnancy not affect your career: believe me, this is possible.