Group 1 - The core viewpoint of the articles emphasizes the importance of creating a family-friendly and fertility-friendly work environment in Nantong City, focusing on the needs of employees regarding childbirth, parenting, and childcare [1][2][3] Group 2 - Nantong City Federation of Trade Unions has implemented various measures to address the challenges of childcare, including establishing over 30 provincial-level caring childcare classes and 5 provincial-level caring childcare employers [1] - The union has introduced diverse childcare models, such as "Union + Government" and "Union + Professional Institutions," to expand service coverage during holidays, after school, and weekends [1] - Legal awareness campaigns and collective negotiations have been initiated to protect the rights of female employees, including maternity leave and shared parental leave [2] Group 3 - The "Carnation Plan" has been launched to establish nearly 400 service stations for female employees, providing comprehensive support services, including mental health and rights protection [3] - The union conducts around 100 volunteer service activities annually, targeting specific groups of female workers, such as those in new employment forms and female truck drivers [3]

Group 1 - The article discusses the improvement of maternity support policies in China, focusing on the rights of female employees during pregnancy, childbirth, and breastfeeding periods [1] - A recent court ruling from Beijing's Third Intermediate People's Court clarifies whether a female employee can receive both maternity benefits and salary if she returns to work early during maternity leave [1] - Liu, a financial manager at a technology and trade company in Beijing, communicated with her employer about working from home after childbirth, which was agreed upon [1] Group 2 - After Liu's childbirth, she received maternity benefits amounting to 26,059.37 yuan from the social security department [1] - The company continued to pay Liu a reduced salary of 5,000 yuan per month after her return to work, which was lower than her previous salary of 7,000 yuan [2] - The court noted that the compensation Liu received was aligned with her flexible work arrangement and the reduced workload [2]