Policy guidelines concerning women employed in the HRCT sector
- Women employed in the HRCT sector are faced with specific issues inherent to the sector that can make it difficult to reconcile their occupation with their private life.
- The development of human resources in the sector must include solutions for women in the workforce. The public sector or employers shall, inter alia , provide day-care facilities for children adapted to the sector’s irregular work schedules. Women shall have access to transportation for commuting to and from work at times and places when public means are not available.
- An appropriate human resources development policy must include work schedules adapted to the needs of women in the workforce. Unless they wish to do so, women shall not be obliged to work split shifts. Part-time work can at times be suitable in terms of the needs of working women, provided that conditions governing such work are subject to negotiations between the persons concerned and/or their representatives and management and that these persons clearly express a preference for such work. As a general rule, it is trade union policy that obligatory shift and part-time work be eliminated.
- Women employed on a part-time basis shall be given the opportunity, whenever possible, to transfer to a full-time job if they so desire. Employers shall make every effort to provide for this, in particular when the application for a transfer is motivated by family considerations.
- Improving the employment conditions of women in the HRCT sector requires that equality on the job be improved. Conditions applicable to women in terms of pay, promotion or access to training must not be inferior to those for men. It is necessary that more framework agreements on equal opportunities be negotiated at company, national sectoral and international level.
- The dignity of women employed in the sector must be respected. Employers shall not be permitted to require employees to wear undignified or humiliating attire, in particular service personnel.
- Women employed in the sector are all too frequently victims of violence and sexual harassment. The situation can be aggravated by alcohol consumption and drug use in restaurants and bars. Measures shall be taken by the authorities and agreements negotiated between employers and unions to ensure that those guilty of violence and/or sexual harassment are severely punished.
- Ratification of the ILO Convention on maternity protection, 2000 (C 183) must be encouraged. Employers and unions shall adopt provisions for paid maternity leave of adequate duration and for parental leave following the birth of a child.
- Employers and unions shall negotiate specific provisions concerning the care of sick children, which will serve to reduce the causes of absenteeism among mothers or fathers.
- Women and men shall be encouraged to return to work after parental leave, through specific measures aimed at training and re-entry into the labour force.