ปัญหาทางกฎหมายเกี่ยวกับการบังคับใช้พระราชบัญญัติคุ้มครองแรงงาน พ.ศ.2541 : ศึกษาเฉพาะการใช้แรงงานหญิงในอำเภอเมืองนครศรีธรรมราช จังหวัดนครศรีธรรมราช Legal Issues Concerning the Enforcement of the Labor Protection Act BE 2541 : Study on the Use of Female Workers in Amphoe Mueang Nakhon Si Thammarat Nakhon Sri Thammarat

Abstract

              This research has three purposes: 1) to investigate the problem of enforcing the Labor Protection Act BE 1998 in the use of female workers that is protected by the Act of Labor Protection Act 1998 The sample of female laborers in Nakhon Si Thammarat. 2) To study the guideline for minimum protection of female workers under the Labor Protection Act, BE 2541 (1998). 3) To study the solutions to the law and appropriate measures to maximize the benefits of female workers.

             The research method used was this study. The sample group for data collection were female laborers in Nakhon Si Thammarat. Nakhon Sri Thammarat The instruments used for data collection were, including data from female workers in Nakhon Si Thammarat. Nakhon Sri Thammarat Data were collected from the sample population. The researcher analyzes, synthesizes and processes the data according to the qualitative research method. (Descriptive) using content analysis to seek the findings of the research. This will lead to guidelines for development and solutions to the problem of enforcement of the Labor Protection Act 1998 on the use of female labor.

             The findings from this research are as follows: 1.It is important to revise the criteria for employers to treat male and female employees. 2.The provisions of Articles 15 and 53 which overlap in the same law shall be amended to include the same provision by providing for the same. Section 15 on Equal Employment Practices covers coverage of wages. Overtime pay for work. Holiday Overtime The employee shall be equally or equally employed in a work of the same nature and quality, including in the same work in accordance with Section 53. 3.It should be clearly stated in the provisions of Section 15 of the Act. that The nature or condition of the work can not be treated as such. 4.It should be clarified and clarified on the exceptions in the case of the exclusion of female employees from work. 5.There should be a revision of the empowerment of labor inspectors. To have the authority to consider and issue an order to change the employer's working time. Or reduced working hours They do not report to the Director-General to await orders for the ease and speed of providing female workers protection. 6. The meaning of the maternity leave should be defined in the Labor Protection Act BE 2541 (1998). 7. It should be possible for a female employee to leave for childcare. Female employees have the right to leave for childcare. Or take a break for breastfeeding during working time 2 times a day at least 30 minutes, which is a total of not more than 1 hour, which is considered part of the working hours. 8. Pregnant women should be able to be flexible in giving pregnant women the opportunity to do so. 9. Women should be educated and educated about their benefits under the Labor Protection Act BE 2541 (1998). The definition of sexual harassment should be clearly defined. 10. It should be addressed to include, among other things, the conduct of sexual harassment among employees.