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Paid Family Leave Pros And Cons

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The United States, the only high-income country and one of eight in the world that has yet to mandate paid family leave (Haymann, 2013). Paid family is a benefit that allows employees to take time off from work for the birth of a new child or family caregiving. Currently United States offers parents the Family Medical Leave Act (FMLA) option, which guarantees workers twelve weeks of unpaid leave to care for a new born (DORA, 2018). According to the White house, 39% of full-time American workers have access to paid family leave. The 2014 National Study of Employers (NSE) from families and work institute showed that only 14% of American employers offer paid paternity leave options. Although these numbers are much higher than centuries ago, the …show more content…

Since the effect of paid leave on labor force participation rates is typically much higher for women than men, offering paid leave can help push the economy towards gender equality in labor force participation. This equality has obvious implications for economic growth. (Aguirre, Hoteit, Rupp, and Sabbagh, 2012). The benefits of paid family leave to individuals, to businesses, and to society are well-documented. Not only could a paid family leave program keep women in the workforce and decrease their need for public assistance, but it could reduce employer costs and contribute to U.S. economic …show more content…

Family leave, both paid and unpaid, has been shown to have significant benefits for the health of individual family members and for the well-being of the family overall. The length of leave taken, whether or not that leave is paid, and the proportion of income replaced during paid leave all affect the magnitude of the benefits of family leave. Paid family leave may also affect economic growth in various ways, such as through increased labor force participation, increased fertility rates, and reduced spending on public assistance. The need for paid family leave in the United States remains pressing. While a small minority of states has taken bold steps to ensure their residents have access to paid family leave, the majority remain without such

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The FMLA law stands for the Family and Medical Leave Act of 1993. This law helps cover some aspects of employee sick leave, what type of leave the employee is entitled to, and what laws and regulations that the employer should follow with all of its employees. This act helps employees by giving them all the way up to 12 weeks of unpaid sick leave for their own serious health problems/illnesses, the adoption or birth of a child, and/or to care for an ill child, spouse, or parent. This part of the act stipulates that any business with 50 or more employees must provide this service to all employees who qualify. In certain cases, the employer also has the right to utilize the qualifying employee 's paid annual or sick leave as a part of the whole

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This law prohibits companies and employers from paying men more than they pay women based on gender. Aside from the passing of this law, in 2019 the state passed the Texas Mother-Friendly Worksite program which essentially provides resources and support so that women have a more flexible environment allowing them to bring their kids to work at certain times to promote better work-life balance. This law forces companies to be more understanding with maternity leave and days off to care for their children if need

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The Family and Medical Leave Act The Family and Medical Leave Act (FMLA) of 1993 allows employees who are eligible to take an unpaid leave of absence up to 12 weeks each year from a covered employer for medical conditions that prevent them from performing their job duties or to care for a family member with a health condition (FMLA, n.d.). FMLA allows for prenatal complications, the birth of a child and the adoption or fostering of a child. For an employee to be eligible they must work for the employer at least 12 months and have at least 1,250 hours of work during that previous time (FMLA, n.d.). A private sector employer that employs 50 or more employees within 75 miles of the worksite is a covered employer (FMLA, n.d.).

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How will parents provide for their children if the child care assistance is not available to them? Parents no longer have the option of family members babysitting their children while they go to work. The child care assistance program was made for this particular situation and to help those who babysit children to compensate for the person’s time. For instance, parents who works from 9am to 5pm will pay an estimate of four hundred dollars a week, but with the child care assistance program they will save money. Therefore, parents will have to make alternative arrangements in order to keep their jobs, but if they do not have someone to help them, they are forced to quit their jobs and collect unemployment if they are eligible.

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Visualize the scene of an annual first day of summer barbecue, imagine the scent of wet grass and the sense of belonging felt upon gazing at people’s smiling visages. Now visualize summer camp, finally, after an entire year, seeing the friends that have been made over the years and hugging those friends as the rejoicing commences. Now imagine sitting crunched up in a tiny school desk listening to your algebra teacher drone on about quadratics and systems of inequalities. Day. After day.

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Many of the eligible Family and Medical Leave Act employees do not take the needed time off due to the leave being offered unpaid. They simply cannot afford to take the time off from work. Nevertheless, the Family and Medical Leave Act in the United States is less inclusive than many of the Western European country’s leave policies (Albeda, 2010). Many of these nations have maternity paid leave and over half have paternity and sick child care paid leave, while the United States has little to no paid leave under the Family and Medical Leave Act (Albeda,

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Family Medical Leave Act (FMLA) what is it you ask? Well it is a regulation that became effective August 5, 1993 for most employers and employees, it provides certain employees to take up to 12 weeks of unpaid, job-protected leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave. This FMLA information is online at (https://www.dol.gov/whd/regs/compliance/1421.htm) along with plenty other online sources.

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The main argument made by Jessica Shortall in her talk “The US needs paid family leave -- for the sake of its future” is that newborns are important to the economy. More Specifically, Shortall argues that women should have longer paid period of maternity, therefore they can properly take care of the future generation. Shortall says “…but that stance ignores a fundamental truth, which is that our procreation on a national scale is not optional. The babies that women, many of them working women, are having today, will one day fill our workforce, protect our shores, and make up our tax base.” In this quotation, Shortall is suggesting that although women are not obligated to have babies, these babies one day will make up the working class that

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The United States is falling behind in the world when it comes to parental leave, it is the last industrialized nation in the world to not guarantee some kind of paid parental leave to their citizens. Sweden has set a high standard for other countries to live up too, but their success with their policy has shown to be worthy. The United States needs to guarantee a larger set amount of paternal and maternal leave days and a set pay. Paid parental leave will improve life in the workforce for men and women, it will improve child development, and it will decrease stress in

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“ Today women make up almost half of the U.S labor force on 2012 nearly as many working-aged women (68%) as men (79%) were in the labor force”The percentage of women is almost like the man that is working almost like the man, ie there is a change. “Relatively few (21%) think the trend toward more mothers of young children working outside the home is a good thing for our society, and only 16 % say having a mother who works full time is the ideal situation for a young child”. This has also changed some think it is a bad reason for women to work if they are mothers, but it is also a bad thing because not only can bring to your home

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In a lot of countries, gender plays a big role in the labor market. For instance, in America, the middle full-time compensation for ladies is 77 percent of that of men [4]. In any case, women who work low maintenance make more than men who work low maintenance [4]. Furthermore, among individuals who never wed or have children, women make more than men [4]. It might be hard to explain such contrasts.

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People are paid time off for reasons less important than having a baby. Most parents fear the first day they have to leave their baby in a new child care facility. Sometimes the unpaid time that most people take affects their family because everyone struggles when a paycheck is not coming in. The cost of raising a new baby buying diapers, clothes, formula, and medical bills all adds up when there is no income coming in. Some of the recourses I plan to use to back take on the argument are the websites and periodicals, I will research and gather data that supports statistics that show the states that have enforced paid maternity leave in the work place have higher employment return.

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For the 14.3 million single women—divorced, widowed, separated, and never married women living on their own—equal pay would mean a very significant drop in poverty from 11.0 percent to 4.6 percent (falling by more than half). “ (Clark, Hartmann, & Hayes, 2014, p.1) This adds up to suggest that the poverty rate would go down to a point, we are extremely close to banishing most people in

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Liberal feminists argue that women have the same capacity as men for moral reasoning and work habits, but that patriarchy, particularly the sexist division of labor, has historically denied women the opportunity to express and practice this reasoning. These dynamics serve to shove women into the private sphere of the household and to exclude them from full participation in public life. Hence, gender inequality is a hazard not only to the highly capable, talented and deserving women but also to the economy as a whole. Both awareness of the existing gender inequality and implementation of policies that address gender inequities need to be strengthened. Reducing the amount of time women spend on unpaid work is also essential.

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