She said that the new house, although only 16 square meters, is a "dream house" for her, a huge gift from the Trade Union organization because the rental price is only 1.1 million VND/quarter - incredibly cheap compared to renting a house and can also be rented long-term.
Ms. Trang said that it was not until she was pregnant with her third child, holding the documents in her hand to apply for a house and having the union organization review them, that she understood the full meaning and felt proud of being a female union member. "The Union organization has made my dream of owning a house for more than 12 years come true," Ms. Trang said tearfully.
Ms. Trang is one of tens of thousands of good examples of the richness and effectiveness of the care for female union members and workers that the Trade Union organizations at all levels across the country have implemented in recent times. Among them, we can name the care models that "turn dreams into reality" that are always awaited by female union members and workers such as "Union Shelter", "Your Health", "Mass Wedding", "Breast Milk Storage Room at the Workplace"...
However, in order to take care of female union members and workers more comprehensively, in the coming time, trade unions at all levels need to grasp and pay attention to their concerns on a smaller scale, such as the current situation of female union members and workers over the age of 40 working in foreign-invested enterprises, which still face many difficulties related to policies and employment regimes. That is the situation of female workers over the age of 40, they often lose their jobs in one way or another, because their age no longer meets the job requirements.
Currently, Decree 145/2020/ND-CP has stipulated a number of provisions on tax reduction and many preferential policies for enterprises employing many female workers. However, we still do not have legal documents regulating incentives or encouragement for enterprises, especially foreign-invested enterprises, to employ female workers over 40 years old until retirement age.
We know that female workers over 40 years old in enterprises are only a "minority" in the labor structure of enterprises, so it is not a big enough problem to be prioritized in care policies.But if this can be done, it will also be a dream policy for female workers.
