Fair Work Ombudsman Woman

The Watsons are heading to Birmingham with their family including Daniel their father, Wilona their mother, Byron the older brother, Kenny the middle child, and Joetta the only sister.

There is data to support the idea of a mother taking time off or a woman reducing her working hours to part-time will hurt her significantly in the career world. The reason for this sudden break in a woman’s career being motherhood. The most popular reason for working less hours is in a law firm is for a mother to take care of her child. Taking this additional time off decreases the chances of the mother receiving a partnership immensely. When doing this, the mother also risks the idea of herself being seen as “not serious about her career”, permanently damaging her chances of promotion at the private practice. However, mothers are no less likely than childless women to receive a

However, “all work makes an economic contribution, but the unpaid work activities related to the home have been marginalized in economic rendering of production” According to Riane Eisler (2007:16 as cited in Lindsey, 2011, pg. 277). Meaning that for human survival, and human development to be successful women’s work needs to be valued, while women are taking on the responsibilities of caregivers to others; as well as their own. In addition to the many task these women provide such as their contribution to their household chores, managing the household income, childbearing; and caring for the elderly; these jobs are all considered unpaid work to which these women will never receive any form of income for the work they provided. In the United States alone more than 40, 000 dollars annually would be paid out yearly, if these women were being paid for services rendered in those areas; such as cooking, cleaning, ironing, care givers; and financial advisor. Meaning, “at the global level, if the unpaid work of women were added to the world’s economy, it would expand by one-third, but on the positive side, the economic reality of women’s unpaid productive work is gaining public and government attention (Lindsey, 200. Pg.

Many studies show that women are more likely than men to miss work to tend to their family’s needs, and that women are more likely to put family needs ahead of work than their husbands (National union of Public and General Employees. This burden to be carrying family and work life responsibilities all at once is not recognized by employers and leading women to risk promotions and pay advancement. Hence, the inequality between male and female workers in Canada and who’s role it is to tend to the family needs is leading to unfair pay wages (National Union of Public and general Employees). According to the National Union of Public and General Employees the amount of women who are taking time off or missing work for family matters comes in at around 76% of women, who participated in a study across Canada representing the past six months of work for an average mother in the workplace. This idea that women need to be running all the domestic needs of the family as well as working a full time career is outrageous, especially when women are making far less than men while managing two jobs at the same time.

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

Women employees have the right to take up to one year’s (52 weeks’) maternity leave. All women have the right to return to their

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

Two scholars from American Enterprise Institute, Mark Perry and Andrew Biggs, share similar opinions with Schlafly about child bearing and its impact. Mark Perry and Andrew Biggs wrote the article titled, “The ’77 Cents on the Dollar’ Myth About Women’s Pay”. Perry and Biggs agree with Schlafly that having children does not benefit women’s salaries and the gender wage gap. Biggs and Perry claim that when mothers leave the workforce to take care of their children it creates a disadvantage to them. They explain that when the mothers return the workforce, “they have less work experience than similarly-aged males” (5). They correlate experience with wages; saying that new mothers will not have as much experience, which will lead to a smaller paycheck when they return. Perry and Biggs also argue that new mothers are less appealing to employers because their male counter-parts who are of similar age, will have more experience than them (5). The employers may feel that the new mothers may not be as qualified or become as successful as a man. Ultimately, like Schlafly they argue that women who choose to have children are willingly creating part of the wage gap because they are choosing to have limited experience in exchange for

Many bosses are males and they cannot truly understand the struggles that pregnant women and mothers go through. This explains the lack of accommodation for these women. The male bosses may not understand that stress is unhealthy for the baby and that it is imperative to reduce pregnant women’s work hours (Fox, 2014). The bosses also may not be accommodating when a mother has to stay home with their sick child because they cannot afford childcare. There are many other additional situations that may not come accommodated for because men have never experienced birth firsthand and are usually not the primary caregiver. These obstacles in the workforce make it less appealing for women to work while pregnant or return to work after having a

The Family and Medical Aid Act (FLMA), of 1993, provides for 12 weeks of unpaid, job protected leave for certain specified events (8). Whilst one could refer to this as maternity or paternity leave if taken because of a pregnancy, this would not be strictly true. Where maternity and paternity leave are offered around the

The negative mind-set of employers on pregnant employees plays an important role in causing discrimination. Women’s performance ratings were seen to decline after being pregnant, from “superb” to “terrible” as shared by one victim of pregnancy discrimination. This is because they are perceived as “overly emotional, often irrational, physically limited, and less than committed to their jobs” as compared to their non-pregnant woman counterparts and are hence “less valuable and dependable.” There is also the problem of additional workload for remaining staff or the potential need to hire temporary staff to tide over the maternity leave period. To compound the issue, employers suffer uncertainty as to when the employee will return to work, or worse, the employee leaves for good after their maternity leave period. In fact, a study done shows that only 60% of women go back to work within two years of their maternity leave. It is hence unavoidable that employers, being cost sensitive, worry that all the extra cost incurred will ultimately become a meaningless loss if their pregnant employees do not return to work.

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

In conclusion, paid parental leave is a system that gives benefits to moms who give birth to accomplish particular social and monetary results. There are three proposed targets for a paid parental leave, for example, the prosperity change of families, particularly child and mother's wellbeing, connected with leave from work around the infant birth and secured money related throughout that period; motivation of women to come back to the workforce by the social welfare and tax system; and by the norms of community, having family time is the fundamental human rights for some individuals including fathers and the significance of valuing and caring for children.

INTRO: Population Growth is an issue that exists in today’s world that needs to be confronted before it becomes out of hand. The population itself has reached overwhelming numbers making it a problem that could turn to be dangerous. The amount of humans that the earth can support or the carrying capacity is slowly rising but at a much slower rate than the population growth rate. The increasing growth rate has its negative effects environmentally, agriculturally, socially, and economically and also has its positive effects nationally, and economically. The government is brainstorming and trying to come up with ways to decrease the growth rate or at least decrease its negative effects and also creating agencies take handle and regulate population growth.

During the Reformation, Martin Luther found problems within the Roman Catholic Church and decided that he no longer desired to follow their ways. As a follower of Christ, he instead turned to the Bible to rediscover truths that the Church had twisted. Now, because of Luther’s then radical ideology, we have two different bodies of Christ: the Protestant Church and the Roman Catholic Church. Today, there are many differences between them concerning fundamental beliefs and how the church should operate.