The Family and Medical Leave Act of 1993 is one that ties in heavily to the first situation. “The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year” (Solis, N.D.). This leave must be for the birth and care…
The Family and Medical Leave Act (FMLA), was created to benefit families where both husband and wife work, the growing importance of both parents being present in early childhood development, and inadequate job security for people with serious health conditions. There are costs involved with the FMLA as well, however, ideally this law has promoted family integrity, enabled parents to take care of their children after birth, and most importantly has helped secure employment for unhealthy people. In 1993, the FMLA became a federal law which required employers with 50 or more employees (and public companies of any size) allow employees to take unpaid leave to care for ill family members and to return to the same position or to a substantially similar position following the leave. The implementation of this Act was designed to be equitable to both the employee and the employer, which has made it a win-win proposition for both. Some of the benefits an employer reaps from this Act are they are able to retain a valuable employee, as well as displaying good faith, and shows a willingness to work with their employees. If an employer and an employee possess a good relationship they both can work out a flexible work schedule that can be intermittent or consecutive. Another benefit an employer could offer is to substitute paid…
There can be many cons to taking a paid paternity leave, but in the long run the family will benefit from the father taking off that time at the beginning after a birth or adoption. The possibility of losing a job is a legitimate concern, but when the father returns to work it will be easier for the father to balance out the workplace and family. The other concern of social judgement is also understandable, but the choice to take that leave to be able to spend time with the child and spouse will ultimately benefit everyone in the situation. Paid paternity leave, when added to paid maternity leave, will have the ability to keep the family financially stable while the family recuperates to the new life of having a child.…
I support Dr. Jill Stein of the Green Party for president, on the issues of health care and paid leave. She has amazing ideas to create health care for everyone, and has plans to provide paid leave for a sick family member or a birth of a child.…
Just be aware, if you decide not to return to work after 52 weeks, you might have to pay back any…
Labour Canada (2007). Maternity Leave: Work and Family Provisions in Canadian Collective Agreements. Retrieved from http://www.hrsdc.gc.ca/eng/lp/spila/wlb/wfp/11maternity_leave.shtml#tphp…
In today's working society, families are faced with conflicts between both their work and family responsibilities. While people are at work, employees must find suitable and reliable arrangements for their children or their elderly parents. It is difficult to be able to take time off even when the employee themselves are ill. The Family and Medical Leave Act provides employees the opportunity to take time to care for their family.…
Advocates and policymakers have been calling out for paid family leave policies; some of these campaigns have seen recent successes. With the callings, a number of bills also have been introduced in the U.S. Congress that would expand the right to access family leave.…
The Family and Medical Leave Act (FMLA) was passed in 1993 and allows employees to take unpaid leave for up to 12 workweeks in any 12 month period because of any of the following reasons: the birth or adoption of a child, for the care of a family member with a serious health condition, or because the employee's own serious health conditions makes the employee unable to perform the functions of her or her job. This paper will discuss the advantages and disadvantages to both the employer and the employee concerning this act. The current use of FMLA and management concerns over the FMLA will also be discussed.…
Suzanne Field in her essay gives five reasons why parental leave is a myth. Men cannot feed children with breast milk, Fields observes. Fathers are “not recovering from carrying extra pounds for nine month,” they haven’t experienced labor pains, “and their bodies are not trying to deal with changing hormones and the flow of mother’s milk,” Fields argues.(3) Men should be out working to support their families financially, she contends, not staying at home and “burping Junior.” “If Congress mandates that society look upon both parents as equals after childbirth,” Fields suggests, “why shouldn’t we expect mommy to go back to work…
Parents often try to balance their role in the family as well as their role in the workforce. After the birth of the child parents are to make decisions about staying home or returning to work.…
If an individual can work from home, this can assist with child care. A parent who works at home can still provide child care and be working therefore enhancing economic wellbeing as this can save money. This can also enhance emotional wellbeing as a parent is still able to be there for their children and be creating a bond. Economic wellbeing is also further enhanced by saving money on travel expenses e.g. petrol or public transport. With flexible and negotiable leave arrangements an individual is able to take time off work when need be to meet family needs e.g. taking a child to the doctors or attending an awards ceremony at school. Regular quality part time work can assist in providing stability for a family so an individual can have the needed money to get by each week e.g. to pay rent, bills and buy food. Part time work also means that an individual can have more flexibility in work hours and easily get time off to assist with family expectations e.g. a mother can easily get time off to look after her children if the fall ill. Career breaks are also an important part of flexible work patterns as this can allow a parent to take a few years out of their career to look after children and help build a family before returning to work. Job share can also enhance family expectations as an individual can be at home more to look after children enhancing emotional wellbeing of individual and children or can give an individual time to recover from injury or illness enhancing physical wellbeing. Staying at home to look after children instead of sending them to school, can also save money, enhance financial wellbeing of a…
Half of the women who had returned to work by the time of the second interview said they did not have enough time with their babies (Piotrkowski, C. S., D. Hugues, J. H. Pleck, S. Kessler-Sklar, and G. L. Staines., 1993). When comparing America's maternal leave policy to other countries, America only gave mothers 12 weeks with 0 percent of wages; while most other countries gave mothers anywhere from 60-100 percent. Chart is shown…
Structural and social issues that are present become obstacles that hinders parents from entering and remaining in the workforce. These include the cost of child care, lack of time tow work, health care of themselves and their children, lack of experience, housing issues, mental health etc. Butterworth mentioned that in the current context of welfare it is important that sole parents receive the relevant support to overcome these obstacles if they are expecting to participate in the…
“According to the U.S. Department of Health, between the years 2011 and 2012, 38 states and the District of Columbia, child-care costs exceed their recommendation of no more than 10 percent of a family’s income (Blair 4).” However for many parents child care is a must. Child care expenses are at a premium, changing work circumstances could benefit both parents and children. Financially, there are both risk and benefit to the overall future of events. While scheduling to be home when the family’s active can be enjoyable, it is not suited for everyone. Setting a schedule is recommended for any change not matter whom is watching over the young ones.…