Emprega + Mulher” seal recognizes companies that stand out for their compliance with the measures of the Law, and also recognizes companies that encourage the hiring, employment and advancement of women in areas with low female participation. e companies that seek equality between men and women..
Law 14.457 of September 21, 2022, instituted the “Emprega + Mulheres Program” with the aim of inserting, maintaining and projecting women in the job market.
To make the program effective, measures were implemented to support parenthood, qualify women in professional areas, recognize good practices in promoting women’s employability, prevent and combat sexual harassment and encourage microcredit for women.
As a measure to support parenthood, the law offers the possibility of childcare reimbursement, flexible working hours and working hours. Parenting refers to those responsible for caring for a child and encouraging its best development.
The program offers reimbursement of expenses related to daycare, pre-school or similar service chosen by the employee and is applicable to her or the employee with children up to 5 years and 11 months old. This measure must be implemented by individual or collective agreement.
Another proposed measure is flexible working hours for employees who have a child, stepchild or guardian up to six (6) years of age or with a disability.This can take the form of adoption of part-time work, compensatory working hours by means of a time bank, 12×36 working hours, advance individual vacations and flexible entry and exit times, which must also be formalized by means of an individual or collective agreement.
In addition, the law also provides for the possibility of suspending a woman’s contract, so that she can qualify in strategic areas with low female participation, such as science, technology, innovation and development, encouraging inclusion in these areas.
Likewise, it makes it possible to suspend the contract of the employed father, who can request the suspension after the end of maternity leave to look after the child, helping the mother to return to work.
During this period, the father will take professional qualification courses of up to 20h per week, offered by the employer.
The measures aimed at improving the working environment are aimed at companies with an Internal Commission for the Prevention of Accidents and Harassment (CIPA) and have a deadline of 180 days to be imposed, i.e. until March 21, 2023.
All companies that have a CIPA must adopt the mandatory measures.
The mandatory measures propose the inclusion of rules of conduct regarding sexual harassment and other violence, with wide dissemination to employees. It also requires the creation of an efficient reporting channel to investigate the facts and apply sanctions, always guaranteeing the anonymity of those who report it.Likewise, it must mention the inclusion of the issue of harassment and violence in the activities and practices of CIPA and also carry out actions to train, guide and sensitize employees every 12 months.
Finally, the law provides for the Emprega + Mulher Seal, the aim of which is to recognize companies that stand out for their compliance with the Law’s measures, as well as companies that encourage the hiring, employment and advancement of women in areas with low female participation and companies that aim for equality between men and women.
The Seal distinguishes companies that effectively support female employees in the event of harassment, physical or psychological violence and even implement programs to hire women in situations of domestic and family violence. Do you want to comply with the “Emprega + Mulheres Program”?
Talk to the team of experts at PDK Advogados.
