...The Economic Contribution of Women in Bangladesh Through their Unpaid Labor Analysis and report writing Debra Efroymson, Buddhadeb Biswas, and Shakila Ruma Editing Lori Jones, Sian FitzGerald, and Ethel Tungohan Research Save the Coastal People (SCOP), MultiTask, Young Power in Social Action (YPSA), Shahid Nazrul Sriti Sangho (NSS), Bangladesh Integrated Community Development (BICD), Sylhet Jubo Academy, Service of Helping In ‐ land of Poor Agency (Shipa), PULSE, Chadpur Community Development Shangstha (CCDS), Rural Acting Arrangement Center (RAAC), and Karapara Nari Kolan Shangstha (KNKS) Financial and technical support HealthBridge Canadian International Development Agency (CIDA) WBB Trust ‐ HealthBridge Dhaka, September 2007 2 Table of Contents Acknowledgments..............................2 Summary...........................................2 Introduction.......................................3 Background and rationale.....................4 Purpose..............................................9 Methodology....
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...BUS3004 Research Worksheet (Template) Purpose: The worksheet’s purpose is to guide the steps for efficient Capella Library and Internet searches to find and paraphrase reliable, credible resources relevant to your research paper topic. This worksheet will lead you through the steps by doing Part A for Unit 3 and Part B for Unit 4. Your efficient, effective research will assure a solid, strong drafted paper for Unit 5. By completing this worksheet, you will have at least six paragraphs done for your draft! NOTES: You need to complete all of this Research Worksheet before drafting your paper. Substandard draft papers submitted without a completed research worksheet cannot earn a grade. Enjoy researching, paraphrasing, and citing other authors using this research worksheet! Worksheet Components: • Problem Statement and Key Words FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. Family medical leave Paid time off Employee benefits Library Research, Source #1 Capella library Internet Research, Source #1 www.google.com References and Finalizing Unit 3 main post. • www.dol.gov/dol/topic/benefits-leave/fmla.htm • Library Research, Sources #2 and #3 • http://site...
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...Social Indicators Research (2005) 73: 43–70 DOI 10.1007/s11205-004-4642-9 Ó Springer 2005 ROBERT E. GOODIN, JAMES MAHMUD RICE, MICHAEL BITTMAN and PETER SAUNDERS1 THE TIME-PRESSURE ILLUSION: DISCRETIONARY TIME VS. FREE TIME (Accepted 6 October 2004) ABSTRACT. People’s welfare is a function of both time and money. People can – and, it is said, increasingly do – suffer time-poverty as well as money-poverty. It is undeniably true that people feel increasingly time pressured, particularly in dualearner households. But much of the time devoted to paid and unpaid tasks is over and above that which is strictly necessary. In that sense, much of the time pressure that people feel is discretionary and of their own making. Using data from the 1992 Australian Time Use Survey, this paper demonstrates that the magnitude of this ‘time-pressure illusion’ varies across population groups, being least among lone parents and greatest among the childless and two-earner couples. KEY WORDS: discretionary time, free time, leisure, time pressure, time use INTRODUCTION Being ‘money poor’ is a familiar phenomenon, a simple matter of not having enough money to meet one’s needs in any of the many ways those might be specified. Being ‘time poor’, by analogy, is a matter of not having enough time to do all the things one has to do (Vickery, 1977). It is said to be an increasingly common phenomenon in modern societies. There is some controversy over whether time in paid labour is actually increasing or not...
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...656-0187 Fax 1 802 656-8405 Email sseguino@zoo.uvm.edu July 2008 Acknowledgements: I am grateful for helpful comments and insights from Rhoda Reddock, Christine Barrow, Caren Grown, three anonymous referees, and participants at the Building Capacity for Gender Analysis in Policy Making, Programme Development, and Implementation: Research Seminar and Workshop, University of West Indies, Barbados, November 2007. Micro-Macro Linkages Between Gender, Development, and Growth: Implications for the Caribbean Region Abstract Over the last two decades, scholars have investigated the two-way relationship between gender inequality on the one hand, and economic development and growth on the other. Research in this area offers new ways to address the economic stagnation and crisis developing countries have experienced over the last two decades. This paper contributes to that literature, exploring the channels by which gender inequality affects, and in important ways, constrains economic development and growth in the Caribbean region. It further explores the endogeneity of gender inequality to the macroeconomic policy environment. The paper concludes with a discussion of economic policies that can promote a win-win outcome—greater gender equality and economic development and growth. Key Words: gender, inequality, development, household economics, macroeconomic policy, Caribbean. 1 Micro-Macro Linkages Between Gender, Development, and Growth: Implications for...
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...employee towards the organization which leads to more profits, promotes good working habits and help human resource manager to easily keep track of the employee attendance. This research paper is about paid and unpaid personal leaves for employees. These leaves are not under leave of absence laws. They are not required by the federal law to be granted to the employees and they are purely given by the company as a benefits package or bonus. In the body of the paper, I will discuss about the definition of these days, main goal of these leaves, number of days, rules and regulations on how to use these days, a new policy being introduced in many organizations known as PTO (Paid Time Off Policy) to benefit employees and managers in the place of paid personal leave, benefits and disadvantages. Paid Personal Days Definition: These are the days paid by the employer to the employee as a part of comprehensive benefits package or given at the request of the employee or some legal contract made by the employer with the company while joining, when the employee takes time off from the work. Purpose: The main purpose of these days include activities such as * Employee injury on the job * Parent- teacher conferences * bereavement * Voting * Family-holiday party * Visiting health care professionals * Jury duty *...
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...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 guarantees new parents a total of 52 weeks of leave per childbirth. Also, parents can extend child-care leave for...
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... PAGE 7 The Importance of Family and Medical Leave Act Family and Medical leave was passed with bipartisan support in January 1993 and was signed by President Clinton as the first accomplishment of his new administration. The overall intent of the act is to help employees balance work demand without hindering their ability to attend to personal and family needs. It was require for employers with 50 or more employee’s to provide unpaid leave for the birth, adoption or foster care of an employees’ child and for the serious health condition of a spouse, son, daughter or parent, or the employee’s own condition. The Act requires employers, both private and public, to provide eligible employees with 12 weeks of unpaid leave, continue health care benefits and provide job protection. An employee can be eligible for the FMLA if he or she has worked a minimum of 1,250 hours during the 12 months prior to the start of FMLA leave and works at a location where there are at least 50 employees within a 75-mile radius of the work location. Integrity plays a big part in the Family and Medical Leave process because people can abuse the program by giving misleading information. In my research paper I will explain the beneficial factors...
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...E. Jones MGMT 5843 Current Issues in Human Resource Management Abstract The Family Leave and Medical Act is one of the acts approved by Congress to allow for an employee to have a certain amount of time to deal with a medical emergency. In this informa-tional paper, I will discuss the 4 major reasons for implementing of the FMLA. I will begin with what is FMLA, that is a thorough definition of FMLA and what it was originally intended for. Then I will proceed with the why of FMLA. Why was this act proposed and why was it passed into law. Next, I will discuss how the FMLA works. How is it supposed to work and is it actual-ly working? Included in this, I will present some case studies to that will present different as-pects of FMLA. And finally I will discuss who uses FMLA. Who was it intended to help, who it is actually helping and who it is harming. Also, I will present case studies that will either confirm or deny if the FMLA is working. Finally I will offer some possible solutions to help to fix what is broken with FMLA and even possibly offer some suggestions for further research on FMLA. Introduction FMLA is designed to allow certain family members up to 12 weeks unpaid leave for family emergencies. It was enacted in 1993 but has had some changes made to it due to legisla-tion. FMLA was originally designed to cover both employees and employers. Since its inception, there were some issues with it and the government and several other agencies have...
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...WORK & FAMILY PROGRAM POLICY PROPOSAL WIN-WIN FLEXIBILITY By Karen Kornbluh* Introduction Today fully 70 percent of families with children are headed by two working parents or by an unmarried working parent. The “traditional family” of the breadwinner and homemaker has been replaced by the “juggler family,” in which no one is home fulltime. Two-parent families are working 10 more hours a week than in 1979.1 To be decent parents, caregivers, and members of their communities, workers now need greater flexibility than they once did. Yet good part-time or flex-time jobs remain rare. Whereas companies have embraced flexibility in virtually every other aspect of their businesses (inventory control, production schedules, financing), full-time workers’ schedules remain largely inflexible. Employers often demand workers be available around the clock. Moreover, many employees have no right to a minimum number of sick or vacation days; almost two thirds of all workers – and an even larger percentage of low-income parents – lack the ability to take a day off to care for a family member.2 The Family and Medical Leave Act of 1993 finally guaranteed that workers at large companies could take a leave of absence for the birth or adoption of a baby, or for the illness of a family member. Yet that guaranteed leave is unpaid. Many businesses are finding ways to give their most valued employees flexibility but, all too often, workers who need flexibility find themselves shunted into part-time...
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...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 60% of the women in the United States are entitled to 12 weeks of unpaid maternity leave” (Ludsteck, 2014) and that’s with companies that employ 50 or more. In comparison to other countries’ provisions, these 12 unpaid weeks could be interpreted as an insult to an expectant parent. Let’s begin with Germany. Beginning...
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...that are setup and established by the federal government to make sure that companies and employees are treated fairly. I would like to discuss three situations that recently have challenged my leadership as a Human Resource Director and show the diversity of the laws and why they were created and how they work. Situation A – FMLA The first situation I am about to describe is an unfortunate set of circumstances, but the law is very clear and the company position is easily seen. Therefore, it was not hard for me to make this decision. The employee was presented with a difficult family situation his twin children were born premature. He made the decision to take leave from work to attend to his spouse and the needs of his family. This is ok and totally understood by the company. Here is where the unfortunate part comes, the department manager at the time agreed to the let the employee take a leave of absence, but the proper paperwork was not filed for Family Medical Leave Act. Now to complicate matters worse, the department manager that was in charge of this employee left during the employee’s leave. Eleven weeks have gone by and the employee wants to come back to work and receive the pay he missed while attending to his family. As a human resource director there are many situations that fall into grey areas, and you have to look at all options and think through the best results for both parties involved. The definition of the Family Medical leave Act according to the...
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...Regulatory Agency Paper Lori Lewellen HCS 430 Throughout this paper I will discuss and explain the application as well as how the Family and Medical Leave Act, which is also known as FMLA is implemented, as well as Worker’s Compensation Occupation and Safety and Health Act, which is also known as OSHA. I will also discuss the regulatory laws in which are implemented by organizations to make sure that these acts are adhered to and mandated while still providing employees with a working environment that is safe. Most of all organizations and agencies are forced to make sure that all of the governmental along with all city laws, are implemented to protect employee safety, welfare, health, and also to make sure that commitment is maintained to people within the community in which that it serves. The Family Leave Act, also known as FMLA, is an act in which each and every working employee, whether it is a male or female, a non-union or a union member, is allowed to take a leave of absence from their place of employment in which is a part of their employee benefits in accordance to the law for the following reasons: Employee gives birth to a newborn and needs to care for them; Employee fosters or adopts a child; Employee needs to care for an immediate family member such as their parent, their spouse, or their child that has a serious condition and needs constant care; or if an employee has a serious medical condition where a leave is needed ("Encyclopedia Of Everyday...
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...Industry/Policy Paper Work and Family Sociologists have been concerned with institutional friction between work and family systems in the industrialized West as far back as the 1960's, when Lewis and Rose Laub Coser first labeled both the family and workplace as “greedy institutions” that monopolized individuals’ time and energy. Although the problem has been framed in different ways at different times and places, the essential sociological insight that ties them all together has been that the personal difficulties individuals face in trying to fulfill both family and paid work responsibilities are socially patterned and somewhat predictable given the competing logics of industrial production and family reproduction. The FMLA has been praised for supporting employee work/life issues and engendering a family-friendly workplace. However, its successes have not come without problems. Since its inception in 1993, employers have found FMLA certification, administration, tracking, and compliance confusing and problematic. Employers have argued that the law's ambiguous language makes it hard to certify, track, and administer leave, particularly intermittent leave. When the FMLA became law in February 1993, most women and children's advocacy groups were elated. However, many business groups protested that the law, which allows employees at companies with 50 or more workers up to 12 weeks' unpaid leave to care for himself or herself, a newborn, a newly adopted child, or a seriously...
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...Women’s Role in Economic Development: Overcoming the Constraints BACKGROUND RESEARCH PAPER Sarah Bradshaw, Joshua Castellino and Bineta Diop Submitted to the High Level Panel on the Post-2015 Development Agenda This paper reflects the views of the author and does not represent the views of the Panel. It is provided as background research for the HLP Report, one of many inputs to the process. May 2013 Women’s role in economic development: Overcoming the constraints Background paper for the High-Level Panel of Eminent Persons on the Post-2015 Development Agenda Prepared by Dr. Sarah Bradshaw, Principal Lecturer, Middlesex University with Dr. Joshua Castellino and Ms. Bineta Diop, Co-Chairs of the Sustainable Development Solutions Network Thematic Group on the “Challenges of Social Inclusion: Gender, Inequalities and Human Rights” 20 May 2013 1 1. Introduction This short paper aims to highlight the important role women have and can play in economic development. It addresses three questions: what is the evidence base to support investing in women? What are the current constraints on realising the full potential of women in the process of economic development? What are the priority areas of intervention necessary to unblock these constraints? It is focussed on women and on economic development, rather than on the wider issue of gender and development. However, before looking at the evidence base, constraints, and interventions, it will provide a brief context...
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...relationships. In this essay I will explore the different schools of feminism such as Marxist, liberal and radical feminism, who share the view that women are oppressed in a patriarchal society but differ in opinion on who benefits from the inequalities. Each school of feminism has their own understanding of family roles and relationships which I will assess through this essay. Firstly one must look at the division of domestic labour and conjugal roles. Conjugal roles refer to the roles performed by men and women in relation to housework, childcare and paid work. Traditionally men had the instrumental ‘bread-winning’ role which the women had the expressive role (childcare and primary socialisation). Feminists say that the traditional division of labour is neither natural nor beneficial to women as their expressive role is unpaid and taken for granted. However different feminist views disagree on who benefits from this unpaid labour. Marxist feminists would argue it is capitalism that benefits most as wives keep their husbands happy and therefore they are left with a content workforce. On the other hand, radical feminists would argue that men are the main people to gain from women’s oppression as we live in a patriarchal society. A functionalist view from Wilmott and Young says that there has been a ‘march of progress’ in which the family has become more symmetrical with more joint conjugal roles (where both partners share the household labour). However feminists reject this view...
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