...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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...families are able to care for one another. More often in today’s society, mothers, and sometimes fathers, are given greater opportunities to care for the newest editions of their families. Companies in the past 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...
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...A Review On Providing Paid Maternity Leave and The Benefits of Valuing Parents In The Workplace Amanda Fredericks Brittany Larue Christina Herron Emmalee Ilar King University Business Law Vonda Laughlin Abstract Paid maternity leave is a hot button debate in the political and business arenas for good reason. The Family Medical Leave Act requires companies with greater than 50 employees to provide 12 weeks unpaid leave for new mothers. The act, as it currently stands, excludes many workers that are employed by smaller businesses and inadequately supports those that do essentially penalizing the mother and child which can result in social inequality. This paper explores why providing paid maternity leave is a better ethical and economic decision for businesses and society in general. Using a comparative analysis on maternity leave in other countries and the potential positive outcomes of providing paid maternity leave by working to achieve a stronger work-life balance. This paper also explores ways in which payment of maternity leave benefits can be addressed. A Review On Providing Paid Maternity Leave and The Benefits of Valuing Parents In The Workplace Maternity benefits, once believed to be only a consideration for young women who were contemplating a family, is now an issue for both men and women who will either biologically have or adopt child(ren). Most of us are familiar with the Family Medical Leave Act issued in 1993 in the United States that states “roughly...
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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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...The family medical and paid leave is offered in Europe and the United States. many people and business have to qualified for such labor and job protection on their job. this is for the family health paid and unpaid leave. this lead to investment and wages gap. europe and United State that that share a relationship of paid and family lead. Maternity and paternity lead is very important in both countries. the pay is up to the employer. Maternity can be bad for women in the United States. Especially if they are on the unpaid list. in both states, they required the best offered. The new father has been giving to received paternity leave because of their great skills in another country across the sea. such as Germany does not offer it. when the...
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...Does a Paid Parental Leave Policy Create an Organizational Culture that Contributes to the Advancement of Women in Government? April 23, 2015 Jessica Butherus, Amber Chaudhry, LeBrit Nickerson, Caty Rogers & Marcia Straut I. Introduction The 1993 Family and Medical Leave Act (FMLA) was a vital step toward improving workers’ access to leave, in order to help care for new children or ill family members. Unfortunately, the law does not require employees to be paid and does not cover organizations with less than 50 workers. Therefore, many workers still do not have access to leave, and those that do often find it financially difficult to take advantage of the benefits (Gault, Hartmann, Hegewisch, Millie, and Reichlin, p.4). With no legal requirements, only 11% of employees working in the private sector and only 16% of government employees have access to paid leave (Rosen). Discussion of paid parental leave has recently made it back in the spotlight. This January, President Barack Obama signed a presidential memorandum directing agencies to allow federal employees to take up to six weeks of advanced sick leave to care for a new child or ill family member (Mufson and Eilperin). City governments, including Boston and Seattle, recently announced paid parental leave policies of their own (O’Brien, Capitol Hills Time Staff). As aspiring female leaders in the federal government, we chose to explore: Does a Paid Parental Leave Policy Create an Organizational Culture that...
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...Louis would be to address the public transportation issue in the area. Advocating for better transportation in the area would allow low income women in the area to better access prenatal care at primary care offices, hospitals, and federally qualified health centers. Transportation plays a big role in whether people can get access to proper care. If women do not have an efficient means to get to appointments they are less likely to get the proper prenatal and postnatal care that they desperately need. The bus schedules do not allow for convenience, and the metrolink does not cover a majority of the metropolitan area. St. Louis could learn a lot from cities like Chicago, New York, and San Francisco to model upgrades for our public transportation. In addition to transportation poverty is another major issue that is a predictor of infant mortality rates. According to United Way reports, they find...
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...family sometimes seems impossible, there are now benefits for mother that whom have to work and raise kids, some mothers did have benefits years ago most mothers in some countries get an extended leave of absence, some 60 weeks, here in united states it varies, 6-8 maybe 12 if you have a C-sections. What are the stated and the unstated premise? If this is correct the stated premise is that most women work and try to take care of home alone with jobs under their belt. I think that the unstated premise is that most women work, but people assume that they can take maternity leave, that isn’t true where I work when I go on leave the leave won’t be paid, I think it’s absurd and very discriminate. What is the conclusion? The conclusion to me is that I believe a mother should have paid time off to have her child or children and heal correctly, yet in the mist of it all, she still has to have child care for the baby. Even when she gets off her leave (not paid, what did she accomplish no money was made and her body still its healed. Many mother rushes back to work because they don’t get paid leave, so while she’s on leave the bills pile up and theirs another concern. I’m still fighting to get paid leave I don’t know what I’m supposed to do when I do attempt to leave, the bill will continue and kids must be feed. I don’t understand many can work you like a slave but can’t give you sick leave or maternity leave. This part of the article I read from Work and Family in...
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...United States Workers Deserve More As an individual who works 40 to 80 hours a week, attend ODU full time and is a single mother of two children I believe the u.s works too much. The quantity of hours is important. However, if there was more of a focus on the quality of hours I believe production and worker satisfaction would increase dramatically. I know my productivity decreases and the number of mistakes I make increases as I become burnout. If I was hired as the chief human resources manager of a large corporation to avoid the workers experiencing burnout I would give them two choices shorter work week 30 to 35 hours or once a number of hours has been met in a month, under certain criteria (ie max number of hours a day/ weeks etcetera) , reminder of the month off. The workers would still receive the same amount of pay they would if they were to work a normal 40 hour week . I think technology plays a significant role and society tendency to be "overworked." it allows workers to get more done in a shorter time frame which raises the standards of how much a person is expected to get done in a given amount of time. Which in turn increases the total workload and time needed to get the job done. The United States lags far behind other nations in terms of offering "family friendly" benefits. I believe this will dramatically impact the United States ability to attract and retain the best employees in the global competition for top talent. Benefits and perks play a huge part in most...
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...Case Study 9.5: Swedish Daddies I am a single mother of a 17 year old boy named Alonzo. Alonzo was planned by his father and me, but our planning certainly didn't prepare us for the workforce, or life itself. At the time ALonzo was born, I was working as a care giver in a home. I worked up until my last week of pregnancy and stopped only because I was overdue and the doctor told me to stay home. The low paying job I had did not have maternity leave, maternity pay or even a reassurance that I would be employed when I returned. It most definitely did not have paternity leave. I was forced to apply with the state for a monthly payment of $621 that lasted for 3 months. After the three months were up, regardless of your situation, the payments stopped and as far as the state was concerned, you were on your own. After my unemployed child's father decided to leave us, I was exactly that. On my own. I tried really hard to find babysitters that were reliable, and that actually liked children. It was very difficult to find help, and I didn't have a vehicle during that period. Daycare was outrageously expensive, and often I worked at night, and day cares then were only open until 6. At times I was so desperate, I would leave my son with a neighbor who I knew my son didn't like, but I had no choice. There is nothing more frightening then my child screaming with tears streaming down his little cheeks, at the sight of this neighbors front door. There simply was no way around...
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...Annotated Bibliography: Women’s Rights Introduction: This paper looks at maternity leave in the U.S. and discusses both pros and cons to leave policies and the difficulties women have in the workplace as it relates to maternity leave. Maternity leave is a big issue in this country. Many political aspects to this issue are being dealt with and the hope is that women will benefit from the awareness of changing maternity leave policies throughout the U.S. Eight articles were reviewed and summarized in the annotated bibliographies below. These articles were found using the databases that were discussed. We chose these sources because they had to do with the idea of women’s rights involving maternity leave. The sources are put into three subheadings. The first subheading is The Family and Medical Leave Act, which talks about what rights women have concerning maternity leave. The second subheading is the Effects of Childbirth, which discusses the problems with childbirth. The third subheading is Changing the System, which talks about why the system should be changed and the benefits that come with changing it. Annotations: The Family and Medical Leave Act Kaufman, Gayle, Clare Lyonette, and Rosemary Crompton. "POST-BIRTH EMPLOYMENT LEAVE AMONG FATHERS IN BRITAIN AND THE UNITED STATES." Fathering 8.3 (2010): 321-40. ProQuest. Web. 5 Oct. 2015. This study compares the policies of paternity leave in the United States and in Britain. Studies show a positive correlation with father...
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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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...Dear President Trump: I am writing to inform you on my opinion of the Family and Medical Leave Act of 1993 and how I believe the act can be amended to further benefit Americans. The Family and Medical Leave Act (FMLA) was instated to help eligible employees of covered employers to counterbalance their home lives and work lives without being penalized in their job status, payment amount, and without the fear of losing employer-provided health insurance. President Clinton signed the law in 1993 and since then the law has been used more than 200 million times by women and men residing in the United States (Ness, Debra L.,2016.) I specifically want to focus on maternity leave and how it affects mothers, fathers, and newborns alike. While...
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...children. The balance is comprised of more than just child care; as the children get older its school and extra circular activities. In the sixties and seventies not all women worked full time. At the same time men in this country at least were not as involved in the day to day upbringing of their children. Many European countries are helping men to become more involved in their children’s nurturing from birth. They are provided paternity leave along with maternity leave. This makes for healthier and happier families and that equates productive and contented workers. Case Summary The article from the textbook tells of Sweden taking a different stand. “Whereas America stands almost alone in the world in not guaranteeing women paid maternity leave, Sweden provides sixteen months paid leave per child, with the cost shared between the employer and the government” (Shaw, 2014). Sweden, Germany and Iceland all provide varying amounts of time off for new parents. These countries are attempting remove distinction between men and women when it comes to working and having a family. America can learn a lot from these countries. “Women’s participation in the labor force has nearly doubled since 1960; today they occupy more than half of all professional and management positions” (Shaw, 2014). One would assume that the United States would be at the top of all countries offering maternity, paternity leave and help with child care. However that is not the case. “While the United States...
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...distribution center. In the warehousing field, the schedules are not flexible when it comes to the hours of operation. Our company operates a 24-hour facility, with three shifts, first shift is from seven to three fifteen, second shift staggers from one p.m. to eleven fifteen, and third shift is from eleven to seven fifteen. Since we distribute medical supplies, we only get major holidays, such as Christmas, Thanksgiving, and the Fourth of July and on weekends rotate with someone on call, in case an emergency order is processed. Since this will be the field of my chosen career, and most of the decisions regarding scheduling and pay come from corporate, I do not think their mindset is conducive to the type of work and family arrangement that suits me. We are given paid vacation time with the amount dependent on the length of time you have been with the company. Along with this vacation time, we have an allotted twenty-four hours of time called a “Floating Holiday” that we can also use at our own discretion. Once all this time has been exhausted that is all we have because we are not granted any paid sick leave, even if you go to the doctor and has an excuse you are still penalized concerning your attendance. However, a lot of this depends on the company in which you work. There are companies that offer vacation pay and...
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