休产假影响年终奖吗？

休产假影响年终奖吗？（共5篇）

1.休产假影响年终奖吗？ 篇一

随着二胎政策落实，女员工的产假也成了市民关注的焦点。然而，部分用人单位对已休产假的女员工取消了其休年假的权利，这种做法是否违法?

案例>>>女工休完产假被扣年假

9月，陈小姐应聘到霞山一家公司从事文员工作，双方签订了为期两年的劳动合同，约定工资为元/月。

今年4月，陈小姐休完产假后，回到公司继续工作。近日，陈小姐由于小孩生病，为了照顾孩子，她又向公司提出了申请休当年的年假。但公司是以刚休完产假为由，拒绝了其请求。且其产假远远超出了她的年休假天数，不应再享受年休假。为此，陈小姐多次与公司领导协商，均被拒绝。

“如果不能休年假，那可否支付支付10天年假的3倍工资?”陈小姐表示，如果自己没办法休年假照顾孩子，也希望找个钟点工照顾孩子。如公司能支付年假的3倍工资补偿也可以接受。但陈小姐的这个要求同样遭到了公司的拒绝。

律师>>>年假与产假可兼得

记者就陈小姐的问题采访了从业多年的邓律师。邓律师认为，产假，是女职工产期前后的法定休假待遇，《劳动法》、《女职工劳动保护特别规定》等法律法规对此作了明确规定。带薪年休假，是职工工作满一定时间后依法享有的法定休假权利。因此年假与产假并不冲突。

根据《职工带薪年休假条例》第四条的规定，职工不享受当年年休假只有五种情形：1、职工依法享受寒暑假，其休假天数多于年休假天数的;2、职工请事假累计20天以上且单位按照规定不扣工资的;累计工作满一年不满的职工，请病假累计2个月以上的;累计工作满10年不满的职工，请病假累计3个月以上的;累计工作满20年以上的职工，请病假累计4个月以上的。本案例中，陈小姐情况并不属于上述不享受当年年休假的情形。因此，其可以再享受年假。

此外，依据《企业职工带薪年休假实施办法》第6条明确规定，职工依法享受的探亲假、婚丧假、产假等国家规定的假期以及因工伤停工留薪期间不计入年休假假期。

2.未婚生孩子能休产假吗 篇二

我和男友恋爱多年，几个月前，我发现自己怀孕了。考虑到自己已经32岁了，和男友商量后我们决定生下这个孩子。当我满心欢喜地向公司请产假并询问该如何办理生育保险时，不料公司主管却说我没有结婚，无权享受产假和生育保险待遇。请问：未婚生孩子能休产假吗？

薇薇解答：

为了保障妇女生育后有足够的时间恢复身体健康，我国《劳动法》第62条规定：“女职工生育享受不少于90天的产假。”国务院颁布的《女职工劳动保护规定》第8条也指出：“女职工产假为90天，其中产前休假15天。难产的，增加产假15天。多胞胎生育的，每多生育1个婴儿，增加产假15天。女职工怀孕流产的，其所在单位应当根据医务部门的证明，给予一定时间的产假。”可见，妇女生育期间的产假是法定的，只要有怀孕和生育的事实，员工提出要求休产假，用人单位都应当无条件批准。为鼓励公民晚婚晚育，《人口与计划生育法》第25条还提倡：“公民晚婚晚育，可以获得延长婚假、生育假的奖励或者其他福利待遇。”

我国是人口众多的国家，实行计划生育是国家的基本国策。《人口与计划生育法》第18条规定：“国家稳定现行生育政策，鼓励公民晚婚晚育，提倡一对夫妻生育一个子女；符合法律、法规条件的，可以要求安排生育第二个子女。”在该法中明确规定，生育权的主体为合法婚姻中的夫妻。生育权的行使必须依法进行，权利人只能在婚姻关系建立后的某一时间段内生育子女，并且必须取得人口管理部门颁发的准生证明。《女职工劳动保护规定》强调，女职工违反国家有关计划生育规定的，其劳动保护应当按照国家有关计划生育规定办理，不能享受相关生育保险待遇。

3.女职工休产假规定 篇三

一、中华人民共和国国务院令（第９号）《女职工劳动保护规定》

第八条女职工产假为九十天，其中产前休假十五天。难产的，增加产假十五天。多胞胎生育的，每多生育一个婴儿，增加产假十五天。

二、《中华人民共和国劳动法》

第六十二条 女职工生育享受不少于九十天的产假。

三、《四川省〈中华人民共和**婴保健法〉实施办法》 第二十四条 推行母乳喂养。医疗保健机构应当为母乳喂养提供技术指导和必要条件，提高婴儿母乳喂养率。实行纯母乳喂养的女职工增加一个月产假，产假视为出勤。

四、《四川省人口与计划生育条例》

第三十二条 实行晚婚的，除国家规定的婚假外增加婚假20天；已婚妇女晚育的，除国家规定的产假外增加产假30天，给予男方护理假15天。婚假、产假、护理假视为出勤，工资、奖金照发。第十三条 稳定现行生育政策，提倡和鼓励公民晚婚、晚育，做到少生、优生、优育。提倡和鼓励一对夫妻生育一个子女。

男女双方按法定婚龄各推迟3周岁以上初婚的为晚婚，已婚妇女24周岁以上生育第一个子女的为晚育。

马红艳：2008年2月调入：1235。

2009年1月：1263。

2010年1月：1293。

2010年7月：1343。周开美：2008年2月调入：1263。

2009年1月：1293。

2010年1月：

2010年7月：1423。

4.男人休产假的坏处(英文) 篇四

Affect a company’s normal events.One of the reasons why some companies don’t like women is because women will give birth to a child and have maternity leave.This makes the company lack persons to work and have trouble in normal affairs.The owners of the company don’t want these things to happen.So, if a man also has maternity leave, he will also affect the company’s normal events which will trouble the bosses a lot.For example, when a man has a big project on hand and hasn’t finished, but his wife has a baby and he need to have maternity leave, how about the unfinished project?

Lead to financial stress to the family.When people have maternity leave, the money which their companies give them will decrease a lot.So, when both the man and woman have maternity leave, their income will decrease a lot.But the new born of a baby doesn’t only bring happiness, but also lead to the necessary of large amounts of money which is used to raise baby and pay the fees of education.This large amount of money is a very hard work to the parent.And decrease the income by having maternity leave may trouble the family a lot.Men have little ability to help women.When women need to give birth to a child, they will be very nervous and excited, also exhausted.And generally, men always do things carelessly, which will lead to women’s angry comments at ordinary time.And there is a big possibility that men will make women angry during the maternity leave.Being angry is very bad for women and her baby.So, let men go to work instead of staying at home is better.On the other hand, men always don’t know how to take care of people, especially women, and also don’t know how to do housework.So, there is little need to let men stay at home.Taking care of baby and wife is an excuse.To some men who are considerate, responsible and centered, the maternity leave really gives him a good chance and time to show his love and care to his wife and child.But to some irresponsible men, the maternity leave is only an excuse.When having the maternity leave, these men don’t do any housework or take care of his wife and baby, but just sleep at home or even play video games and go out playing.They don’t take their wife and child into account.How can we give these men maternity leave?

Increase the expense of government.When men and women have maternity leave, they still have salaries.And their salaries depend on the government.This will increase the expense of the government, thus bring the stress to the economy of the government.Maternity leave encourages bearing.Many foreign countries have only a small population and lack newly-born children seriously for a long time.So most of them have maternity leave and use it as one of the ways to encourage people to give birth to more children and thus expand the population.But China doesn’t need to consider this matter.China has a large population and has limited the number of newly-born children for a long time.China doesn’t need to expand the population, but to decrease the population.So, considering that the maternity leave encourages bearing, there is no need and reason to give men maternity leave in China.Having maternity leave may make the man lose his job.Pressures of work and life are great now, husbands are hesitant on whether have maternity leave or not.They desire to enjoy the maternity leave and share the joy of having a child in heart.But by doing so, they will be faced with unemployment crisis.Many companies don’t want their employees to have maternity leave because of the bad effect to the companies’ profit by having maternity leave.No one is willing to take the risk.Although the government has policies and allow men to have maternity leave, in order to preserve the work, many husbands won’t have maternity leave.The tradition that men are responsible for the outside and women are responsible for the inside is hard to change.From the ancient time in China, men are more superior to women in status.So, there is an old tradition that men are responsible for the outside and women are responsible for the inside.This old tradition has lasted thousands of years.Though recent years, women are fighting for their equal rights and women’s status is rising, but the tradition still exists and is hard to change in the near future.As a result, letting men become inside and doing housework is hard to realize.It is hard to practice.Implementation and improvement of any regulation need a process.The regulation of men’s having maternity leave is a kind of exploration, and difficulties surely exist during the process of implementation.Its expanding depends on the degree of implementation of the companies and the citizens’ understanding of their legal rights to a large extent.Many people don’t know the regulation and most of the private companies avoid mentioning it, which lead to difficulties in performing the regulation.Due to the great pressure on employment, many people feel unwilling to argue with the company for a-dozen-day holiday.Therefore, it is rare that someone will reflect to the related department.

5.关于员工休产假的相关规定 篇五

雁门清高行政字[2011]第号签发人：

雁门清高员工休产假的规定

根据国家有关法律和本公司具体情况,现对公司员工休产假做以下规定:

一、女职工在怀孕生育期间可享受产假。

二、正常产假计算方法：

1、正常产假90天（包括产前检查15天）。

2、晚育（女方满24周岁生育第一个子女）增加30天。

3、难产者，增加产假15天。

4、多胞胎，每多生育一个婴儿增加产假15天。

5、怀孕三个月内自然流产或子宫外孕者，给予产假15天。

三、申请休产假须提供相关证明。

四、产假包含公休日和法定节假日在内，只能一次连续使用。

五、护理假：女方生育期间给男方3天护理假，需提供相关证明。

六、哺乳假：

1、有不满1周岁婴儿的女员工，每天给予1小时哺乳时间。

2、哺乳假当天有效，不得累计使用。

注：产假、晚育假期间，只享受基本工资待遇，不享受其他奖金及福利待遇。超期休假的,若影响现有工作的正常进行,转入待岗期.女职工产假期间，如已参加了生育保险，根据生育保险的规定享受生育生活津贴和医疗津贴，其所在单位不再支付产假工资。