Industrial Relation Issues On Industrial Instruments And Entitlements

Also, many women do not qualify for unpaid maternity leave due to company size. We have learned that many women do not even take the offered maternity leave because they cannot afford necessities. This paper has given an in depth look on how paid maternity leave may be useful for women in the workplace. The positives of paid maternity leave definitely outweigh the negative effects of unpaid leave. Paid leave can not only benefit the company in the long run, but also the health of the baby and mother. Paid maternity leave should exist in the United States and the Family and Medical Leave Act should be

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,

As we move into the new millennium more and more employers are allowing, some are even encouraging, their employees to bring their newborn babies to work with them. This is probably one of the greatest changes in child care norms that this country has seen in the past 30 years. Once upon a time, when a woman had a baby she almost always quit her job to raise her child, depending on her husband to support her and her child. Then along came the idea of maternity leave. This is when a woman takes a certain amount of time off to be with newborn. Once this time period was up, the woman still had a job to go back to. This meant that women no longer had to rely on their husbands for support. Unfortunately it also

What is Family and Medical leave Act (FMLA)? The Family and Medical Leave Act (FMLA) that was passed in 1993, is a national policy that grants workers up to twelve weeks of unpaid leave in four situations. These four situations are for pregnancy; to care for an infant, such as newborns, newly-placed foster children, and adoptions; to care for a relative with a serious health condition; or to allow an employee to recover and recuperate from a personal serious health condition. This paper will be discussing the impact of FMLA on employers and the protections provided by this law. (Vikesland, 2009)

Reasons for choosing this above topic: Firstly, the FMLA is intended to balance the demands of the workplace with the needs of families. Secondly, it is essential for the development of children and the?family?unit that fathers and mothers be able to participate in early?childrearing, and the lack of employment policies to accommodate working parents can force individuals to choose between job

The implementation of the Fair Work Act 2009 which came into force on January 1st 2010, was to create a national workplace relations system for the purpose of setting wages and conditions of employment. This legislation is overlooked by the Fair Work Commission and ombudsman, whose role is to maintain a safety net of minimum wages and conditions and ensure compliance with the Fair Work Act. The creation of the Fair Work Act (2009) is to regulate business cooperation’s for the purpose of providing safety nets for minimum wages and entitlements, flexible working arrangements and ensure fairness at the workplace. Under the Fair Work Act 2009, ten National Employment Standards

It has been argued that maternity leave is not only harmful to business but also to women themselves, and that it can be a burden on businesses so they may think twice about employing women. (7) Where leave is given, whether paid or unpaid, businesses have to fill the position vacated by the parents and this in itself creates additional work and cost for employers who have to pay for job advertisements, background checks and time for interviews. They are also faced with the cost of training the temporary

Under the Fair Work Act 2009 (Cth) (FW Act) certain terms are not permitted in enterprise agreements. The Full Court of the Federal Court (Full Court) recently examined such terms in the recent decision of Australian Industry Group v Fair Work Australia [2012] FCAFC 108 (AIG Case).

In addition, the effects of paid leave on labour market additionally widen past parents as well. For example, paid leave influences employees' wage rates and may be biased against females since employers make known that female workers may have children later on. There are incentives for unfairness on women if paid parental leave really expands the expenses to the employees. The absence of workers causes costs on employers, this may incorporate leave administration costs, enlisting and preparing replacement costs which will diminish the profitability level (Commonwealth of Australia, p. 24). Nonetheless, on the employee side, the incentives to remain inside labour force and to pick occupation and employer are dictated by the expenses and advantages

Every single person should be aware of its rights and benefits as a worker in a company. A benefit that commonly women get is, “Maternity leave,” or “Family leave.” This an principally significant topic, since in some companies, and corporations this right is not truly respected, and some employees don’t know how to fight for their privileges.

Other challenges that parental leave and “birth and adoption unemployment compensation (BAA-UC), face are their opponents who think the government would be overstepping their boundaries if the government stepped in and changed parental leave. These opponents say that it would cost too much money to enforce. Others who are against BAA-UC believe that it is the parents’ concerns to provide for the daycare and the duties that come with raising a child of their own. The people also say parental leave “goes beyond the scope of the government.”

Apart from maternity leave, there is inclusive paid parental leave or paid paternity leave which permits dads to take time off to take care and bond with their child. Research shows that conservative attitudes toward parental leaves are changing to a more inclusive approach where men want to be more involved and have as much time as the mother with their kid (Harrington 2013). HR policies that offer gender-inclusive leave provide significant benefits to everyone in the family. Child rearing, particularly at the beginning of the baby’s life, is important because during this bonding time families create emotional benefits that establish the building blocks for more involved parenting in the future (Allen and Daly 2007). Additionally, men taking more responsibility for child nurturing benefits women since it improves

The Australian industrial relations system has historically been highly influenced and regulated through the process of arbitration and conciliation (Reference). In the early 20th century arbitration and conciliation was determined through tribunals and industry based awards which determined wages and employment conditions. Conciliation and arbitration was highly dependent on the influence and power of trade union membership within the workplace. Since the early 1900’s the arbitration and conciliation process has been replaced with an industrial relations system which has been consistent with the decline of union membership to 28 percent of the workforce (reference) This has resulted in more employees not being covered by a form of representation which then in turn has initiated

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

Access to paid leave is often identified as an issue that primarily concerns working mothers, yet paid leave is also critically important for working fathers. In a society that continues to evolve, it is even more imperative to address this unequal access with an increasing number of fathers who are serving as stay at home parents (International Labor Organization, 2014). Legislation that supports fathers having the support they need to prioritize family responsibilities can significantly increase the personal and economic well-being of their growing families (United States Department of Labor, 2015). Despite these advantages, the growing importance of paternal involvement with their newborns is not always supported in today’s society. The economic and social barriers fathers face may hinder them from taking paternity leave altogether, such as inadequate access to paid leave and outdated cultural norms about male breadwinners. According to survey data, most fathers in the United States only take one day of leave time for every month the typical mother takes (Harrington et al., 2014). This means that even in the twenty-first century, it appears to be more widely accepted for mothers to take off time from work to care for their families than fathers. Fewer than half the countries in the world provide men with access to paid leave to care for a new child, while virtually all provide paid maternity leave (ILO, 2014). Paid paternity leave and laws related to promote