Fmla Vs Vietnam

These figures demonstrate significant trends in the changing profile of today’s labour pool. Not only are companies forced to recruit and hire from an increasingly diverse workforce, but companies intent on succeeding also will have to retain, motivate and engage the most talented women. Flexible work arrangements are options for helping working mothers integrate work and family responsibilities, so that women can function better both at home and in the workplace.

It is key to acknowledge the advancements the current paid parental leave policy has for woman’s equality in the workplace. The Australian government pursued these policy changes to move towards gender equity through provisions for work/life balance while also working towards increased workplace participation and maintainable economic growth (Australian Government, 2009). In comparison internationally the Australian Scheme falls significantly short towards breaking ground on the promotion of gender equality, which can be linked to several key areas where Australian policy development is lacking. Researchers agree that several developments need to occur for movement towards gender equality within the area of paid parental leave policy to successfully develop policies, which encourage and support fathers in the caregiving roll. Two key factors include the introduction of non-transferable leave for fathers and the increase of paid parental leave payments to reduce the financial burden on families (Broomhill & Sharp,

This research also shows that when women take these leaves of absences, it will impact their career by decreasing their earnings in the long run (Patten, 2015). This is seen as an indirect form of discrimination in the workplace because even though an employer is not neglecting a woman for simply being a woman, they still are the ones who are expected to leave their occupation in order to care for their family and that creates much more significant long-term impacts on their careers than on a man’s career. This is quite unfortunate because as stated earlier, women are becoming a much larger force in high-paying jobs that are typically overrun and controlled by men, for instance, professional and managerial positions. However, research still shows that women

The balancing act of family and work can be very difficult at times. At some point in everyone’s life, he or she will need to take time off of work to deal with family matters. The Family and Medical Leave Act (FMLA) of 1993 was created to help employees find a balance between the challenging demands of work and home. This Act allows eligible workers that require time off for personal reasons or family emergencies up to twelve weeks of unpaid leave.

Pregnancy and early child development is a fundamental aspect of human society, and is pertinent to the development of a successfully functioning community. The developmental and social progress of any civilization relies on children, as they will compose the future working population. Therefore, a mother or father’s involvement in the child’s development is of extreme importance, which is why family leave has been implemented all over the world. Family leave refers to the period of time granted to the employee to care for their newborn child. As communities evolve economically, financial stability is necessary, for what is perceived to be socially successful for a child’s development, which is why paid family leave is popular throughout the world’s nations. However, ABC News reports that “the U.S. is only one of three countries in the world that don't offer paid maternity leave” (Kim, 2015); the same is true for paternity leave. The United States government has an interesting track record dealing with family leave, but in order to analyze what the US government and advocacy groups have done to solve this issue, there first needs to be an understanding on why this issue is so difficult to resolve. The arguments that support and oppose paid family leave in the United States are equally valid, therefore causing a stalemate in the attempted policy making of legislative bodies.

The Urban Institute published a case study that promotes the creation of national paid family leave policy in the United States. In the study, it is shown that this issue has been debated countless times in the past. George H.W. Bush even vetoed an unpaid family leave act during his presidency. This displays the struggles of enacting policy relating to this issue. The lack of a national paid family leave program in the US has left working mothers with three options: “return to work immediately after childbirth, quit employment, or take unpaid leave” (Urban Institute, 2017, p.3). The issue with these options include, loss of pay, unemployment, or the lack of parental presence in a child’s early development. Moreover, although some private companies offer paid leave, less educated and lower income mother have little access to this paid leave, which exacerbates their financial instability, keeping them in a lower societal class. This study found that not only is the current system is inadequate, but it is also inequitable, which causes financial hardships across the nation. According to the study, there has even been a 32% decrease in income after childbirth. Although this is the current situation, some states have enacted a statewide paid family leave program, which displays

The lack of a paid parental leave law in the country does not necessarily mean that it is absent in the U.S. labor market. Some generous and more progressive companies do recognize the importance of the leave to employees and do offer it. According to the Employee Benefits Survey of 2015, 21% of employers nationally offer some paid maternity leave while 17% offer some paid paternity/adoption leave. However, about a fifth don’t have any kind of protected maternity, paternity, or adoptive leave. (Ray, 8; Time, n. pag.)

Recently women’s rights and women’s equality in the workplace has come back to the fore as a topic for discussion in government agencies and the United Nations. Whilst this is a very important topic, when it comes to time off from work when a new child is born, women in the US have some provision, whereas men have none.

With the rise of the modern age economic survival has become difficult for families based on a single income. This economic need along with modern attitudes toward gender equality has resulted in women being represented in the workforce in greater numbers. However, until the 1960’s women faced severe discrimination when trying to enter and maintain a position in the workforce. Often qualified women would be passed over for men with less experience and education. Employers were fearful that women were too emotional and were not equipped to handle the stress of the work environment. Also driving the decision to not hire or promote women was the concern over the additional health care expenses and leave time pregnant

A woman is eligible for “Maternity leave” if, “She is absent from the employment for a period not exceeding eight weeks for the purpose of giving birth; or if she gives her employer at least two weeks of notice of her anticipated date of departure and intention to return.” (“Maternity Leave Act”, 2007) Thanks to these numerous regulations and rights, in these specific circumstances the employees have to be treated fairly, and cannot be discriminated. There are legal penalties when employees are not treated

A mere 12 weeks is the amount of unpaid maternity leave promised to working mothers under the Family Medical Leave Act (FMLA) in America. Although many mothers-to-be gladly take the dozen weeks off, American families are at a disadvantage compared to other families around the globe. The United States is the only industrialized nation in the world that does not guarantee or even offer paid maternity leave for working mothers; employers decide whether to provide paid leave for mothers. In the last few decades, more women have traded their aprons for briefcases. However, working women in the United States must choose to raise families while keeping their jobs. Currently, women in the United States must choose between their kids or their career. Mothers who decide to have families must stay at home with a new baby with no guarantee of a paycheck. New mothers should be guaranteed six months of fully paid maternity leave in the United States because they need to restore their health, paid leave helps the economy, and it promotes better health of the baby.

The case of Kathryn Mc Neil deals with the issue of separation in the workplace regarding the nonperformance of a single mother whose work was suffering because of the tremendous additional burden of raising a child. The case was written in 1994 but in the intervening years significant decisions have been made by the law (in the US) protecting the rights of the single mother. The debate is no longer exclusively about professionalism versus corporate responsibility but the new phenomenon of a third gender in the workplace.

Robert Dorment’s summary from his article talked about that women always complained about men did wrong but men who worked so hard for their family and work-life balance. Richard used that word “castigate” for men that means women scold men, but they did not realize men worked so hard. Other quote about the castigation of men, “…person whose husband, by her own admission, sacrificed much in his own academic career to do other heavy lifting with their children, all so she could pursue her dream job and then complain about it, bitterly, in the pages of a national magazine” (Dorment 708). Anne-Marie Slaughter explained that women who get promotion from other positions that they realized they do not have spent time with their family and some women who leave their jobs because of their family reasons. The quote said, “It is unthinkable that an official would actually step down to spend time with his or her family that this must be a cover for something else” (Slaughter 682). Third article called Women, work and work/life balance: Research roundup talked about the wage inequality and unequal responsibilities between men and women. Women have more family responsibilities than men do because some women are staying at home while taking care of their kids. Last article, Work-Life Balance – An integrated Approach: The case for joint and several responsibility talked about the

Sex-based wage discrimination is against the law, as is stated in the Civil Rights Act of 1964. The same Act prohibits pregnancy discrimination and states that employers cannot refuse to employ a woman because of pregnancy or terminate her, force her to go on leave at an arbitrary point during pregnancy or penalize her because of pregnancy in reinstatement rights credit for previous service, and accumulated seniority. Family responsibilities typically still fall more heavily on women, and neither society nor employers have found good ways to mesh those with job demands. Employers see parental leaves as a lack of commitment to the job and therefore more likely not to give promotions to the female workers (Kleiner & Kuta, 2001:45-47). Women can get equal treatment, but mostly when they behave like traditional men and leave the primary family responsibilities at home. Many women choose to take time off or to work part-time to be with their children rather than stay on the job and mainly because of lack of day care and flexible job options (Kleiner & Kuta, 2001:45-47). Some women drop out of work force for as long as two or three years,

Despite the advantages of paid parental leave, the United States trails behind other developed countries in guaranteeing these options. In fact, America is currently “one of the only two nations (the other being Papua New Guinea) that do not guarantee paid maternity leave to new mothers” (Baum II and Ruhm 333). Last year, according to the Pew Research Center, only fourteen percent of workers had access to paid family leave (Desilver). Instead of choosing to extend paid leave for their employees, many American businesses opt to offer unpaid family leave that is available to almost ninety