然而，与政策暖意形成对比的，是现实中普遍的"不敢休、休不全"。如何让写在文件里的权利，真正成为职工敢用、愿用的底气？今 年市两会上，多位代表委员聚焦这一问题，呼吁推动育儿假从制度保障走向文化认同。 观念需转变： 育儿假不是"福利"是"责任" "休育儿假不是偷懒，不是对工作不负责任。"市政协委员、武汉儿童医院党委书记周爱芬指出，当前部分职场中仍存在一种偏见：相 较于不休假的人，休育儿假的职工容易被贴上"工作不够投入"的标签。 e a F FIL "孩子突然高烧39摄氏度，爱人出差在外，我必须马上带他去医院。可看着满满当当的日程表，'请假'两个字，在对话框里打了又 删。"在光谷一家科技公司担任项目组长的李先生，最近遇到了这道难题。 尽管家中不满一岁的孩子急需照料，但想到手头任务正处在关键节点，以及"频繁请假可能影响团队考核"的隐忧，他最终只申请了半 天事假，匆匆赶往医院，又返回岗位。 记者查询发现，根据《省卫健委办公室印发的〈湖北省人口和计划生育条例〉有关问题解答的通知》（鄂卫办通〔2021〕74号）规 定，3岁以下婴幼儿父母每人每年享受累计10天育儿假，从子女出生之日起，按照自然年度计算。育儿假不包含国家法定节 ...

Government Policy & Support - The National Health Commission will work with relevant departments to reduce the cost of fertility, parenting, and education through multiple channels [1] - The care expenses for infants and young children under 3 years old will be included in the special additional deduction for individual income tax, and the deduction standard will be increased to 2,000 RMB per child per month [1] - Provinces (autonomous regions, municipalities) have generally extended maternity leave to 158 days or more [1] - 15 days or so of spouse's paternity leave and 5-20 days of parental leave are established [1]

Core Viewpoint - The Jiangsu Provincial High People's Court and the Provincial Department of Human Resources and Social Security have jointly released typical cases for handling labor disputes in 2024, focusing on various issues such as non-compete agreements, probation periods, parental leave, medical autonomy, labor subcontracting, resume fraud, injuries to older workers, and collective wage arrears [1] Group 1: Non-Compete Agreements - Non-compete agreements have boundaries, and the right to choose employment is protected. A case involving an employee who was required to pay a penalty for violating a non-compete clause was dismissed as the employee did not have access to trade secrets [2][3] Group 2: Probation Periods - The probation period is not a "vacuum of rights," and workers' rights are protected by law. A case where an employer terminated an employee during the probation period without valid reasons resulted in the employer being ordered to pay compensation for unlawful termination [4][5] Group 3: Parental Leave - The rights of workers to parental leave are emphasized, promoting a humane work environment. A case where an employee was wrongfully terminated for taking parental leave was ruled in favor of the employee, highlighting the legal support for parental leave rights [6][8] Group 4: Medical Autonomy - Employers must respect employees' medical autonomy. A case where an employee was dismissed for not providing a specific type of medical leave certificate was ruled unlawful, as the employer's requirements were deemed excessive [9][10] Group 5: Labor Subcontracting - The distinction between labor subcontracting agreements and actual labor relationships is clarified. A case confirmed that a worker injured while performing tasks under a subcontracting agreement was recognized as having a labor relationship with the company [11][12] Group 6: Resume Fraud - Employees must maintain integrity in job applications. A case involving an employee who falsified their resume led to the court ruling the employment contract invalid, requiring the employee to return part of their salary [13][14] Group 7: Rights of Older Workers - The rights of older workers are protected, and companies must ensure compliance with labor laws regarding their employment. A case confirmed that an older worker injured on the job is entitled to workers' compensation benefits [15][16] Group 8: Collective Wage Arrears - A collaborative approach to resolving collective wage disputes has proven effective. A case where a company owed wages to workers was resolved through a coordinated effort involving the court and local labor dispute resolution centers, resulting in the workers receiving their owed wages [17][19]