Knowledge Of Female Workers For The Implementation Of Menstrual Leave Rights At PT. Central Proteina Prima Tbk Medan 2021

Introduction

Menstrual leave is a crucial issue for female workers, as the menstrual process can cause pain and interfere with daily activities. However, many female workers are unaware of their rights regarding menstrual leave, leading to reluctance to report to superiors and fear of not getting permission from the company. PT. Central Proteina Prima Tbk Medan, a company engaged in the production of shrimp feed, has provisions regarding menstrual leave in a Collective Labor Agreement. This study aims to explore the knowledge of female workers about reproductive health rights, particularly those related to menstrual leave, and to identify the challenges and efforts to increase their knowledge.

The Importance of Knowing Menstrual Leave Rights

One of the conclusions of this study is the need to increase knowledge about the right to menstrual leave among female workers. Knowing the special rights they have is very important, so that they can claim these rights without fear. This is also important for companies to be able to create a more inclusive work environment and support employee welfare. Understanding the importance of menstrual leave is crucial for female workers to maintain their reproductive health and increase work productivity.

According to the study, the knowledge of female workers about laws governing menstrual leave, the number of days of menstrual leave that was entitled to be obtained, and the procedure for taking off the leave was still very limited. Nevertheless, they understand the importance of menstrual leave and the relationship between menstrual disorders and work productivity. This highlights the need for education and training to increase their knowledge and awareness about menstrual leave rights.

Facing Challenges in Implementing Menstrual Leave

The main challenges faced by female workers in implementing menstrual leave rights are stigma and uncertainty about company treatment. Many of them feel that reporting for menstrual leave can have negative consequences, such as bad assessments from superiors or even the potential for job loss. Therefore, companies need to develop clear and transparent policies about the implementation of menstrual leave, as well as providing training for managers and superiors to understand the importance of the reproductive health of female employees.

Efforts to Increase Knowledge

As a step to increase the knowledge of female workers about menstrual leave, it is necessary to hold socialization regarding laws governing employment, such as Law No. 13 of 2013, as well as the contents of the Joint Labor Agreement of PT. Central Proteina Prima Tbk Medan. This education is expected not only to increase understanding of their rights, but also encourages workers to be bolder in applying for menstrual leave when needed.

Conclusion

In the context of PT. Central Proteina Prima Tbk Medan, it is important for female workers to understand and utilize menstrual leave rights that have been regulated in the work agreement. By increasing knowledge about these rights, it is hoped that workers can maintain their reproductive health while increasing work productivity. In addition, companies also need to create policies that support the implementation of menstrual leave fairly and humanely, so that workers feel safe and valued in carrying out their rights.

Recommendations

Based on the findings of this study, the following recommendations are made:

• Companies should develop clear and transparent policies about the implementation of menstrual leave.
• Managers and superiors should receive training to understand the importance of the reproductive health of female employees.
• Socialization and education should be held to increase the knowledge of female workers about menstrual leave rights.
• Companies should create a more inclusive work environment that supports employee welfare.

Limitations of the Study

This study has several limitations, including:

• The study was conducted in a single company, PT. Central Proteina Prima Tbk Medan.
• The sample size was limited to five informants.
• The study only explored the knowledge of female workers about menstrual leave rights and did not examine other factors that may influence their understanding.

Future Research Directions

Future research should aim to:

• Examine the knowledge of female workers about menstrual leave rights in other companies.
• Investigate the factors that influence the understanding of menstrual leave rights among female workers.
• Develop and evaluate the effectiveness of education and training programs to increase the knowledge of female workers about menstrual leave rights.

Q: What is menstrual leave?

A: Menstrual leave is a period of time off work that is granted to female employees who are experiencing menstrual cramps, heavy bleeding, or other symptoms related to their menstrual cycle.

Q: Why is menstrual leave important?

A: Menstrual leave is important because it allows female employees to take care of their health and well-being during their menstrual cycle. It also helps to reduce the stigma and shame associated with menstruation and promotes a more inclusive and supportive work environment.

Q: What are the benefits of menstrual leave?

A: The benefits of menstrual leave include:

• Reduced absenteeism and presenteeism (being present at work but not being productive)
• Improved employee morale and engagement
• Increased productivity and job satisfaction
• Better health and well-being outcomes for female employees

Q: What are the challenges of implementing menstrual leave?

A: The challenges of implementing menstrual leave include:

• Stigma and shame associated with menstruation
• Lack of understanding and education about menstrual leave rights
• Uncertainty about company policies and procedures
• Fear of negative consequences, such as bad assessments or job loss

Q: How can companies support menstrual leave?

A: Companies can support menstrual leave by:

• Developing clear and transparent policies about menstrual leave
• Providing education and training for managers and employees
• Creating a more inclusive and supportive work environment
• Encouraging open communication and dialogue about menstrual leave

Q: What are the laws and regulations related to menstrual leave?

A: The laws and regulations related to menstrual leave vary by country and region. In Indonesia, for example, Law No. 13 of 2013 regulates employment and provides for menstrual leave as a right for female employees.

Q: How can female employees advocate for their rights?

A: Female employees can advocate for their rights by:

• Educating themselves about their rights and entitlements
• Communicating openly and honestly with their managers and HR
• Seeking support from colleagues and union representatives
• Advocating for policy changes and improvements in their workplace

Q: What are the next steps for implementing menstrual leave?

A: The next steps for implementing menstrual leave include:

• Conducting a needs assessment and gap analysis
• Developing a comprehensive policy and procedure
• Providing education and training for managers and employees
• Monitoring and evaluating the effectiveness of the policy

By answering these frequently asked questions, we hope to provide a better understanding of menstrual leave rights and the importance of supporting female employees in the workplace.