There is a solution to the problem of unattended holidays for children of employees who run custody classes in Ningbo units
▲ Bull Group’s "Home of Migratory Birds" has been held for many years and is a summer paradise for many employees’ children.
Children of employees of Xingye Shengtai are painting seriously.
Exhibition of Children’s Works of Xingye Shengtai Trusteeship Class. (Photo by Zhou Qiong)
"Why do you want to have a holiday, because if you don’t have a holiday, the teacher will go crazy; Why do you want to start school, because if you don’t start school, parents will be crazy! " This is a joke that goes crazy online at the beginning and end of every winter and summer vacation.
The long summer vacation is drawing to a close. This holiday, as an "old father" and "old mother", are you on the verge of madness, counting your fingers and waiting for school to start? For parents, especially parents with dual jobs, the way to open the winter and summer vacations every year is often full of anxiety: who will take care of the dolls?
Taking work to work affects work, and will be scolded by leaders and colleagues; At home, it is all kinds of uneasy.
However, in this year’s holiday, there is a large wave of "other people’s units" in Ningbo, which provide employees with intimate summer custody benefits. Is it feasible to take the baby to work? Where will the future go?
I’ll take the baby, and you can go to work with peace of mind
There is a kind of welfare called "taking the baby to work"
Summer vacation is a rare parent-child time for Wu Huaping, an employee of the purchasing department of Bull Group. At this time of the year, my son Wu Xinhao will come to Cixi from his hometown in Jingzhou, Hubei Province, go to work with him and go home with him after work. "Every time after the summer vacation, our parent-child relationship will be much better. Thanks to the company’s summer care class, I can safely take over my children. "
In Bull Group, there are more than 380 people who go to work with their parents like Wu Xinhao. Among them, there are children of middle-level and deputy-level managers of the company, as well as children of ordinary production front-line employees. In addition to basic course counseling, volunteers from the College of Science and Technology of Ningbo University also brought special courses such as Rubik’s Cube Exploration, Astronomy and Geography, and Science and Technology Experiment to the children. At the same time, they walked into the fire brigade, visited the wetland park and other "going out" activities, which also made the children experience an "extraordinary" summer vacation.
In Hangzhou Bay New Area Cixing Group Yuren Intelligent Textile Machinery Co., Ltd., the summer camp of "filial piety, respect for teachers and gratitude" is a "super welfare" praised by employees. Here, specially hired Chinese teachers will teach the children the knowledge of China traditional culture, and take the children to experience farming, rice cutting and other labor. Through the study and implementation of traditional classic culture, children will be cultivated with good qualities of filial piety, respect for teachers, gratitude, hard work and practical learning. Liu Juan, manager of the corporate culture department of the company, told the reporter that the children of employees attending the summer camp not only don’t need to pay money, but also receive uniform Hanfu, cultural shirts, customized schoolbags and gifts at the summer camp. At the end of the summer camp, each child will also receive an album recording the growth process of the summer camp.
As the only child care class for employees of Ningbo Xingye Shengtai Group Co., Ltd. selected as the first batch of "National Trade Union Care Care Class" in Ningbo, this year is the sixth year. The children received by the trusteeship class are not only primary school students, but also dolls in kindergarten. In order to create a good learning and living atmosphere for employees’ children, Xingye Shengtai Trade Union has allocated a special venue for the custody class, equipped it with standard teaching equipment such as desks and chairs, projectors, televisions and computers, installed infrastructure such as air conditioners and electric fans, and invited outstanding local teachers as full-time teachers for the custody class. It is precisely because of this care class that 12-year-old Cai Kewei got rid of the summer vacation career of "anti-locked children". He told reporters that before, every holiday, his parents were afraid that it was not safe for him to go out alone, and they always locked him at home and locked the door. With his mother joining Xingye Shengtai, his summer vacation has changed since then: "I have been here for four years in a row and made many new friends here." It is also this special employee welfare that attracted Xu Huayuan from Jiangxi to apply for employment in Xingye Shengtai. "I can finally take my children over from my hometown during the holiday. I really appreciate this welfare of the company." Chen Junjie, chairman of the labor union of Xingye Shengtai, told the reporter that although the company has to invest more than 100,000 yuan every year for the summer care of employees’ children, the whole company agrees that this money is "well spent" and employees have no worries.You will put more energy into your work. The reporter learned that in addition to the summer school, in Xingye Shengtai, the company also set up daily after-school care for the children of employees in need. After school, the children can go to the place specially set up by the company, where volunteers will help them with their homework and wait for their parents to go home together after work.
There is a strong demand for services, and pilot projects are promoted everywhere.
Various forms of trusteeship classes are gradually approaching.
Nowadays, those custody classes run by "other people’s units" are familiar to some "post-70s" and "post-80s" minds. They have memories of going to work with their parents when they were young. With the passage of time, most institutions, enterprises and institutions have disappeared. Nowadays, the "post-70s" and "post-80s" who have become parents, especially after the liberalization of the comprehensive two-child policy, increasingly miss the trusteeship they enjoyed as children.
The reporter learned that in 2017, the Shanghai Federation of Trade Unions was the first to pilot the "employee parent-child studio" nationwide, encouraging qualified enterprises, parks, buildings, etc. to provide various forms of custody, especially child care services. In March 2018, the reporter also heard the news of "vigorously promoting the holiday custody service for employees’ children" at the first meeting of the seventh session of the Women’s Committee of Ningbo Trade Union.
"Now, many young workers are facing the pressure of taking care of children, the pressure of family economy and the pressure of workplace development. Obviously, enterprises cannot rely solely on them to alleviate these pressures ‘ Geili ’ As the parents of employees, we must also consider this issue. " A person in charge of the Ningbo Federation of Trade Unions told the reporter.
For the custody of employees’ children, the Municipal Federation of Trade Unions put forward such an idea: to solve the problem of unattended care of employees’ children during holidays by advocating summer custody classes for employees’ children within the unit, summer custody classes for employees’ children in street communities, and joint operation between the unit and nearby street communities or third-party social service institutions.
In May 2018, the Municipal Federation of Trade Unions promulgated the "Measures for the Establishment and Management of Custody Classes for Employees’ Children in Ningbo", which clearly stated that regional, industrial and grassroots trade unions would take the lead in providing public welfare custody service facilities for employees’ children in their own regions, industries and units. Le Jingfang, director of the Women Workers Department of the Municipal Federation of Trade Unions, told the reporter that the function of the trusteeship class is mainly to care for the children of employees, and academic counseling and other services can be provided if conditions permit. The "Measures" clarify the different service targets of different custody classes: the winter and summer custody classes that provide custody services for the children of school-age employees during the winter and summer vacations, the after-school custody classes that provide custody services for the children of employees who have entered the park and enrolled, and the full-time custody classes that provide full-time custody services for the children of employees aged 0-3.
At the end of last year, the Women Workers’ Committee of the Municipal Federation of Trade Unions named the first batch of 14 "care classes" for the children of employees to demonstrate and guide the construction of care classes for the children of employees in our city. This year, the construction of 100 employee children’s custody classes in the whole city has been included in the "Ten Practical Things" to be done by the Municipal Federation of Trade Unions for the employees in 2019. Before the start of the summer vacation this year, the Municipal Federation of Trade Unions implemented a series of "sending teachers to their homes" courses, including vocal music, cucurbit, model airplane and Lego experience, provided by Ningbo Workers’ Cultural Palace. The Federation of Trade Unions will also give some financial subsidies to some trusteeship classes that are standardized in formation and well received by employees.
In Cixi City, the local trade unions offer condolences to the children of the employees in the custody class every year, and at the same time, they provide many menu-based professional experience services such as "little judge", "little fireman" and "little tax collector" for the grassroots custody class by tapping various resources. In Hangzhou Bay New District, the local trade union grants 50% of the actual cost and a maximum of 50,000 yuan to the grass-roots trade unions that have successfully started classes, according to the starting situation, number of people and expenses, and also cooperates with relevant local training institutions to provide a summer activity platform for the children of employees who are not mature in organizing activities.
There is demand in society and confusion in management.
When does "take the baby to work" press the fast forward button?
Every summer vacation, it is the time when young parents have the strongest voice of "taking their baby to work", and the "other people’s home care class" is particularly eye-catching. According to the survey data of relevant institutions, this just-needed welfare of parent-child custody is more popular with employees than that of gyms and physical examinations.
"Take the baby to work" is popular, and there is a strong demand behind it. How to pick up and drop off the children in kindergarten, and where should the children go after school and before work? When there is a suspension of classes, who will fill the vacancy of supervision … … "Taking the baby to work" can make parents and children "go to work" synchronously, and reduce the pain of "traveling by boat" to pick up and drop off their children; Close custody will make children feel more secure, emotionally stable, and parents feel more at ease, reducing worries at work.
For employers, the construction of the children’s custody class is not just a "costly and thankless" move. In many enterprises interviewed by reporters that run employee children’s custody classes, business owners obviously feel the improvement of employee’s work efficiency: with the joint efforts of the company, Xingye Shengtai has grown into a "singles champion" in China’s high-precision copper plate industry; The "family culture" and "gratitude culture" advocated in Cixing summer camp are also constantly spilling over from children, allowing more employees to make the company their home and work together; Children’s custody service has even become a "sharp weapon" for many enterprises to retain technology R&D personnel and high-end sales talents, and it is also more competitive when recruiting.
"Take the baby to work" has great voice and many benefits, but its progress is still relatively slow. Whether you run a self-managed class or introduce a third-party organization, you need certain funds and venues as support. At present, many enterprises are worried about the limited office and production space, and most enterprises that can provide child care services for employees have a solid economic foundation. However, "taking the baby to work" can only be used as a supplement to solve the problem of custody of employees’ children. It is unrealistic for employers to set up custody classes one after another.
At the same time, it is difficult to draw a clear line of responsibility from the qualification of starting a class to the safety risk. Le Jingfang, director of the Women Workers Department of the Municipal Federation of Trade Unions, told reporters that there are indeed various voices in the process of promoting the custody of employees’ children because of various problems involving children.
Many people in the industry believe that the key to pressing the fast forward button for "taking a baby to work" lies in a more perfect top-level design and more detailed standard terms, so that "people who do things" have rules to follow. At the same time, many workers and trade union leaders suggested that there are three different forms of custody classes in Ningbo’s current design scheme. The first two types of custody classes have been explored in Ningbo, and the full-time custody classes that provide full-time custody services for children of workers aged 0-3 need special incentives and encouragement in the top-level design. For example, according to the actual situation, appropriately lower the relevant thresholds such as accreditation, housing facilities and area requirements; Provide preferential measures for tax reduction and subsidies to reduce the burden on employers; Optimize and simplify the application and approval process to make the bid faster. In particular, it is necessary to clarify the responsibility boundary, and through the establishment of relevant accident insurance systems, employers will be less worried and more motivated, and the progress bar of "taking the baby to work" will be faster. (Reporter Zhou Qiong correspondent Wang Zhiyong Shi Yuchong)