...on Mandatory Maternity Leave in the State of Wisconsin This report covers the topic of paid maternity leave – its benefits, costs, overall accessibility, and why it should be instated. This report will include an assessment of the economic impact of paid maternity leave on both the business and the individuals affected by it. It also covers the cultural and interpersonal impact of the lack of paid maternity leave and an analysis on countries that offer maternity leave and what consequences this brings about. The sources will derive from actual research documents as many areas do offer paid maternity leave. The goal is for a transparent overview, offering both the good and the bad that may come with a change such as this, followed by overall conclusions and recommendations from the collected evidence. After reviewing this report, please let me know if you have any questions regarding the analysis. I would be more than happy to assist and discuss with you any issues you want to bring up. You can reach me at pbcoghi@gmail.com Cultural and Personal Impact of Mandated Maternity Leave Prepared By: Pedro Coghi, Student Date: 7/26/15 Prepared For: Jennifer Riske, Professor Technical Reporting - Summer 2015 Table of Contents Executive Summary 4 Introduction 6 Background of Feasibility Question 6 Purpose of the Report: 6 Scope of the Report 6 Methodology/Sources of the Report 6 Discussion of Findings & Results 7 What is Paid Maternity Leave? 7 Why Should We Care? 7...
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...of parental leave and benefits in Australia is vastly different from the Canadian parental leave policy on many dimensions. This paper compares the Canadian 2011 Employment Insurance Maternity and Parental Benefits (EI) scheme to the parental leave provisions provided for in the Australian Fair Work Act 2009, in an attempt to assess the extent of major differences in the platforms and to extract any advantages and disadvantages of the systems. The provisions and use of unpaid parental leave vary due to eligibility criteria and segmentation of the workforce. Canadian maternity, paternity and parental leave is administered on the provincial level, creating differences in leave guarantees across provinces. A separate “federal jurisdiction” covers employees of companies working in inter-provincial or international commerce or for the federal government, regardless of their province of residence (Doucet, Lero & Tremblay, 2013). Since the ten provinces and three territories deliver the programme, they modify some details. These variations are minimal. In this analysis, we have taken the median amount of leave guaranteed by these 13 jurisdictions. At present, sections 67 to 85 of the Australian Fair Work Act 2009 (FWA) set out the legislative provisions for parental leave. Australia provides three types of child-based leave: maternity, paternity and adoptive leave. Substantive Differences in Parental Leave Provisions between Australia and Canada (i) Duration of Leave Australia...
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...manager Gemma finds out about her pregnancy. The advice to Nadia is that the law is there to protect the employees from such scenarios that arise and make sure the employees reap the benefits from the laws. All women who get pregnant have certain basic legal rights which include; time off for antenatal care, leave for maternity and safeguard from dismissal,unjust treatment. Nadia’s employer is at breach with the law as she has declared that any person who wants to go for antenatal classes should go on their own time, further on she restricts the maternity leave to one month and that too without pay. Lastly, she is unfair and does not guarantee job security to the employee after her return. All this makes the employee apprehensive and wish to not get pregnant. The Employement Protection Act 1975 provides that no pregnant woman can be made redundant, dismissed from job or treated with unjust because of her pregnancy. Nadia can make a claim through employment tribunal for compensation if any of the above happens. A pregnant woman is entitled to many rights and benefits and it is the responsibility of the employer to be more flexible on the issues of maternity leave and pay. However the pregnancy can not be detected before four weeks and therefore, it is of great importance that you tell your employer immediately in writing when you find out. The law has made the employers legal duty to keep the pregnant woman away from any risk at work. Once it is known to the employer...
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...United States Congress vs. Maternity Leave The maternity law currently in the United States is named the Family and Medical Leave Act (FMLA). The FMLA is a federal law that “requires employers with 50 or more employees to provide 12 weeks of unpaid leave to employees who have worked at least 1,250 hours in the previous 12 months” ("State Family and Medical Leave Laws"). Also it is “the first job protected national maternity leave policy” in the United States (Berger). This act was the fist medical leave act in United States, made in 1993 to “promote economic stability and preserve family integrity, to entitle employees to take leave for medical reason to care for a child…and to provide equal employment opportunity for men and women” (Berger).The...
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...several reasons. As different employment statuses have different rights and entitlements such as holiday pay and enrolment in a pension scheme for employees which a self employed individual wouldn’t be entitled too. It is also important for someone to know where they legally stand so there is no breakdown in trust between two people which may lead to demotivation. It is very important for employees to get a good work life balance as this will reduce employee stress which in turn will cut down staff sickness rates and save the company money. The happier our staff are the more efficiently they will work. This will increase our productivity and profit. All employees are entitled to a minimum of 28 days (5.6 weeks) paid statutory annual leave. This can include...
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...Optional Unit - 3MER = 6 credits - 2000 words On final submission please enter your total word count (excluding bibliography): [pic] Learning Outcome 1: Understand the impact of employment law at the start of the employment relationship. |Assessment Criteria | |Describe the internal and external factors that impact on the employment relationship. | |Indicative Content | |Context: | |the context within which the employment relationship operates, the impact of internal and external factors. | |Think about your own organisation and consider the internal and external factors that may have an impact on the employment relationship | |Describe at least 2 external factors and explain why they have an impact | |Describe at least 2 internal factors and explain why they have an impact | | ...
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...34 years have been required to grant new mothers time off, under the Pregnancy Discrimination Act, to recover from the stressful time of being pregnant, going through the process of giving birth, and of course, to take care of their newborn baby. Also, the Family Medical Leave Act of 1993 touches base on the fact that pregnant women are to be given time off – 12 weeks at least – of unpaid leave. The Pregnancy Discrimination Act of 1978, gives pregnant women the same rights as others with "medical conditions". This law applies to companies employing 15 or more people. It says: • Your employer cannot fire you because you are pregnant. • Your employer cannot force you to take mandatory maternity leave. • You must be granted the same health, disability, and sickness-leave benefits as any other employee who has a medical condition. • You must be given modified tasks; alternate assignments, disability leave, or leave without pay (depending on company policy). • You are allowed to work as long as you can perform your job. • You are guaranteed job security during your leave. • During your leave, you continue to accrue seniority and remain eligible for pay increases and benefits. The Family and Medical Leave Act of 1993 applies to companies that employ 50 or more people within a 75-mile radius of the workplace. It states that if an employee has been employed for at least one year by the company he or she now works for, and works at least 25...
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...What is shared parental leave and why it is being introduced? Shared parental leave is a new way for parents to share statutory leave and pay on the birth of a child. It replaces the current additional paternity leave regime. However, it is separate from the right to unpaid parental leave and does not replace the current maternity leave and pay regime. Similar rights apply to adoptions. The intended parents in a surrogacy arrangement are also entitled to take advantage of shared parental leave. These rights also apply to partnerships of the same sex, so references in this factsheet to fathers should be taken as including women in same-sex partnerships. This introductory factsheet relates to the shared parental leave regime which applies to England, Wales and Scotland only. The right to shared parental leave only applies to employees who fulfil the relevant eligibility criteria which are explained below. The new right allows the mother to choose to bring her maternity leave to an end at any point after the initial two week compulsory maternity leave period following the birth of the child. The parents can then choose how to split up the remaining weeks of leave between them. Shared parental leave can be taken by each parent separately or at the same time. Shared parental leave will apply to parents of children due on or after 5 April 2015 and has been brought into effect by various sets of legislation. The Children and Families Act 2014 came into force on 13 March 2014 and...
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...Should Men Receive Paternity Leave Critical Thinking-PHI 210 December 8, 2012 I believe that fathers should be offered paternity leave from their companies because it gives them the chance to bond with the baby while giving mothers some time to heal and rest from having the baby. Fathers being on paternity leave also helps when the mothers is recovering or suffering from postpartum depression. It gives the mother a chance to return to work and not worry about finding or paying for child care at the moment. Fathers should have the experience the joy of feeding, bathing, clothing, crying and soothing their children. It can give the mother time to herself and the ability to take care of her personal needs, while giving fathers the chance to give a helping hand around the house. It helps when mothers are recovering or suffering from post-partum depression. Sometimes taking care of a new born can be very overwhelming and it would be nice to have help with that. Being able to take a break or even go out with friends so you can be able to enjoy some time to yourself. This can make a huge difference to a mother with a newborn. It shows that fathers are very aware of the hardship that comes along with raising a new born or children and maintaining a healthy life. Childcare can be very expensive for a new born or, so while the mothers return to work the father can take their leave and take care of the children. It also can be hard trying to find the right childcare provider...
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... * Information about disciplinary and grievance procedures * Pension scheme details As the contract is a mutual agreement signed copies should be kept. As permanent contracts are for an indefinite period the employer is obliged to add some flexibility into the contract such as working hours, employee benefits, maternity, paternity, pay rules and also details should they change working hours or location. A permanent employee could be employed in either a full time or part-time capacity and the hours agreed will be written into the contract. Temporary: This refers to an employment situation where the working arrangement is limited to a certain period of time based on the desire of the employer, the temporary worker is hired to assist employers to meet business demands but allows the employer to avoid the cost of hiring a permanent employee, it’s usually the employer that benefits from employing temporary workers. Temporary workers can also be employed on a full time or part time basis dependant on the employer’s requirements. Temporary employees rarely receive any benefits from the employer or the job security afforded to permanent employees, a temporary assignment can end at any time depending on the employer’s needs. Fixed Term: This is a contract with a start and end date fixed term workers are often employed to cover a leave of absence from the...
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...1: Question 1: (A)(i) Maternity Leave Employee’s that become pregnant, are entitled to take maternity leave. This entitlement, extends to all female employees, regardless of how long they’ve worked in the organisation, or number of hours worked each week. It is possible to avail of further unpaid maternity leave. The Maternity Protection Act 1994, provides statutory minimum entitlements in relation to maternity at work, including maternity leave. Pregnant female employees, are entitled to 26 weeks’ maternity leave, with 16 further unpaid maternity leave. Entitlement to pay, and superannuation during maternity leave, depends on the terms of the contract of employment. Employers are not obliged to pay women on maternity leave. Maternity Benefit, which is a Department of Social Protection payment, may be paid if the person has sufficient PRSI contributions. An employee’s contract could provide for additional rights to payment during the leave period. An example of this is, the employee could receive full pay less the amount of Maternity Benefit payable. (ii) Parental Leave The Parental Leave Act 1998, allows parents to take parental leave from employment in respect of certain children. Since 8 March 2013, the amount of parental leave available for each child amounts to a total of 18 working weeks per child. Where an employee has more than one child, parental leave is limited to 18 weeks in a 12-month period. This can be longer if the employer agrees. Parents...
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...Regarding Work Organization and Maternity Leave Recently, a few of our employees announced they were pregnant and will be taking their entitled 15 weeks of maternity leave in addition to 35 weeks of parental leave to care for their newborn. Due to the added cost to the company in hiring cover-off employees and the redistribution in work, it has been suggested that HR propose changes that will reduce the number of maternity leaves in the company. Legally, we cannot control when and how many employees choose to take their maternity leaves. And, if we avoid recruiting women who are in their childbearing years we would be underutilizing the tremendous talent that women have to offer. It would also be a violation of the Ontario Human Rights Code. ("Guidelines on developing," 2008) It may even set us back further financially if we find ourselves in litigation over discrimination suits. The future labour force will be increasingly made up of women as they now account for over half of the post-secondary graduates in Canada. ("Education indicators in," 2011) Approximately 57% of our new hires are females with a post-secondary degree. Thus, our selection process is in proportion with the current labour market. If more women continue to become educated than we can expect that the amount of maternity leave will only increase in coming years. However, it is important to recognize that social norms are changing and these issues are no longer exclusive to working mothers...
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...needs of the business, the size of the organisation may also play a part in how stringent the rules can be. These rules are unilaterally determined by the employer and can be lawfully changed by management at any time. A refusal to adhere to the revised rules amounts to a breach of contract i.e. failure to obey lawful and reasonable instructions. External 1. Statute. Statutory rights are legal requirements. All employees, regardless of the number of hours per week they work, have certain legal rights, for example: • the right to a written statement of terms of employment within two months of starting work • the right to be paid at least the national minimum wage • the right to a paid holiday • the right to Maternity/Paternity/Adoption leave 2. ACAS Code of...
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...The Employment Relationship Employment is a contract between two parties, one being the employer and the other being the employee. An employee may be defined as: “A person in the service of another under any contract of hire, express or implied, oral or written, where the employer has the power or right to control and direct the employee in the material details of how the work is to be performed.”[1] At the start of the employment relationship there are several different internal and external factors that impact on the employment relationship. Two internal factors are: 1) Collective agreements between an employer and recognised trade union Collective agreements can be an important factor in determining and influencing an individual employee’s terms and conditions of employment. An employer who, for example, has agreed to negotiate with a union the terms and conditions of employment for particular grades of staff will apply the relevant provisions of the collective agreement to staff in that grade, irrespective of whether they are union members or not. In law, the terms of the collective agreement that are relevant to an individual employee will then be incorporated into that person’s contract of employment. Consequently, their pay, working time, holidays etc will derive from the collective agreement.[2] 2) Custom and practice In any organisation there are often ways of working, which are not written down and have evolved over a period of...
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...Name Teacher’s Name Course Date Dads should Take Parenting Leaves Introduction It is commonly believed that fathers should be offered paternity or paternal leave from their Organizations because it gives them the opportunity to connect with the child while providing mothers a while to cure and relax. A father being on parental leave also helps when the mother is recovering or affected by post-partum depressive disorders. It gives the mother an opportunity to get back to daily work and not worry about searching for an appropriate childcare center at the moment. Fathers should have the experience and joy of feeding, crying, clothing, bathing and soothing their children. It can give the mother time to her and the ability to take care of her personal needs, while giving fathers the chance to give a helping hand around the house. It is not a fact that dad’s only care for their job. Their intention towards paternity leaves shows their heartiest concern and strong bonding of family so it is very important for a strong family relationship and for the sake of child betterment attention given by father gives him courage and confidence in the early growing age. The growing minds of child flourishes and brighten with a special value and qualitative time given by father. Thesis Statement: Paternity leaves of fathers a highly significant for both, a woman and newly born child Parental leave for fathers must be specified because it gives fathers...
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