Special Accommodations For Pregnant Women

America being one the most industrialized nations it is shocking to most to discover that it does not provide a more beneficial maternity leave when compared to its European counterparts. Not only is Europe leading the way for a lengthier leave of absence for new mothers, they also provide financial benefits to those families with newborns, to American society this is not considered a cultural norm, in fact it is even bizarre to some that having a child while in the work force would even be beneficial. Consequently, the difficulty in accessing a reasonable maternity leave in America creates long term effects on a child’s development.

Mother Behind Bars examines a lot of inadequate policies and procedures that these states have in place for federal and state correctional facilities. This report card bring up the issue on prenatal care, shackling, prison nurseries, and family based treatment as an alternative to incarceration however in this paper I will focus on the restraints on these pregnant inmates. New Jersey received a grade of D for shackling policies. Besides New Jersey thirty-seven other states obtain a D/F for their failure to comprehensively limit, or limit at all, the use of restraints on pregnant women transportation, labor, delivery, and postpartum recuperation (National Women’s Law Center, 2010). The use of restraints can compromise the health and safety of the women and the unborn child. Shackling pregnant women is dangerous and inhumane; women prisoners are still routinely shackled during pregnancy and childbirth. The reason these women are shackled is for safety and security, despite the fact that shackling pregnant women is degrading, unnecessary and a violation of human rights some state still condone this practice.

In the past thirty years the number of incarcerated women in the United States increased by 646%, it is estimated that 6-10% of these women were pregnant at intake. “An Examination of Care Practices of Pregnant Women Incarcerated in Jail Facilities in the United States,” is a study that examined the pregnancy related accommodation and health care provided for regional jail populations. Prior to this study no other study examined regional jail populations, they strictly focused on prison populations. This study is a quantitative survey of common practices and policies implemented across 53 jail facilities in the United States as a function of geographic region. This survey was administered through phone or email to employees

With an increasing number of women entering the workforce, pregnancy discrimination has become a pervasive problem. This paper, which focuses on the United States (US), thus considers the underlying reasons and impacts of this biasness from the perspectives of both employee and employer. It then follows with a study on the legal protections in place to prevent such behaviour. And lastly, it will analyse various ethical issues involved in this unequal treatment of pregnant employees in the workplace using ethical frameworks such as Utilitarianism theory, Kantian Ethics and John Rawls’ Justice as Fairness. These ethical frameworks will help highlight

Maternity care for women in prison has not been respectable. Prison health care is undergoing a modernization program with a requirement that prisoners receive health care to the same standard as those not imprisoned. An article written by Sally Price describes the findings of a research study into the maternity services for women in prison. She provides a background to the project and describes the pregnant prison population and the current services available to them. What is evident from the findings is that the standard of care for women in prison is variable, dependent upon the establishment in which they reside. Two different studies showed results involving the incarcerated pregnant woman. The first study questioned wardens about

This paper explores three published articles that report on how many women lack job security when working while pregnant. Many are either denied the special accommodations or forced to quit their job. The Pregnant Worker Fairness Act (PWFA) is a bill currently pending in Congress, that would help to end any type of discrimination towards pregnant workers and ensure that they would be able to continue working to support their families. The articles all agree that the PWFA would put in place rules and guidelines for employers to follow that would help protect the job of the pregnant employee. Brown (2016) states that much has changed for women in the workforce during the last half-century, but treatment of pregnant workers remains frustratingly

There are many expecting mothers in our society that are very unware of what steps to take to ensure that they maintain a healthy environment for the developing fetus. In the case of Tano and Lonita, they are a couple of struggling immigrants who are working hard to get by. Unfortunately for them are some resources that are not made available to them due to socioeconomic status. However, there are many steps they can talk in order to eliminate the risks of a low birth weight, or preterm labor. One step would be to attend a comprehensive prenatal care program that are known to improve birth outcomes in situations such as Lonita’s. Another way would be for Tano to become more involved with Lonita and keep a strong bonded and caring relationship between them. The last solution would be to apply for government aid programs to improve financial situations.

The Pregnancy Discrimination Act (PDA) is an amendment to Title VII of the Civil Rights Act of 1964. This act was signed into law by President Jimmy Carter on October 31, 1978. It establish law toward pregnant females and related medical conditions. There are several areas that should be addressed, the Pregnancy Discrimination Act, Pregnancy and Maternity leave, health insurance and fringe benefits, family and medical leave act, EEOC enforcement guidance, and Pregnancy Discrimination Act statistics.

Women who are pregnant and work in a physical job would ask a simple request, like being able to carry a water bottle so they could maintain their health for them and the baby, are usually fired, forced to quit, or asked to leave on an unpaid medical leave. The Pregnancy Discrimination Act was passed to make sure that pregnant women would be treated the same as other workers who got injured on the job, but we still fail to follow this act. The article Pregnancy Accommodation Laws, State by State mark that that cities and states are trying to be more strict with the law so, “that pregnant workers with medical needs for accommodation are entitle, to temporary job modifications, in order to continue working without risk to themselves or their pregnancies” (NWLC.org). So far in April recently this year, only 20 states are taking this law seriously which is very

Breeched pregnancies are something that 13 percent of women in the United States have to deal with. There is not always something that can be done about the breeched pregnancy, and sometimes they baby is just more content that way. It can be a long difficult process deciding what is best for the baby, but there are a lot of options that you can choose from so that you and your baby get the best treatment possible. However, there is a lot of research, stories, and studies about breeched pregnancy that might shine a little light on what is happing to both the baby and the mother.

When an employee has a baby they could be eligible for maternity leave and maternity pay. You have the right to maternity leave regardless of how long you've been in your job, how many hours you work, or how much you're paid. This is also the case for antenatal appointments. You are legally entitled to reasonable paid time off to attend antenatal appointments. Employees must take a minimum of 2 weeks off work (or 4 weeks if they are a factory worker).

A young woman, pregnant, scared, and alone gives birth to a healthy baby. She has no idea what to do. How can she handle a newborn baby when she can’t even take care of herself? Depressing thoughts enter her mind, and she can’t think of anything but to do something she will regret later. She doesn’t realize her choices. This is what safe havens are for. Safe havens are usually located at hospitals, but depending on what state you reside in, they can also be at fire houses and police stations. The mother of the child can take the baby in and leave it… which isn’t the most attractive thing. Some say safe havens shouldn’t be an option, and that parents should take responsibility for what they have done, and suffer the consequences. It might not be a secure substitute, but think of what could happen if there wasn’t a choice of safe havens. Safe havens are effective at stopping parents from harming or abandoning their babies because of the lives they save, and the opportunities given to the families affected.

Regardless of the time that an employee has been working in a company, any worker is always eligible for maternity leave. Moreover, in most companies; female employees receive more rights and protections during their pregnancy.

Johnson Controls is one of the world’s largest manufacturers of batteries. “Manufacturers’ of batteries have known for some time that their manufacturing process, which involves considerable exposure to lead, can cause harm to a fetus” (DeGeorge 61). It is for this reason that Johnson Controls, as well as other manufacturers of lead based products, “hired no women in battery-productions facilities before the passage of the 1964 Civil Rights Act” (Cornell 72). Johnson Controls production jobs paid very well and were desired by both men and women. After Johnson Controls began hiring women for these production positions they implemented a voluntary fetal protection policy in 1977. This policy warned of the dangerous effects lead could have on an unborn child. Johnson Controls also openly encouraged all of its female employees not yet in menopause to choose jobs within the company that were not in the production facility. However, “after eight of its employees became pregnant and registered blood levels higher than those considered safe by the Occupational Safety and Health Administration for a worker planning to have children” (DeGeorge 61) Johnson Controls was faced with an ethical business decision in regards to its fetal protection policy. Because of the reproductive toxicity of lead exposure, Johnson Controls implemented a mandatory fetal protection policy. The policy applied to all women of childbearing age. This policy gave female employees the option to

2. Some companies purchase the insurance, which include the pregnancy care for the female employees. This will avoid the judgment with pregnancy