Unofficial translation ministries and agencies, 40 percent among heads of secretariats, departments and divisions on aimag, city, soum, duureg and khoroo levels; 10.1.3. Representation of any one sex among public servants in special public agencies shall not be less than 40 percent, except in the armed force, border and internal troops, intelligence, police, court decision enforcement, anti-corruption and emergency management agencies; 10.1.4. In case of pre-dominance of one sex in the management of a public supporting service organisation, the orgnaisation shall develop policies and take measures aimed at ensuring a balanced gender ratio of 40:60 based on special programs and/or action plans. This provision does not apply to a case referred to in article 6.5.6. of this law. 10.2. Representation of any one sex in the composition of advisory or joint governance bodies such as committees, councils or commissions set up by public agencies or on the national level (hereinafter referred to as “the committee”) shall not be less than 40 percent. 10.3. In a case of predominance of one sex among the staff of a state or public budget organization, the organization shall in its human resource policy incorporate and implement special policies and measures aimed at ensuring a balanced gender ratio 40:60. This provision does not apply to a case referred to in Article 6.5.6. of this law. 10.4. Articles 11.1-11.9 of this law shall equally apply to public agencies and public officials. Article 11. Guarantees of equal rights in employment and labor relations 11.1. Gender discrimination in employment and labor relations shall be prohibited. Unless otherwise provided by an international treaty ratified by Mongolia and other relevant laws, it is also prohibited to treat preferentially, to restrict or to dismiss an employee based on his/her sex, pregnancy, child care-taking roles, or family status. 11.2. Collective bargains and agreements shall incorporate provisions on the creation of conditions and opportunities for a man and a woman to combine their professional and family responsibilities, to bear and care for a child, to take care of his/her health, to enjoy labor safety, equal pay and bonus for equal work and to enjoy equal working conditions. 11.3. An employer shall have the following responsibilities to prevent gender discrimination in employment policies and labor relations and to ensure gender equality at a workplace: 11.3.1. implement on the basis of a plan and/or a program activities aimed at promoting gender equality and report to employees on their implementation and results; 11.3.2. refrain from explicitly specifying or implying a preference for any one sex in a job vacancy notice/advertisement, except in conditions under the Article 6.5 and Article 7 of this law; 11.3.3. recruit a person of the under-represented sex in order to ensure gender balance in a given organization or its unit; 11.3.4. carry out monitoring and evaluation of legal provisions on equal pay for equal work and equal working conditions and take actions to eliminate identified breaches; 11.3.5. undertake the promotion, professional training and re-training, skills development and pay increases for male and female employees based on the human recourse roster;