By Eduardo González VlSITIMM, where at least 40% of members are women, defends working mothers: job stability, protection of Article 170 of the Federal Labor Law, and collective bargaining to guarantee longer paid leave periods.
SITIMM, a union organization in which at least **40% of its members are women**, has always fought to promote workplace values around gender equality and women's rights at work, and in recent years has multiplied its efforts to safeguard, improve and advance women in the workplace and in the union.
It is worth recalling that our Secretary-General, in **2012**, as a member of the Congress of the Union in the Chamber of Deputies, took part in the debates on the Labor Reform that concluded, among other important changes, with an amendment to **Article 170 of the Federal Labor Law** on Women's Work and the rights of Working Mothers, providing greater protection and security to working mothers during and after childbirth, as well as in cases of adoption.
It is no secret that working women go through a period of open and exposed vulnerability during pregnancy and breastfeeding. In fact, a large number of working mothers never return to their jobs after that period, in great part because they do not have the necessary time (days) to prepare to give birth, to then recover physically and emotionally, and finally to care for their baby and their family.
That, on top of the anguish they experience when considering the likelihood that they will lose their job because of absence due to pregnancy and then motherhood.
For SITIMM, and for all of us, defending women's health during pregnancy and motherhood and, of course, guaranteeing their job, among other struggles, makes possible a true equality of opportunity and treatment for women; and something very, very important, it allows them to build a family in the best possible conditions.
**Collective bargaining** must be an instrument to establish and guarantee the best conditions for working mothers and their children after childbirth.
The Federal Labor Law currently establishes in **Article 170, section II**, that working mothers shall have the right to enjoy **six weeks of leave before childbirth and six weeks after**. In addition, section III states that, if they are unable to work because of pregnancy or childbirth, this period may be extended for as long as necessary.
Circumstances that have not been addressed with due importance, whether because of the number of cases relative to the total workforce in a company, the doctor's criteria, the need to return to work as soon as possible out of fear of losing the job, or because caring for a new family member requires staying at home.
Did you know that in **Brazil and Canada** mothers are granted up to **120 days** of maternity leave; in **Chile and Cuba 156**; and in the **United Kingdom up to 365 days** of maternity leave?
All of us — companies, unions and government — must guarantee job stability for working mothers; an income that is crucial to the wellbeing of every family. We must recognize them as women in a condition of vulnerability during pregnancy and after childbirth.
We must therefore formalize **collective agreements and pacts** that establish longer paid leave periods, so that working women can attend to the needs of their newborn children, achieve a healthy and full recovery, share time with the rest of the family and, of course, have their employment guaranteed.
_Lic. Martín Hernández — Secretario de Trabajo_
