Case Study Of KBR

As I was talking with Allie and Alex, a couple who recently found out they are having a baby, what is their idea of child rearing I was quite surprised by their reply. After much discussion, my focused for them were their idea of child care; whose is responsible for night time feedings, and the benefit of nurturing a newborn, and how the newborn will affect their relationship (Kaakinen et al., 2015). Allie, the wife, explained that she will be off work for 12 weeks with the baby and that the first two weeks her mother will be down to help. Alex, the husband, explained that his job did not provide paternity leave, so that he will be working every day, but did request two weeks of vacation pay to be home with his wife and child.

Becoming a parent is beautiful yet stressful time in many people's lives. Emotions of joy and worry fill the mind of expecting parents as they work to provide a loving and financially stable home for their family. Both parents wish to actively support their child and their spouse during this time of transition, however, corporations are making this task difficult. Maternity leave is a benefit that most companies provide, but only for their female employees. Male employees are not given the same opportunity to share the responsibility of childcare with their wife or to develop a bond early on with their child. Providing fathers maternity leave would give them time to dedicate themselves to the growth of their child, allow the mother to heal from giving birth, and promote equality within the family unit and in the workplace.

1. Denver Airport considering automated baggage system should start out by assessing their design and performance of these devices cautiously and far in advance of their use.

It is vital to recognise the long-term value fathers uptake of parental leave brings to children’s wellbeing, reduced gender stereotyping, family economic stability and women’s employment prospects. Researchers Duvander and Jans (2009) found a decrease in gender stereotypes within the family and an increased involvement with children, which last as the child ages. The research revealed that the longer the length of leave taken by fathers, including where parents had separated, the greater amount of contact fathers had with their children as well as the greater amount of time they spent on household chores compared to fathers who took little to no leave (Duvander & Jans, 2009; Hass & Hwang, 2008; Ray, Gornick & Schmitt, 2010). Research has shown the important impact of fostering a relationship between both a child’s mother and father has shown a positive long term for a childs cognitive development and social and emotional wellbeing (Cabrera, Tamis-Lemonda, Bradley, Hofferth & Lamb, 2005; Sarkadi, Kristiansson, Oberklaid & Bremberg.

As stated in advantages, assignments would be met and production would increase. However, on the recourse parents may miss deadlines, because they keep checking on their children throughout the day. In addition, it may cause them to miss important meetings, because they are not readily available (Offering childcare as a benefit: pros and cons). Employers should set up parameters in regards to their employee’s children and what will be deemed as excessive from them completing their job related duties. Moreover, they should not demean them, but state what will be accepted and requirements expected of

To be eligible for a family leave an employee must work for a covered employer and satisfy the following requirements*:

4.2 Secondly, the Maternity & Parental Leave Regs 1999. Maternity allows female employees to have the basic rights including, time off for anti natal care, not to be unfairly dismissed, and the choice to return to work after their child has been born. Parental leave provides the right for employees to take unpaid leave to support dependants in an emergency which we at Pershing fully support.

There are a few benefits that employees will expect as standard. These benefits are usually seen as priority and can include pensions, medical, dental and life insurance and. Aside from priority benefits a number of companies need to add extra enticements. These employee benefits can include discretionary bonuses, performance related bonuses, profit sharing, gym memberships. Employers who then go the extra mile above standard employee benefits packages may be looking at some extra loyal employees. Innovative employee benefits are not the normal or standard benefits. They can sometimes be seen as unusual but can actually be very worthwhile. Examples of innovative benefits can include:

The government understood the difficulty of balancing work and childcare. As mentioned previously, FMLA permits mother to take medical leave for the period of time during which they are physically unable to work due to pregnancy, childbirth, recovery and related medical conditions. Additionally, both parents to take leave for the birth of a child, and for the placement of a child for adoption or foster. Thus, the leave allows the parents to bond with their child within one year of the child’s birth or placement. Nevertheless, according Gomby and Pei (2009), the two most important determinants of whether parents take leave are if the leave is paid and job-protected. Although FMLA provides job protection, it is unpaid, therefore many parents decide not to take it or may return to work earlier than they would have wanted to so they can support their

Thirty-one percent of employees are at least marginally dissatisfied with their current employee benefits while twenty-six percent are completely unsatisfied (Fronstin, 2013). It is the hope of the company to offset these feelings of dissatisfaction by uncovering what are the most desirable benefits available to employees. It has been found that there is a blatant correlation between employees that are happy working for a company and the success of said company (Stanger, 2013). Figure 1.1 displays benefits that employees find to be the most successful.

Although women are not forced to stick to being a good wife like they were in the 1950s, sharing child care duties is easier said than done. While extended paid leave for new parents is an emerging

Contracts with Petrobras increased the need for new employees in the companies, mainly experts in various areas of engineering: piping, mechanical, hydraulic, civil, petroleum and gas, in addition to new designers and IT experts. It is worth emphasizing that the IT park of the companies investigated has undergone significant changes based on the contracts with Petrobras, due to the specificity of the software dedicated to its projects. With the new employees, new departments and new working routines were created, which were intended to leverage different areas of engineering.

1. Evaluate the economics of Gulf's exploration and development program in net present value terms. How do Gulf's outlay for exploration and development compare to cash returns Gulf generates from these activities.

A parent whose partner has given birth is entitled to 2 weeks leave from work paid at statutory paternity leave, there is now an option for additional parental leave.

Mothers are held to a higher standard than fathers may when it comes to proving competence. Therefore, a Mother who is also a manager and takes time off such as leave, leads to perceptions that she is not well suited for a management job, According to Gill and Davidson (2001), long hours, frequent travel and attendance at work-related functions are essential for mothers who seek advancement in managerial or professional jobs. These authors concluded that work and family identities were incompatible in the minds of many professionals and employers. It is however interesting to note that women and men are entitled to take time off work following childbirth known as parental leave but A study by (Suk, 2010) shows that women take 98 % of all unpaid parental or maternity leave, even though this leave is available to both men and women which reinforces the stereotype of women being the main caretaker of children, Additionally the provisions of these schemes aim to ensure that the mother, can maintain her position in the labour market despite taking time off to care for her child , however this is not necessarily the case as women are prone to discrimination and stigmatization following childbirth. Parental leave schemes vary in their duration, and in their benefit provision, as the UK provides statutory maternity leave of 56 weeks and provision of statutory maternity pay (SMP) which is paid for up to 39 weeks and includes 90% of the employees average weekly earnings before tax,