845- The 1968 Decree amended in 1976 on the employment of domestic workers and other housekeepers protects them without any distinction as to sex. 846- Similarly, the Circular425 of the Prime Minister, Head of Government signed on 13 June 2012 fixing national workforce quotas by occupational category, of up to 50% at least for management positions, 60% at least for supervisory positions and 85% at least for executing agents. This allows young people seeking professional integration to be well represented in all foreign capital investment projects. It can therefore be observed that women occupy at least 30% of positions available in every field of activity. C: Protecting Women’s Rights at Work 847- The protection of women’s rights at work is seen through measures taken to protect various rights and protect against gender based violence at the workplace. 1: Measures to Protect Women’s Rights 848- The fundamental rights of the Cameroonian woman are protected in the course of their employment. In addition to the various rights recognized for all workers by the labour Code, Chapter III of the said Code talks about the work of women and youths. Thus, Order No. 18/MTLS/DERGE of 27 May 1969 on the work of women by the Minister in charge of labour fixes the nature and list of jobs prohibited for women and pregnant women respectively. 849- Article 84 gives every woman whose pregnancy has been medically diagnosed, the liberty to rescind her contract without prior notice and without being liable to pay compensation. Women are also entitled to a maternity leave of 14 weeks, which begins 4 weeks before the expected date of delivery and could extend to 6 weeks in case of a duly ascertained illness caused by the pregnancy or childbirth. For the duration of the leave, the woman’s employment contract cannot be terminated by her employer. She retains her right to in-kind benefits and receives a daily allowance equal to her actual salary. Over a period of 15 months from the date of delivery of the child, she is entitled to breastfeeding breaks. The courts sanction employers who violate these provisions aimed at protecting women. 2: Protection against Gender based Violence at the Workplace 850- The fight against sexual harassment is a means of protecting against exploitation. a: Protection against Sexual Harassment 851- To combat sexual harassment, even in the workplace, the Penal Code sanctions this practice in Section 302-1. The sanction is more severe if the victim is a minor. b: The Fight against Exploitation or the use of Women for Pornographic Publicity or one Degrading their Dignity. 852- Through the Ministry of Employment and Vocational Training (MINEFOP), Government seeks to reorganize the activities of temporary employment companies, which mainly use women and in particular girls. Thus, in 2016, 63 temporary employment companies and 9 job placement offices were suspended. 853- Regarding progress made in combating the exploitation of women though trafficking in persons and slavery, see above (§ 43 et al). 425 Circular No. 5/PM of 13 June 2012 on the general rules applicable to foreign investment. 141