(+0 1. 1 adopted at the 19th meeting of the Standing Committee of the Tenth Provincial People's Congress on October 25th, 2005).

Twenty-fifth men over the age of twenty-five and women over the age of twenty-three are married for the first time. If a married woman gives birth at a late age or gives birth to her first child over the age of 24, it is regarded as late childbirth. Couples who marry late and have children late enjoy the following preferential treatment:

(a) national staff and employees of enterprises and institutions who marry late, their marriage leave is 30 days; Maternity leave 105 days for late childbirth, and nursing leave 15 days for the man; ?

(two) rural residents who marry late and have children late are exempted from the labor services raised by the village collective production public welfare undertakings for two years. ?

Regulations on paid annual leave for employees

Article 3 If an employee has worked for more than 1 year but less than1year, he/she shall have an annual leave of 5 days; Annual leave 10 days if it is over/kloc-0 years but less than 20 years; For those who have completed 20 years, annual leave 15 days.

National statutory holidays and rest days are not included in the annual leave.

Article 4 Employees shall not enjoy annual leave in the current year under any of the following circumstances:

(a) employees enjoy the winter and summer vacations according to law, and the number of vacation days is more than the number of annual vacation days;

(two) employees leave for more than 20 days and the unit fails to deduct wages according to regulations;

(3) Employees who have worked at least 1 year but less than 10 year have taken sick leave for more than 2 months;

(4) Employees who have worked for 10 years but less than 20 years have been sick for more than 3 months;

(five) employees who have worked for more than 20 years have taken sick leave for more than 4 months.

This is to answer your question. I found the relevant legal provisions for you. If the employer's statement is inconsistent with the legal provisions, please ask the employer to state the relevant legal provisions. Laws and regulations made by the employing unit are invalid if they violate the laws and regulations of the state. If the rules and regulations of the employing unit do not conform to the provisions of Article 4 of the Labor Contract Law, they are also invalid.

People's Republic of China (PRC) labor contract law

Article 4 The employing unit shall establish and improve labor rules and regulations according to law, so as to ensure that laborers enjoy labor rights and perform labor obligations.

When an employing unit formulates, modifies or decides the rules and regulations or major issues directly related to the vital interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and hygiene, insurance and welfare, employee training, labor discipline and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with trade unions or employee representatives on an equal footing.

In the process of implementing rules and regulations and major issues, trade unions or employees have the right to propose to the employer and revise and improve them through consultation.

The employing unit shall publicize or inform the rules and regulations and major issues directly related to the vital interests of workers.