Should Women Have Paid Leave Essay
This chapter introduces one of the leading causes of inequality in the workforce between men and women: lack of paid leave for working mothers bearing children. Caroline strongly argues not only will paid leave strengthen family relationships and raise them out of or prevent destitiution, it will also result in equity for almost every individual in the workforce. Unfortunately, but not surpisingly, only eleven percent of the workforce has paid leave, those in which who are highly paid white men. Consequently, there is a significant amount of poor and middle-class families negatively impacted. The Family and Medical Leave Act contributed to this devastating reality for younger, low-wage working women, especially women of color. This act was
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designed to provide unpaid leave for new parents; but did not alleviate the risk of being laid off or falling into immense poverty. Women are more likely to take off work for family obligations, yet they remain under paid and unprotected compared to the opposite sex. Similar to many legislations created to “protect” women, there were many who were not eligible for any benefits.
To be eligible for time off, one’s employer must have fifty or more employees and workers must have put in 1,250 hours in the previous year to be qualified. Less than forty percent of workers qualified because companies strategically identified workers as “part-time” and “independent contractors. Due to stigmas and stereotypes, men are less likely to use their benefits of paid leave which leads to undivided household responsibilites. The FMLA had no positive significant impact on motherhood success because majority of the women who qualified could not afford to lose wages. With limited time off from work, women and children were at high risk for health complications. Mothers neglected their psycological and emotional needs, their children lacked proper health care and they remained static in the workplace. Collectively, individuals, labor, civil right groups and women organizations advocated for paid leave and pushed for more specific protections in states such as California, New Jersey and Rhode Island. Still, that wasn’t enough for everyone to be included. Low-income, minority and young women were least likely to be aware of such essential
relief. The federal and state government, in addition to large companies, are naive to the benefits of paid leave. Paid leave reduces companies turnover rates, eliminates emotional stress, is good for an increase in the economy and strengthens both women and men in the workforce. As sophisicated as the United States is, we still lag behind other countries in providing neccessary family leave policies.
designed to provide unpaid leave for new parents; but did not alleviate the risk of being laid off or falling into immense poverty. Women are more likely to take off work for family obligations, yet they remain under paid and unprotected compared to the opposite sex. Similar to many legislations created to “protect” women, there were many who were not eligible for any benefits.
To be eligible for time off, one’s employer must have fifty or more employees and workers must have put in 1,250 hours in the previous year to be qualified. Less than forty percent of workers qualified because companies strategically identified workers as “part-time” and “independent contractors. Due to stigmas and stereotypes, men are less likely to use their benefits of paid leave which leads to undivided household responsibilites. The FMLA had no positive significant impact on motherhood success because majority of the women who qualified could not afford to lose wages. With limited time off from work, women and children were at high risk for health complications. Mothers neglected their psycological and emotional needs, their children lacked proper health care and they remained static in the workplace. Collectively, individuals, labor, civil right groups and women organizations advocated for paid leave and pushed for more specific protections in states such as California, New Jersey and Rhode Island. Still, that wasn’t enough for everyone to be included. Low-income, minority and young women were least likely to be aware of such essential
relief. The federal and state government, in addition to large companies, are naive to the benefits of paid leave. Paid leave reduces companies turnover rates, eliminates emotional stress, is good for an increase in the economy and strengthens both women and men in the workforce. As sophisicated as the United States is, we still lag behind other countries in providing neccessary family leave policies.