产检扣工资产前没产假准妈妈职场维权3大误区.doc

误区1 产检扣工资

Misunderstanding 1 check deduct wages

近日，王女士怀孕了，定期要到医院进行产前检查。她是商场的销售员，每一两周就要向单位请一次假。但是商场人力主管认为，王女士利用工作时间进行产检，应当按照病假处理，所以将王女士产检当天的工资按照病假工资发放，并根据商场的员工管理制度，对季度累计请假天数超过10天的，扣发当季度奖金。王女士为此很苦恼，产检不能不做，可是每次都因此扣工资，无形中又增大了她的经济压力。

Recently, Ms. Wang is pregnant, regularly to the hospital for prenatal examination. She is a shopping mall sales, every one or two weeks to please a false. But the mall human executives think, Ms. Wang use work time check, shall be in accordance with the sick leave with pay, so Ms. Wang birth day according to the sick leave wages, according to store staff management system, the quarterly leave days exceeding 10 days, when the quarter bonus. Ms. Wang, this is very distressed, production can not do, but each time the deduction of wages, and increase the intangible in her economic pressure.

法官释法：

The judge's interpretation:

根据2012年4月28日新修订的《女职工劳动保护规定》第六条规定，怀孕女职工在劳动时间内进行产前检查，所需时间计入劳动时间。就此，《＜女职工劳动保护规定＞问题解答》中就产前检查曾进一步解释为，女职工产前检查应按出勤对待，不能按病假、事假、旷工处理；对在生产第一线的女职工，要相应地减少生产定额，以保证产前检查时间。

According to the April 28, 2012 revised "female worker labor protection regulations" provisions of article sixth, the pregnant female workers in the labor time for prenatal examination, the time needed in work time. At this point, "" female worker labor protection regulations "questions" in prenatal examination was further explained, female worker prenatal examination should be treated according to attendance, cannot deal with sick leave, leave, work on female workers; in the front line of production, a corresponding reduction in production quotas, to ensure that the prenatal examination time.

海淀区法院劳动争议庭法官姜婉莹据此认为，商场将王女士的产检时间视为病假，按病假标准发放工资，并因此扣发王女士季度奖金，该行为是违反法律法规中对“三期”女职工劳动权益特殊保护的，应当予以纠正。

Haidian District court judge Jiang Wanying labor dispute on the basis of it, the mall will check the time of Ms. Wang is regarded as sick leave, sick leave and paid according to the standard wage garnishment, so Ms. Wang quarterly bonus, the behavior is to "three" female worker labor rights protection in violation of laws and regulations, shall be corrected.

维权提示：

Adults tips:

需要提醒的是，随着企业管理规定的逐步完善成熟，女职工在进行产前检查时，还应按照企业的考勤管理规定，履行必要的请假手续，并注意留存相关诊疗记录，避免因为程序和证据问题，影响自己孕期合法劳动权益的维护。

Need to be reminded that, along with the business management provisions of the gradual maturity, the female workers in the antenatal examination, also should be in accordance with the provisions of the enterprise attendance management, carry out the necessary leave formalities, and pay attention to keep the relevant medical records, avoid because the problem of procedure and evidence of maintenance during pregnancy, affect their legitimate labor rights.

误区2 流产不享受产假

Misunderstanding 2 abortion does not enjoy maternity leave

毕业后，吴女士进入一家科技公司，也很快结了婚。蜜月期间，吴女士意外怀孕，经医院诊断为宫外孕，不得已在怀孕两个月时进行了人工流产手术。术后，医生嘱咐吴女士全休半个月。吴女士认为人工流产手术对自己的身体伤害很大，且法律有产假的规定，就向公司申请两个月的产假。而公司认为吴女士属于自行终止妊娠，不应享受产假待遇，所以依照医嘱，只同意按照病假工资标准支付吴女士这个半个月的工资。由于科技公司未给吴女士缴纳生育保险，双方协商未果，吴女士遂提起了劳动仲裁。

After graduation, she entered a technology company, and got married soon. The honeymoon period, Ms. Wu of unintended pregnancy, the hospital diagnosed as ectopic pregnancy, may not have been at two months pregnant by artificial abortion operation. After surgery, the doctor told Ms. Wu over half a month. Ms Wu think abortion operation is very harmful to your body, and the legal maternity leave provisions, will apply to the company for two months of maternity leave. And the company that Ms. Wu belongs to self termination of pregnancy, should not enjoy maternity leave treatment, so according to doctor's advice, only agreed to pay Ms. Wu this half a month's salary in accordance with the sick pay standard. Because the technology companies not to give Ms Wu pay bears insurance, the consultations fail, Ms. Wu then filed for labor arbitration.

法官释法：

The judge's interpretation:

《女职工劳动保护规定》第七条中，对于女职工流产的休假期间进行了明确的规定：女职工怀孕未满4个月流产的，享受15天产假；怀孕满4个月流产的，享受42天产假。

"Female worker labor protection regulations" in seventh, during the female worker abortion vacation are clearly defined: female worker is pregnant not full 4 months abort, enjoy 15 days of maternity leave; over 4 months pregnant abortion, enjoy 42 days of maternity leave.

姜婉莹法官就此认为，对于孕期流产的女职工，也享有相应的产假期间，在该期间内，工资应当照常发放。因此，此案中的吴女士和科技公司对上述女职工保护规定都有误读。吴女士并不能主张两个月的产假待遇，而科技公司则应当按照医嘱给予吴女士半个月的产假。

Judge Jiang Wanying to think, for female staff and workers during their pregnancy abortion during maternity leave, also enjoy the corresponding, in the period, the wages shall be issued as usual. Therefore, in the case of Ms Wu and technology companies on the female worker protection regulation has misreading. Ms. Wu did not advocate two months of maternity leave treatment, and technology companies should give Ms Wu half a months of maternity leave according to the doctor's advice.

由于科技公司未给吴女士缴纳生育保险，因此应当由该公司足额支付吴女士这半个月的产假工资。而科技公司仅支付吴女士半个月的病假工资的行为，也是与法律规定不符的。

Because the technology companies not to give Ms Wu pay bears insurance, it shall be made by the company to pay the full amount of Ms. Wu half a months of maternity leave wages. But technology companies only pay Ms. Wu half a month wages, and do not conform to the provisions of the law.

维权提示：

Adults tips:

司法实践中，女职工混淆流产后的产假期间和正常生育的产假期间的情况时有发生；而用人单位认为只有正常生育才能享受产假待遇的误区也经常出现。在此提醒广大女职工，要准确理解和运用法律规定，依法维权，同时也不要过度维权。

In judicial practice, during female worker maternity leave maternity confusion after abortion and normal fertility situation has occurred; and the employing units that misunderstanding only normal fertility can enjoy maternity leave treatment is often detected. To remind the majority of female staff and workers, to accurately understand and apply the law, legal safeguard, also don't over rights.

误区3 产前没产假

Misunderstanding 3 prenatal no maternity leave

谢女士跳槽进入了一家设计公司后，担任设计副总监一职，月工资标准7500元。去年1月初，谢女士怀孕。去年8月底，她在预产期前10天向设计公司申请产假。

Ms. Xie job hopping into a design company, served as deputy director of design, monthly wage 7500 yuan. The last 1 month, Ms Xie pregnant. 8 at the end of last year, she was on the 10 day before the baby was due for maternity leave to design company.

但设计公司认为谢女士尚未生育，而且并没有医嘱需要休息，因此不同意谢女士请假。谢女士多次与设计公司协商，最后设计公司同意让她回家休息，但此后不再同意向谢女士支付工资。

But the design company that Ms. Xie is not growing, and there is no order needed a break, so agree with Ms. Xie. Ms. Xie repeatedly and design company consultations, the final design company agreed to let her go home and rest, but then no longer agree to pay wages to the MS xie.

2013年9月初，谢女士生下一个女儿。休完产假后，因设计公司未给她缴纳生育保险，又未发放产假期间工资，谢女士便以要求设计公司补发其产假期间工资等为由，向劳动仲裁委提出了申诉。

At the beginning of 2013 9, Ms Xie gave birth to a daughter. After maternity leave, because the company did not pay for her maternity insurance, and not paid wages during maternity leave, Ms. Xie with design requirements of the company reissue wages during maternity leave and so on, put forward the complaint to the labor arbitration committee.

仲裁委支持了谢女士的请求，裁决认定设计公司向谢女士支付产假期间的工资，其中就包括了产前10天的工资。设计公司不服裁决，诉至法院。法院经审理，也支持了谢女士的请求。

The Arbitration Commission supported Ms. Xie's request, ruling that design company payment of wages during maternity leave to MS Xie, including prenatal 10 days salary. Design company are not satisfied with the decision, the court of appeal. After the court hearing, also support the MS Xie request.