Entries in "maternityleave"
June 11, 2007
let 2008 be the summer when unpaid FMLA ends
I just came across a post I made a little over a year ago, which I rather grandiosely entitled "let this be the century when sexism ends." Similarly, I hope that next summer, the 15th anniversary of the original Family and Medical Leave Act, will be the summer when we see the act revised so that all working Americans are protected from job loss if they need to take time off because of temporary health issues, or to care for others with health issues. Why are so few Americans protected by this important act? Read this poignant first-person reporting by Margaret Lowry to learn the basics.
In 2004, California implemented a statewide improved version of the FMLA, which provides partially paid leave for the first six weeks of a medical or family leave of absence from work. The California Family Medical Leave Research Project at UCLA has documented some of the benefits of this expansion of protection, although the scholars are troubled at how few workers are aware of their new rights. The report also documents the high number of workers who needed to take a leave before the new CA law went into effect, and were unable to do so, because of the financial consequences of taking even a short unpaid leave.
In December, the Department of Labor issued a request for comments on the FMLA, and received many responses. The National Coalition to Protect Family Leave presents many arguments in favor of strengthening the law. Some businesses argue that the law is already too broadly applied, and ask the government to support limitations on who can be approved for leave -- see this article in the San Antonio Express-News online.
Sherrod Brown serves on the Senate Health, Education, Labor, and Pensions Subcommittee on Employment and Workplace Safety. I certainly hope that he has some interns at work on analyzing the comments received at the Department of Labor. It would be wonderful to see a well-reasoned revision to the original 1993 FMLA act introduced in congress in the coming months. Perhaps before its 15th birthday arrives, the act could be given the gift of meaningful power to help all workers who need to take leave for serious health issues or to care for others dealing with serious health issues.
March 27, 2006
paid parental leave -- could it happen in Ohio?
So, while I was coping with the spring coughing crud at the end of last week (yes, I will call the doctor today), many who write about work-life issues in the blogosphere were commenting on the paid parental leave movement, which has hopped from California to New Jersey. Rebel Dad argues that we should do what we can to get behind this movement, following the lead of the playground revolution chronicled by Miriam Pescowitz.
How can it be healthy for only 20 percent of US families to be able to welcome a new baby to the family without worrying about who will pay the bills? It just can't. We need to level the playing field, so that every new child gets parents who can spend time bonding without fear of the consequences in their paychecks.
This doesn't have to be a really expensive program. The California program costs an average worker only $46 per year, and probably produces tenfold the savings over the following several years, in terms of decreased rates of child abuse, better child and parental health, etc.
The movement is already afoot in two other places: Massachusetts and Washington state. (I won't even mention the much more generous benefits in Canada, Sweden, etc.)
March 08, 2006
let this be the century when sexism ends
Today is Blog Against Sexism day, and as promised, I'm going to write something about pregnancy discrimination. It's by no means the only manifestation of sexism in our society, but it's one that I have thought about a lot over the last few years, especially since I began teaching my undergraduates the basics about nondiscrimination in employment interviewing.
In a great post on BlogHer about ten days back, Jory DesJardins told a story that sounded all too familiar to me:
Recently I helped a friend get a position at a firm where I knew the principals, who were both men. She already had a small child, and they'd agreed to flexible hours. She worked from home but was enormously structured, starting work at 5am to begin sales calls on the East Coast and taking breaks in the middle of the day to be with her daughter. The situation was working well, until she got pregnant again. Her voice was low and secretive when she called. "I'm pregnant," she nearly whispered. "Congratulations!" I said. She didn't sound as happy as I was for her.
"Thanks," she said. "I haven't said anything yet to my boss."
Sadly that is often what women think upon hearing such news--how do I make it look like having another life in the house won't have any effect on my work performance?
Yes, many employers consider it a bad thing if a worker gets pregnant, and it's such a short-term and narrow-minded point of view. Forget the joy of bringing a new life into the world, forget the long-term contribution that the mother and her social support system will make by raising a young citizen with untold promise, forget that all workers eventually retire and we do need, as a society, to nurture the next generation of productive workers... are you going to be able to deliver your tasks on time to me over the next six months?
I understand that it is disruptive to the normal flow of work to deal with someone going on maternity leave, to find a temporary replacement, to manage the uncertainties of when the new mother will be ready and able to return to full-time work. But let's not forget to be human when we are managers -- let's not forget to say "congratulations!" and mean it. After all, most women are already confronting a lot of stress and challenges when they are holding down a job and growing a baby simultaneously, especially in countries like Papua New Guinea and the United States, where they have no guarantee of paid maternity leave. The least you can do, as an employer, is not add to that stress with a selfish, short-term reaction to the news that an employee is expecting.
According to Carmen Armenti, many women academics either attempt to hide their pre-tenure babies by having May babies or delay having children until after they have earned tenure. In both situations, women are hiding their maternal desires to meet an unwritten professional standard that is geared toward the male life course. While I did not go this far with my first child, I did make a conscious effort not to conceive at a time when I would have gone on leave in the middle of a semester. I didn't want to develop relationships with students and then "leave them in the lurch" when I went into labor, and I didn't want to develop any complicated system for my colleagues to cover for me through the second half of a semester.
That many academic women feel these pressures to minimize the visibility of their motherhood and its impact on their work productivity in the first few months after childbirth is problematic, particularly since that many academics pursue long careers -- 30, 40, or sometimes even 50 years long. Why must their first 10 years follow a lock-step pattern of 4 years earning their doctorate, followed by 6 years of incredibly long hours spent on research, writing, and teaching, in order to earn tenure? Why must people who wish to pursue an academic career, but would prefer not to work 55, 65, or 75 hours a week, be treated as second-class citizens?
Many women entering professional work face these challenges, not just academic women. In consulting, twice as many women exit the big companies from the middle rungs of the career ladder as do men. In medicine, a whole wave of new entrants into the field are seeking ways to combine careers as doctors with family or other personal interests -- both men and women. The organizations which can figure out how to rework traditional male career patterns and create options for their professional employees, both male and female, are the ones which will succeed in retaining outstanding talent in the coming decades, when baby boomers will retire and there will be smaller numbers of new professionals entering the US workforce.
Let this be the century when biased attitudes toward working women who get pregnant fade away, replaced by an appreciation for the value that childbearing and parenting have in our society in the long term.
Let this be the century when shards of the shattered glass ceiling are swept up and shipped off to be recycled, and the maternal wall is demolished for good.
Let this be the century when employers learn to manage employees flexibly, allowing them to structure their own days so they can be most productive.
Let this be the century when women (whether mothers or not) come to be treated as true equals, in the workplace and in their homes, and our global society learns the meaning of equity.
Let this be the century when sexism ends.
(If you want to participate in Blog Against Sexism day, just make a post in your own blog, and put a tag on it that says "blog against sexism". Then you can read other posts made in honor of the cause via Technorati.)
September 21, 2005
the illusory trend to return to traditional women's roles, and what we can do about it
Poor Louise Story. The young Yale graduate who wrote a story for yesterday's New York Times which landed on the front page is getting pummeled throughout the blogosphere (even in the comments), in Slate, and probably, by "many" of her friends. Yes, I pity her, even though I know that the critics speak the truth, because I remember being just out of school and having the sense that the trends among my peer group were newsworthy, without realizing how circumscribed a peer group I had constructed around myself.
I do not remember talking much with my college friends about our plans for marriage and family. I just assumed that I would work and raise a family with my husband. I knew that I needed to stay employable, in case of divorce or an illness that might incapacitate my husband. I had the sense that my mother had not been happy when she was not employed (she returned to the workforce part-time when I was 10 or 11), and I couldn't imagine living a life without a public role of respect. The problem is that parenthood is still not seen as a role of public respect in our society.
July 31, 2005
Lesotho, Papua New Guinea, Swaziland, and the United States
What does the US have in common with Lesotho, Papua New Guinea and Swaziland? No guaranteed paid maternity leave. Read all about it in an Associated Press article by Peter Svensson, reprinted on the front page of the business section in today's Cleveland Plain Dealer.
Perhaps if Ohio wants to address the poverty level of its citizens, particularly in cities like Cleveland, we could follow the example of California, Hawaii, New Jersey, New York and Rhode Island. They require employers to offer short-term disability insurance, which covers six weeks of postpartum income replacement for new mothers. Or maybe not... maybe we are content with the thought that a waitress or a cashier might have given birth three weeks ago, and returned to work as fast as she could in order to ensure that she can pay rent to keep a roof over her new baby's head.
It's probably too much to ask that we follow the example of California, which introduced paid family leave at 50% of workers' income levels last year, funded by a small tax on all employees. And we certainly aren't likely to follow the example of Canada, where the maximum paid leave for new mothers was extended from six months to one year in 2004, up to a maximum of C$413 per week.
No wonder that the modal number of children born to a mother in the US has dropped from 4 in 1976 to 2 in 2000, and the percentage of women without children has grown from 10% to 19%. With 55% of new mothers participating in the workforce within a year after their child's birth, the lack of paid parental leave has a dramatic effect on women in the United States. (See this census report for details.)